[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-pz-cussons-east-africa-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":174,"content_type_view":175,"extra_breadcrumbs":176,"body":178,"body_blocks":189,"related_pages":193},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":172,"translations":173},{"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-pz-cussons-east-africa-limited-and-kenya-chemical-and-allied-workers-union","2487c9f6-c13d-11e3-b690-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-pz-cussons-east-africa-limited-and-kenya-chemical-and-allied-workers-union\u002Fmemorandum-of-agreement-between-pz-cussons-east-africa-limited-and-kenya-chemical-and-allied-workers-union\u002F","Memorandum of Agreement between PZ Cussons East Africa Limited and Kenya Chemical and Allied Workers' Union - 2013","KEN Pz Cussons East Africa Limited - 2013","Kenya - KEN Pz Cussons East Africa Limited - 2013","KEN Pz Cussons East Africa Limited - 2013 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN PZ CUSSONS EAST AFRICA LIMITED AND KENYA CHEMICAL AND ALLIED WORKERS UNION.html","\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 PZ CUSSONS EAST AFRICA LIMITED (HEREINAFTER\nCALLED THE \"COMPANY\") OF THE FIRST PART AND KENYA CHEMICAL AND ALLIED WORKERS'\nUNION (HEREINAFTER CALLED THE \"UNION\") OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Cp>.........................................................\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>The terms and conditions of employment set out in this Agreement will be\nobserved by the parties to it and will cover all those employees whose job\ntitles are designated in Clause 1(a) of this Agreement and all employees\ncovered by the Recognition Agreement signed between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1(a) MONTHLY MINIMUM WAGES DURING THE PERIOD OF THIS AGREEMENT.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cp>The minimum monthly wages \u002F rate of pay for each grade shall be as indicated\nbelow:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">JOB TITLES\u003C\u002Ftd>\n      \u003Ctd>1.6.2013 to 31.05.2014\u003C\u002Ftd>\n      \u003Ctd>1.6.2014 to 31.05.2015\u003C\u002Ftd>\n      \u003Ctd>1.6.2015 to 31.5.2016\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(Shs.)\n\n        \u003Cp>1st Year\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>(Shs.)\n\n        \u003Cp>2nd Year\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>(Shs.)\n\n        \u003Cp>3rd Year\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 6\n\n        \u003Cp>Store worker\u003C\u002Fp>\n\n        \u003Cp>Yard Attendant\u003C\u002Fp>\n\n        \u003Cp>General Cleaner\u003C\u002Fp>\n\n        \u003Cp>Canteen Attendant\u003C\u002Fp>\n\n        \u003Cp>Fat Melter\u003C\u002Fp>\n\n        \u003Cp>Effluent Attendant\u003C\u002Fp>\n\n        \u003Cp>Helper - Engineering\u003C\u002Fp>\n\n        \u003Cp>Office Messenger\u003C\u002Fp>\n\n        \u003Cp>Laboratory Attendant\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>33,612\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>36,973\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>40,670\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 5\n\n        \u003Cp>Assistant Debtor Control Clerk\u003C\u002Fp>\n\n        \u003Cp>Typist\u003C\u002Fp>\n\n        \u003Cp>Labelling Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Merchandisers\u003C\u002Fp>\n\n        \u003Cp>Promoters\u003C\u002Fp>\n\n        \u003Cp>Store Delivery Personnel\u003C\u002Fp>\n\n        \u003Cp>Caustic Dissolvers\u003C\u002Fp>\n\n        \u003Cp>Receptionist\u003C\u002Fp>\n\n        \u003Cp>Abstract Clerk\u003C\u002Fp>\n\n        \u003Cp>Despatch Clerk\u003C\u002Fp>\n\n        \u003Cp>Local Purchasing Clerk\u003C\u002Fp>\n\n        \u003Cp>Import Purchasing Clerk\u003C\u002Fp>\n\n        \u003Cp>Sales Day Book Clerk\u003C\u002Fp>\n\n        \u003Cp>General Duties Clerk\u003C\u002Fp>\n\n        \u003Cp>\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>35,028\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>38,531\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>42,384\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Additive Weighing Operator\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Engineering Store\u003C\u002Fp>\n\n        \u003Cp>Machine Operator - TMH\u003C\u002Fp>\n\n        \u003Cp>Senior Merchandiser\u003C\u002Fp>\n\n        \u003Cp>Van Salesman\u003C\u002Fp>\n\n        \u003Cp>Driver\u003C\u002Fp>\n\n        \u003Cp>Electrician 111 (GTT 111)\u003C\u002Fp>\n\n        \u003Cp>Mechanic 111 (GTT 111)\u003C\u002Fp>\n\n        \u003Cp>Fitter 111 (GTT 111)\u003C\u002Fp>\n\n        \u003Cp>Services Equipment Operator\u003C\u002Fp>\n\n        \u003Cp>Carpenter\u003C\u002Fp>\n\n        \u003Cp>Lye Treater\u003C\u002Fp>\n\n        \u003Cp>Stamping Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Wrapping Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Assistant Soap Boiler\u003C\u002Fp>\n\n        \u003Cp>Assistant Bleaching Operator\u003C\u002Fp>\n\n        \u003Cp>Assistant Drier Operator\u003C\u002Fp>\n\n        \u003Cp>Assistant Evaporator Operator\u003C\u002Fp>\n\n        \u003Cp>Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>Receipt Cash Book Clerk\u003C\u002Fp>\n\n        \u003Cp>Sales Clerk\u003C\u002Fp>\n\n        \u003Cp>Production Control Clerk\u003C\u002Fp>\n\n        \u003Cp>Fork Lift Driver\u003C\u002Fp>\n\n        \u003Cp>Assistant Batch Operator\u003C\u002Fp>\n\n        \u003Cp>Painter\u003C\u002Fp>\n\n        \u003Cp>Purchasing Liaison Clerk\u003C\u002Fp>\n\n        \u003Cp>Marketing Clerk\u003C\u002Fp>\n\n        \u003Cp>\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>46,709\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>51,380\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>56,518\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Secretary\u003C\u002Fp>\n\n        \u003Cp>Sales Representative\u003C\u002Fp>\n\n        \u003Cp>Soap Boiler\u003C\u002Fp>\n\n        \u003Cp>Resident Hairdresser\u003C\u002Fp>\n\n        \u003Cp>Clerk Engineering\u003C\u002Fp>\n\n        \u003Cp>Computer Operator\u003C\u002Fp>\n\n        \u003Cp>Mixing\u002FRoll Mill\u002FPlodder Operator\u003C\u002Fp>\n\n        \u003Cp>Bleaching Operator\u003C\u002Fp>\n\n        \u003Cp>Evaporator Operator\u003C\u002Fp>\n\n        \u003Cp>Drier Operator\u003C\u002Fp>\n\n        \u003Cp>Batch Processor - TMH\u003C\u002Fp>\n\n        \u003Cp>Cashier - Mombasa Depot\u003C\u002Fp>\n\n        \u003Cp>Cashier - Nakuru Depot\u003C\u002Fp>\n\n        \u003Cp>Assistant Costing Clerk\u003C\u002Fp>\n\n        \u003Cp>Senior Driver\u003C\u002Fp>\n\n        \u003Cp>Electrician 11 (GTT 11)\u003C\u002Fp>\n\n        \u003Cp>Fitter 11 (GTT 11)\u003C\u002Fp>\n\n        \u003Cp>Mechanic 11 (GTT 11)\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Kisumu Depot\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Mombasa Depot\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Nakuru\u003C\u002Fp>\n\n        \u003Cp>Administration Clerk\u003C\u002Fp>\n\n        \u003Cp>Clerk - Export Sales\u003C\u002Fp>\n\n        \u003Cp>Assistant Laboratory Technician\u003C\u002Fp>\n\n        \u003Cp>Technical Machine Operator\u003C\u002Fp>\n\n        \u003Cp>I.T. Support Technician\u003C\u002Fp>\n\n        \u003Cp>Depot Liaison Clerk\u003C\u002Fp>\n\n        \u003Cp>Sales Co-ordinator\u003C\u002Fp>\n\n        \u003Cp>WCM Facilitator\u003C\u002Fp>\n\n        \u003Cp>Clerk – Treasury Services\u003C\u002Fp>\n\n        \u003Cp>\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>62,267\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>68,494\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>75,343\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Senior Sales Representative\u003C\u002Fp>\n\n        \u003Cp>Debtor Control Clerk\u003C\u002Fp>\n\n        \u003Cp>Purchase Ledger Clerk\u003C\u002Fp>\n\n        \u003Cp>Costing Clerk\u003C\u002Fp>\n\n        \u003Cp>Cash Book Payments Clerk\u003C\u002Fp>\n\n        \u003Cp>Cashier - Kisumu Depot\u003C\u002Fp>\n\n        \u003Cp>Cashier - Nairobi\u003C\u002Fp>\n\n        \u003Cp>Laboratory Technician\u003C\u002Fp>\n\n        \u003Cp>Senior Computer Operator\u003C\u002Fp>\n\n        \u003Cp>Electrician 1 (GTT 1)\u003C\u002Fp>\n\n        \u003Cp>Mechanic 1 (GTT 1)\u003C\u002Fp>\n\n        \u003Cp>Fitter 1 (GTT 1)\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Raw Materials\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Finished Goods - TMH)\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Soap Packaging Store\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Finished Goods – Soap\u003C\u002Fp>\n\n        \u003Cp>Storekeeper - Tank Farm\u003C\u002Fp>\n\n        \u003Cp>Section Head - Soap Processing\u003C\u002Fp>\n\n        \u003Cp>Section Head - Soap Finishing\u003C\u002Fp>\n\n        \u003Cp>Section Head - TMH Processing\u003C\u002Fp>\n\n        \u003Cp>Section Head - TMH Finishing\u003C\u002Fp>\n\n        \u003Cp>Brands Co-ordinator\u003C\u002Fp>\n\n        \u003Cp>Materials Co-ordinator\u003C\u002Fp>\n\n        \u003Cp>Demand Co-ordinator\u003C\u002Fp>\n\n        \u003Cp>Health & Safety Co-ordinator\u003C\u002Fp>\n\n        \u003Cp>\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>73,933\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>81,326\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>89,459\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Depot Supervisor - Kisumu\u003C\u002Fp>\n\n        \u003Cp>Depot Supervisor - Mombasa\u003C\u002Fp>\n\n        \u003Cp>Depot Supervisor – Nakuru\u003C\u002Fp>\n\n        \u003Cp>Field Sales Supervisor\u003C\u002Fp>\n\n        \u003Cp>Sales Office Supervisor\u003C\u002Fp>\n\n        \u003Cp>Stores Supervisor\u003C\u002Fp>\n\n        \u003Cp>Soap Processing Supervisor\u003C\u002Fp>\n\n        \u003Cp>Soap Finishing Supervisor\u003C\u002Fp>\n\n        \u003Cp>Import Purchases Supervisor\u003C\u002Fp>\n\n        \u003Cp>Local Purchases Supervisor\u003C\u002Fp>\n\n        \u003Cp>Chief Cashier\u003C\u002Fp>\n\n        \u003Cp>Financial Accounts Supervisor \u003C\u002Fp>\n\n        \u003Cp>Costing Accounts Supervisor\u003C\u002Fp>\n\n        \u003Cp>TMH Processing Supervisor\u003C\u002Fp>\n\n        \u003Cp>TMH Finishing Supervisor\u003C\u002Fp>\n\n        \u003Cp>Production Control Supervisor\u003C\u002Fp>\n\n        \u003Cp>Mechanical Engineering Supervisor\u003C\u002Fp>\n\n        \u003Cp>Electrical Engineering Supervisor\u003C\u002Fp>\n\n        \u003Cp>Administration Supervisor\u003C\u002Fp>\n\n        \u003Cp>Personnel Supervisor\u003C\u002Fp>\n\n        \u003Cp>Senior Laboratory Technician\u003C\u002Fp>\n\n        \u003Cp>I.T. Support Assistant\u003C\u002Fp>\n\n        \u003Cp>Logistics Supervisor\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n\n        \u003Cp>\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>105,049\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>115,554\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>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>127,109\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>(b) WAGES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>The wages indicated against the grades in clause 1(a) above are based on the\nfollowing:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...............................................................................................................Grades\n1 to 6\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>1st year with effect from 1st June, 2013 to 31st May,\n2014....................10%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2nd year with effect from 1st June, 2014 to 31st May,\n2015...................10%\u003C\u002Fp>\n\n\u003Cp>3rd year with effect from 1st June, 2015 to 31st May,\n2016....................10%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Housing Allowance will be 15% of an individual employee's basic rate of\npay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. SHIFT DIFFERENTIAL\u003C\u002Fh2>\n\n\u003Cp>In addition to basic wages \u002F salaries, employees working a 24 hour or less\nshift cycle as a team will be paid a shift differential of 15% of their basic\nwages \u002F salaries per month to compensate them for the inconvenience involved in\nperforming shift roster work. This shift differential will not be included in\nthe basic wage and accordingly will not be taken into account when calculating\nProvident Fund Contributions and overtime pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As it is intended to compensate the individual for the inconvenience\ninvolved in shift roster work, the shift differential will not be paid when the\nemployee is absent from work through being sick, on leave, or for any other\nreason for a particular day on which shift work was not actually performed,\nunless the change to his work has been occasioned by Management, in which case\nthe shift differential will be paid for the whole of that week in which the\nemployee has worked at least one shift. In order to ensure continuity of\noperation, all shift employees shall remain on duty until relieved by the\nsucceeding shift or until permitted to leave by the Manager or Supervisor in\ncharge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It was agreed that from 1st June 2007, the Shift Differential will be based\non the C.B.A. basic wage for the job grade under which each employee’s\nposition is classified.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who is temporarily appointed or promoted to any acting capacity\nfor a minimum of 5 consecutive working days shall receive such rate of pay,\nwhere such acting capacity carries a higher rate of pay than the job in which\nhe\u002Fshe is normally employed and shall revert to his\u002Fher former rate of pay\nimmediately on reverting to his\u002Fher former job. Such acting appointment shall\nbe communicated to the employee in writing, and where an employee is acting on\na vacant position he\u002Fshe will be confirmed on successful completion of three\nmonths.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of 42½ hours per week spread over 5 days and exclusive of\nmeals break hours, provided that an employee who is required to work in excess\nof such hours shall be paid for such excess hours at the rate provided for\nunder the overtime clause of this Agreement.\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\u003Ch2>6. OVERTIME RATES\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime rates shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For hours worked on week-days in excess of hours set out in Clause 5\u003C\u002Fp>\n\n\u003Cp>-time and a half\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) For hours worked on Saturdays in excess of hours set out in Clause 5\u003C\u002Fp>\n\n\u003Cp>- time and a half\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(c) For hours worked on Sundays and Gazetted Public Holidays - Double\ntime\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) All overtime rates will be based on basic wages excluding housing\nallowance.\u003C\u002Fp>\n\n\u003Cp>It was agreed that from 1st June 2007, the Overtime rates will be based on\nthe C.B.A. basic wage for the job grade under which each employee’s position\nis classified.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When calculating overtime, the following formula shall apply:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>42.5 (working hours per week) x 52 weeks divided by 12 months = 184.17 hours\nper month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. (GAZETTED) PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nwill be paid double as provided by Clause 6 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>For every 12 months continuous service an employee will be entitled to\nannual leave as follows:-\u003C\u002Fp>\n\n\u003Cp>Employees with up to 5 years\nservice-..........................................24 working days\u003C\u002Fp>\n\n\u003Cp>Employees with 6 to 14 years\nservice-..........................................28 working days\u003C\u002Fp>\n\n\u003Cp>Employees with 15 years service and over -................................30\nworking days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annual leave will be taken at the convenience of the company and will not be\naccumulated. In the event of Sundays and Public Holidays falling within the\nleave period, such days will be added to leave entitlement.\u003C\u002Fp>\n\n\u003Ch2>9.COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee who wishes to take leave on compassionate grounds will, by\nprior arrangements with the company, be granted such leave up to his earned\nentitlement under Clause 8 of this Agreement and the leave taken will be\nsubsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(b) An employee may, in addition to the leave provided for in Paragraph (a)\nof this Clause, be granted five days compassionate leave without pay in any one\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.SICK LEAVE\u003C\u002Fh2>\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-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>An employee who is unable to carry out his duties by reasons of sickness or\ninjury falling outside the provisions of the Workmen's Compensation Act will be\nentitled in any period of twelve months to full pay for the first 60 days\nabsence from work, and half pay for the next 60 days subject to production of a\nmedical certificate testifying to the need for such absence. Sick leave with\nfull pay may be extended beyond the period stipulated above at the discretion\nof the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11. INJURY BY ACCIDENT\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>In the case of accident covered by the Workmen's Compensation Act, full pay\nwill be given to the employee and where the act requires the payment of\nhalf-pay during a period of certified temporary disability, an employee will be\npaid full wages by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. (A) LOCAL SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who is absent from his normal place of work on company's\nbusiness shall be granted a Safari Allowance to cover the lodgings and meals\nexpenses which are incurred.\u003C\u002Fp>\n\n\u003Cp>An employee may claim upto the maximum amount specified below subject to\nproduction of receipts supporting the expenditure.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>W.e.f 1.6.2013\u003C\u002Ftd>\n      \u003Ctd>W.e.f 1.6.2014\u003C\u002Ftd>\n      \u003Ctd>W.e.f. 1.6.2015\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Breakfast\u003C\u002Ftd>\n      \u003Ctd>380\u003C\u002Ftd>\n      \u003Ctd>400\u003C\u002Ftd>\n      \u003Ctd>420\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch \u003C\u002Ftd>\n      \u003Ctd>550\u003C\u002Ftd>\n      \u003Ctd>580\u003C\u002Ftd>\n      \u003Ctd>610\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Supper\u003C\u002Ftd>\n      \u003Ctd>640\u003C\u002Ftd>\n      \u003Ctd>670\u003C\u002Ftd>\n      \u003Ctd>700\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accommodation\u003C\u002Ftd>\n      \u003Ctd>2000\u003C\u002Ftd>\n      \u003Ctd>2050\u003C\u002Ftd>\n      \u003Ctd>2100\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3570\u003C\u002Ftd>\n      \u003Ctd>3700\u003C\u002Ftd>\n      \u003Ctd>3830\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) SAFARI ALLOWANCE OUTSIDE KENYA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee travels outside Kenya on company business, the company will\nmeet the meals and accommodation expenses applicable to the specific\ncountry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13.CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>1. Every employee will be given a certificate of service by his employer\nupon the termination of his employment unless such employment has continued for\na period of less than four consecutive weeks, and every such certificate will\ncontain:-\u003C\u002Fp>\n\n\u003Cp>\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>2. Subject to subsection (1) of this section no employer is bound to give to\nany employee any testimonial, reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with subsection (1) of this section, or\nwho in a certificate of service includes a statement which he knows to be false\nshall be guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Except where an employee is summarily dismissed for gross misconduct or\nother lawful cause as prescribed in the Employment Act, and provided the\nprobationary period has been completed either party will be required to give\none month's notice of termination of service or pay in lieu thereof. Provided\nthat where an employee has served the company for a period of between 5 and 10\nyears such notice shall be of two months, while those with over 10 years\nservice will have three months' notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. WARNING SYSTEM\u003C\u002Fh2>\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 which will be entered\non the employee's employment record card and shall remain valid for a period of\ntwelve months from the date of issue. If, within the twelve months period the\nemployee commits a similar or any other offence which does not warrant\ndismissal, he will be further warned in writing to be entered on his employment\nrecord card, and the two warnings shall remain valid for a period of twelve\nmonths from the date of the second warning. If within this twelve months period\nthe employee commits a further offence which does not warrant dismissal, he\nwill be issued with a final letter of warning which will remain valid for a\nperiod of one year from the date of issue. A copy of the final warning shall be\nsent to the General Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee subject to disciplinary action will have the right to appeal\nagainst the warning within 7 consecutive days from the date of issue of the\nletter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. DISCIPLINARY PROCESS\u003C\u002Fh2>\n\n\u003Cp>Prior to taking any disciplinary action, the following process will be\ncomplied with:-\u003C\u002Fp>\n\n\u003Cp>- The Line Manager will report the misconduct issue in writing to the Human\nResource & Administration Manager.\u003C\u002Fp>\n\n\u003Cp>-Within a maximum of five working days the Human Resource &\nAdministration Manager will write a query memo to the employee concerned to\nshow cause why appropriate action should not be taken against them for the\nmisconduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- The concerned employee will be expected to respond to the query memo\nwithin a maximum period of five working days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- The Management Team handling the issue will review the response and\nprepare a report on the facts, findings and recommended action with a period of\nfifteen working days unless it is a criminal offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- The Shop stewards will be informed of the case and the findings and a\ndiscussion will be held with them so as to give their views. This will be done\nwithin a maximum period of five days following the report on findings and\nrecommended action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- A meeting will be held with the affected person who will be accompanied by\nthe Shop stewards where the facts of the case will be discussed. In case any\nnew views\u002Ffacts are presented\u002Frevealed during this meeting the same will be\ntaken into consideration before a final recommendation on action to be taken is\nmade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-After the above meeting a final recommendation on action to be taken will\nbe forwarded to Management for review and approval.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- The approved action will be communicated to the affected employee verbally\nand also in writing in the presence of the Shop stewards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>An employee wishing to raise any issue in which he\u002Fshe is directly concerned\nshall first raise the matter with his immediate supervisor. If the issue is not\nsatisfactorily resolved at this stage, he\u002Fshe will request for an audience with\nhis\u002Fher Manager. Such a request will be made within 48 hours from the time the\nmatter was first raised.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the request of either party there may also be present the supervisor\nconcerned and if the employee involved so desires he\u002Fshe may have a co-employee\nor a Union representative as a witness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Should the matter still be unresolved, the employee will raise the matter\nwith his Manager in the presence of the Head Of Department, Human Resources\nManager and Union Representatives.\u003C\u002Fp>\n\n\u003Cp>If the issue is still unresolved, it will be referred to the Managing\nDirector.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>All employees will be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this time\nservices can be terminated by either party by giving 7 days notice or pay in\nlieu thereof. If performance during Probation is unsatisfactory, the Probation\nperiod may be extended for a maximum period of three months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>A female employee will be entitled to Three months maternity leave with full\npay and will not forfeit her annual leave. In cases where the employee falls\nsick after the three months period, such sickness will be treated as provided\nin the sick leave Clause subject to production of a medical certificate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>An employee proceeding on maternity leave will be entitled to leave\ntravelling allowance; provided that such allowance has not been paid within the\nprevious 12 months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>A male employee will be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. DEFINITION OF EMPLOYEE\u003C\u002Fh2>\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\u003Ch2>22. RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>(a) Retirement age\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee will be retired by the company on attainment of the\nretirement age of fifty five (55) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) On attainment of between 50-54 years of age an employee may request the\nCompany in writing for early retirement. Once the request is received, the\nCompany reserves the right in it’s discretion to accept or reject such\nrequest for early retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee may be retired by the company on medical grounds prior to\nattaining the retirement age of 55 years if declared medically unfit to perform\nhis\u002Fher duties by an approved medical authority.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>(iv) The company runs a contributory provident fund scheme and it is a\ncondition of employment to join this scheme. On retirement, an employee shall\nbe paid the company’s contribution plus interest, in addition to his\u002Fher own\ncontribution in accordance with the rules of the scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Baggage allowance\u003C\u002Fp>\n\n\u003Cp>An employee of the Company shall be entitled to be paid a baggage allowance\nof Ksh. 50,000\u002F=, or be provided with transport to carry household items up to\nseven and a half (7½) tonnes, when proceeding on normal retirement, retirement\non medical grounds, upon death, when proceeding early retirement or when\ndeclared redundant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The final decision on whether to pay the baggage allowance or provide\ntransport will be at the discretion of the Company, after having discussed the\nmatter with the affected employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on authorized annual leave will be paid Leave Travel\nAllowance as follows:-\u003C\u002Fp>\n\n\u003Cp>First year of Agreement-............................(Ksh. 11,000) Kshs.\nEleven Thousand.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Second year of Agreement-........................(Ksh. 12,000) Kshs. Twelve\nThousand\u003C\u002Fp>\n\n\u003Cp>Third Year of Agreement-............................(Ksh. 13,000)Kshs.\nThirteen Thousand.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Leave Travelling Allowance will be paid when an employee is proceeding on\nannual leave of at least two weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. UNIFORMS, OVERALLS AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>An employee who is required to wear uniforms or overalls by nature of his\nwork or in accordance with the provisions of the Factories Act shall be issued\nwith two pairs of uniforms free of charge by the Company. Such uniforms or\noveralls will be replaced with new pairs every year. The company will be\nresponsible for laundering such uniforms and overalls. A risk assessment\nprocedure will be used to determine employees to be issued with the various\ncategories of protective clothing and appliances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All uniforms, overalls and protective clothing will remain the property of\nthe company and where issued it will be compulsory for the employee to wear\nit.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. MEDICAL ATTENTION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>The company undertakes to pay the cost of such ( medical treatment and\nmedical expenses in accordance with vhe provisions prescribed by the Laws of\nKenya relative to Employment of Persons Medicah Treatment Rules. The payment of\nmedical expenses will be made for all employees of the company, provided that\nsuch illnesses are those covered by the Act. A list of illnesses which are not\ncovered are listed in Appendix A of this Agreement.\u003C\u002Fp>\n\n\u003Cp>Treatment in Government or other medical institutions will be on the\nrecommendation of the company appointed doctors.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>26. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>(a) \"Redundancy\" means the 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\nor occupation and loss of employment due to the Kenyanization of a business;\nbut it does not include any such loss of employment by a 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 endeavor to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned he will be classified as redundant and, therefore, eligible\nfor the entitlements outlined in Clause (f).\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 discussions\nwith the Union concerning the reasons for and the extent of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In deciding which employees are to be declared redundant the company will\nassess the relative merits, ability and reliability of the affected employees,\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 for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Entitlements of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he will be entitled\nto:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) the normal notice or pay in lieu of notice as defined in the\nAgreement;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) payment of wages, overtime and any other remuneration which may be due\nto him calculated up to the date on which he ceases work;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) pro-rata leave and leave allowance entitlement in accordance with the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(iv) severance pay at the rate of twenty days' pay for each completed year\nof service for employees with less than 5 years service ; twenty five days pay\nfor each completed year of service for employees with 5 to 10 years of service\nand thirty five days' pay for each completed year of service for employees with\nover 10 years of service with the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that Provident Fund and other retirement benefits are in no way\naffected by these arrangements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. NIGHT TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>Employees who leave duty after 7 p.m. will be provided with transport from\nthe factory to the nearest area to their residential estate within the city.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. INTER-STATION TRANSFER\u003C\u002Fh2>\n\n\u003Cp>When an employee is given permanent transfer from one station to another, he\nwill be provided with transport to the new station for himself, his wife and up\nto four children, plus his personal effects. The company will also pay such an\nemployee a disturbance allowance of Shs 22,000\u002F in the first year of the\nAgreement, Shs 23,000\u002F in the second year of the Agreement and Shs. 24,000\u002F for\nthe third year.\u003C\u002Fp>\n\n\u003Cp>In addition costs up to the maximum of the safari allowance will be\nreimbursed subject to receipts for up to a maximum of 30 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. DEATH OF AN EMPLOYEE IN SERVICE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>The company acknowledges the hardship caused to the next of kin in the case\nof such an event and pledges to examine every such case with a view to giving\nreasonable assistance. As the circumstances of individual cases may vary\nwidely, such assistance is to be entirely at the discretion of the company. The\ncompany will pay a minimum of Ksh 55,000\u002F towards the death of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition, the company will provide similar assistance to cater for\nfuneral expenses to any employee who loses his\u002Fher spouse. The company will\nonly recognize the name of the spouse appearing on the employees’ Personal\nData Form and on the National Hospital Insurance Fund Card.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of the next of kin expressing dissatisfaction with the above\nassistance, the company agrees to meet with the next of kin with a view to\nreaching an amicable settlement using its discretion. The next of kin will be\nfree to consult and seek assistance from the Union Representative in the\nfactory, who may even accompany him\u002Fher to meet the management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This Agreement will be effective from 1st June, 2013 and will remain in\nforce for a period of 36 months from that date, and thereafter until it is\namended by mutual agreement between the company and the Union, provided that\nthe party desiring to amend the Agreement will be required to give three (3)\nmonth's notice of its intention and shall set out in detail the amendments or\nalterations which such party desires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED :For and on behalf of the Company\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.............................................\u003C\u002Fp>\n\n\u003Cp>DIMITRIS KOSTIANIS\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..................................................\u003C\u002Fp>\n\n\u003Cp>RACHEL MATENDECHERE\u003C\u002Fp>\n\n\u003Cp>HEAD OF HUMAN RESOURCES\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>W.D. OGUTU, O.G.W.\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>HEZRON OPIYO\u003C\u002Fp>\n\n\u003Cp>DEPUTY NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>JACOB ODUNDO\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY RUARAKA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................\u003C\u002Fp>\n\n\u003Cp>SAMUEL ODIYO\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................\u003C\u002Fp>\n\n\u003Cp>CHRIS ORWA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..............................................\u003C\u002Fp>\n\n\u003Cp>WYCLIFF ODUOR\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>PRINCIPAL EXECUTIVE OFFICER – F.K.E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed at Nairobi this ............................. Day of\n......................... 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 1: MEDICAL SCHEME EXCLUSIONS\u003C\u002Fh2>\n\n\u003Cp>1. General health check-ups\u003C\u002Fp>\n\n\u003Cp>2. Injuries from war and kindred risks\u003C\u002Fp>\n\n\u003Cp>3. Conditions of chronic nature, insanity or congenital defects.\u003C\u002Fp>\n\n\u003Cp>4. Pregnancy and maternity\u003C\u002Fp>\n\n\u003Cp>5. Treatment of sexually transmitted disease.\u003C\u002Fp>\n\n\u003Cp>6. Dental Treatment\u003C\u002Fp>\n\n\u003Cp>7. Optical Treatment\u003C\u002Fp>\n\n\u003Cp>8. Intentional self-injury, drunkenness, dissipation, psychoneurosis\u003C\u002Fp>\n\n\u003Cp>9. Cosmetic surgery, orthodontic work, denture repairs or replacement\u003C\u002Fp>\n\n\u003Cp>10. Treatment of injuries arising from any kind of sports\u003C\u002Fp>\n\n\u003Cp>11. Hearing aids, eye glasses, eye testing\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX 2: SEXUAL HARASSMENT POLICY\u003C\u002Fh2>\n\n\u003Cp>PZ Cussons will not, under any circumstances, condone or tolerate conduct\nwhich may constitute sexual harassment on the part of its management,\nsupervisors or non-management personnel. It is our policy that all employees\nhave the right to work in an environment which is conducive and free of any\nharassment or intimidation.\u003C\u002Fp>\n\n\u003Cp>Any employee found to have engaged in such conduct will be subject to\nimmediate discipline up to and including discharge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sexual harassment is defined as:\u003C\u002Fp>\n\n\u003Cp>- Making submission to unwelcome sexual advances or requests for sexual\nfavors a term or condition of employment.\u003C\u002Fp>\n\n\u003Cp>- Basing an employment decision on submission or rejection by an employee of\nunwelcome sexual advances, requests for sexual favors or verbal or physical\ncontact of a sexual nature:\u003C\u002Fp>\n\n\u003Cp>- Creating an intimidating, hostile or offensive working environment or\natmosphere either by;\u003C\u002Fp>\n\n\u003Cp>Verbal actions, including calling employees by terms of endearment; using\nvulgar, kidding or demeaning language;\u003C\u002Fp>\n\n\u003Cp>Physical conduct which interferes with an employee’s work performance;\u003C\u002Fp>\n\n\u003Cp>Use of or display of sexually offensive websites or graphics\u003C\u002Fp>\n\n\u003Cp>NB: This is not an exhaustive list but examples.\u003C\u002Fp>\n\n\u003Cp>At PZ Cussons, we do encourage healthy fraternization among its employees;\nhowever, employees, especially management and supervisory employees, must be\nsensitive to acts of conduct which may be considered offensive by fellow\nemployees and must refrain from engaging in such conduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is, also expressly prohibited for an employee to retaliate against\nemployees who bring sexual harassment charges or assist in investigating\ncharges. Retaliation is a violation of this policy and may result in\ndiscipline, up to and including termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No employee will be discriminated against, or discharged, because of\nbringing or assisting in the investigation of a complaint of sexual\nharassment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"childcareleave":56,"wageincreaseperc1":60,"dayspweek":64,"hourspweek_select":66,"childcare":68,"STRUCINCR_trigger":72,"hourspday":74,"funeralpay":76,"contracttrialperiod":80,"maternityotherclause":84,"maxsicknesspayperc":88,"pensionfund":92,"OVERTIME_trigger":96,"holidaysdays":100,"wageincreasedate_date":104,"healthcareaccess":108,"jobwagegroups":112,"SUNDAY_trigger":116,"ANNLEAVE_trigger":120,"healthandsafetypolicy":124,"overtimeallowanceperc1":128,"hourspweek":130,"contracttrial":132,"sicknesspay":134,"dayspweek_select":136,"SCHEDULE_trigger":138,"paidpaternityleave":140,"schedulesrestpw":144,"sicknessmaxdaysnr":146,"sundayallowanceperc1":148,"annleaveallowanceamount1":150,"contractseverancepay1":152,"bankholidays1":156,"sicknessmaxdays":160,"paidmaternityleave":162,"wageincreasedate":164,"contractseverancepay":166,"PAIDLEAV_trigger":168,"paidpaternityleaveduration":170},{"bindId":45,"name":46,"text":47},"disabilitypay","In the case of accident covered by the W","In the case of accident covered by the Workmen's Compensation Act, full pay\nwill be given to the employee and where the act requires the payment of\nhalf-pay during a period of certified temporary disability, an employee will be\npaid full wages by the Company.",{"bindId":49,"name":50,"text":51},"hourspday_select","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise, a total of 42½ hours per week spread over 5 days and exclusive of\nmeals break hours, provided that an employee who is required to work in excess\nof such hours shall be paid for such excess hours at the rate provided for\nunder the overtime clause of this Agreement.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","A female employee will be entitled to Th","A female employee will be entitled to Three months maternity leave with full\npay and will not forfeit her annual leave. In cases where the employee falls\nsick after the three months period, such sickness will be treated as provided\nin the sick leave Clause subject to production of a medical certificate.",{"bindId":57,"name":58,"text":59},"childcareleave","(b) An employee may, in addition to the ","(b) An employee may, in addition to the leave provided for in Paragraph (a)\nof this Clause, be granted five days compassionate leave without pay in any one\nyear.",{"bindId":61,"name":62,"text":63},"wageincreaseperc1","The wages indicated against the grades i","The wages indicated against the grades in clause 1(a) above are based on the\nfollowing:-\n\n\n\n...............................................................................................................Grades\n1 to 6\n\n1st year with effect from 1st June, 2013 to 31st May,\n2014....................10%\n\n2nd year with effect from 1st June, 2014 to 31st May,\n2015...................10%\n\n3rd year with effect from 1st June, 2015 to 31st May,\n2016....................10%",{"bindId":65,"name":50,"text":51},"dayspweek",{"bindId":67,"name":50,"text":51},"hourspweek_select",{"bindId":69,"name":70,"text":71},"childcare","(a) An employee who wishes to take leave","(a) An employee who wishes to take leave on compassionate grounds will, by\nprior arrangements with the company, be granted such leave up to his earned\nentitlement under Clause 8 of this Agreement and the leave taken will be\nsubsequently set off against his annual leave.\n\n\n\n(b) An employee may, in addition to the leave provided for in Paragraph (a)\nof this Clause, be granted five days compassionate leave without pay in any one\nyear.",{"bindId":73,"name":62,"text":63},"STRUCINCR_trigger",{"bindId":75,"name":50,"text":51},"hourspday",{"bindId":77,"name":78,"text":79},"funeralpay","The company acknowledges the hardship ca","The company acknowledges the hardship caused to the next of kin in the case\nof such an event and pledges to examine every such case with a view to giving\nreasonable assistance. As the circumstances of individual cases may vary\nwidely, such assistance is to be entirely at the discretion of the company. The\ncompany will pay a minimum of Ksh 55,000\u002F towards the death of an employee.\n\n\n\nIn addition, the company will provide similar assistance to cater for\nfuneral expenses to any employee who loses his\u002Fher spouse. The company will\nonly recognize the name of the spouse appearing on the employees’ Personal\nData Form and on the National Hospital Insurance Fund Card.\n\n\n\nIn the event of the next of kin expressing dissatisfaction with the above\nassistance, the company agrees to meet with the next of kin with a view to\nreaching an amicable settlement using its discretion. The next of kin will be\nfree to consult and seek assistance from the Union Representative in the\nfactory, who may even accompany him\u002Fher to meet the management.",{"bindId":81,"name":82,"text":83},"contracttrialperiod","All employees will be considered to be o","All employees will be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this time\nservices can be terminated by either party by giving 7 days notice or pay in\nlieu thereof. If performance during Probation is unsatisfactory, the Probation\nperiod may be extended for a maximum period of three months.",{"bindId":85,"name":86,"text":87},"maternityotherclause","An employee proceeding on maternity leav","An employee proceeding on maternity leave will be entitled to leave\ntravelling allowance; provided that such allowance has not been paid within the\nprevious 12 months.",{"bindId":89,"name":90,"text":91},"maxsicknesspayperc","An employee who is unable to carry out h","An employee who is unable to carry out his duties by reasons of sickness or\ninjury falling outside the provisions of the Workmen's Compensation Act will be\nentitled in any period of twelve months to full pay for the first 60 days\nabsence from work, and half pay for the next 60 days subject to production of a\nmedical certificate testifying to the need for such absence. Sick leave with\nfull pay may be extended beyond the period stipulated above at the discretion\nof the company.",{"bindId":93,"name":94,"text":95},"pensionfund","(iv) The company runs a contributory pro","(iv) The company runs a contributory provident fund scheme and it is a\ncondition of employment to join this scheme. On retirement, an employee shall\nbe paid the company’s contribution plus interest, in addition to his\u002Fher own\ncontribution in accordance with the rules of the scheme.",{"bindId":97,"name":98,"text":99},"OVERTIME_trigger","Overtime rates shall be as follows:- (a)","Overtime rates shall be as follows:-\n\n\n\n(a) For hours worked on week-days in excess of hours set out in Clause 5\n\n-time and a half\n\n\n\n(b) For hours worked on Saturdays in excess of hours set out in Clause 5\n\n- time and a half",{"bindId":101,"name":102,"text":103},"holidaysdays","For every 12 months continuous service a","For every 12 months continuous service an employee will be entitled to\nannual leave as follows:-\n\nEmployees with up to 5 years\nservice-..........................................24 working days\n\nEmployees with 6 to 14 years\nservice-..........................................28 working days\n\nEmployees with 15 years service and over -................................30\nworking days",{"bindId":105,"name":106,"text":107},"wageincreasedate_date","1st year with effect from 1st June, 2013","1st year with effect from 1st June, 2013 to 31st May,\n2014....................10%",{"bindId":109,"name":110,"text":111},"healthcareaccess","The company undertakes to pay the cost o","The company undertakes to pay the cost of such ( medical treatment and\nmedical expenses in accordance with vhe provisions prescribed by the Laws of\nKenya relative to Employment of Persons Medicah Treatment Rules. The payment of\nmedical expenses will be made for all employees of the company, provided that\nsuch illnesses are those covered by the Act. A list of illnesses which are not\ncovered are listed in Appendix A of this Agreement.\n\nTreatment in Government or other medical institutions will be on the\nrecommendation of the company appointed doctors.",{"bindId":113,"name":114,"text":115},"jobwagegroups","The minimum monthly wages \u002F rate of pay ","The minimum monthly wages \u002F rate of pay for each grade shall be as indicated\nbelow:-\n\n\n  \n  \n  \n  \n  \n  \n    \n      JOB TITLES\n      1.6.2013 to 31.05.2014\n      1.6.2014 to 31.05.2015\n      1.6.2015 to 31.5.2016\n    \n    \n      (Shs.)\n\n        1st Year\n      \n      (Shs.)\n\n        2nd Year\n      \n      (Shs.)\n\n        3rd Year\n      \n    \n    \n      Grade 6\n\n        Store worker\n\n        Yard Attendant\n\n        General Cleaner\n\n        Canteen Attendant\n\n        Fat Melter\n\n        Effluent Attendant\n\n        Helper - Engineering\n\n        Office Messenger\n\n        Laboratory Attendant\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        33,612\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        36,973\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        40,670\n      \n    \n    \n      Grade 5\n\n        Assistant Debtor Control Clerk\n\n        Typist\n\n        Labelling Machine Operator\n\n        Merchandisers\n\n        Promoters\n\n        Store Delivery Personnel\n\n        Caustic Dissolvers\n\n        Receptionist\n\n        Abstract Clerk\n\n        Despatch Clerk\n\n        Local Purchasing Clerk\n\n        Import Purchasing Clerk\n\n        Sales Day Book Clerk\n\n        General Duties Clerk\n\n        \n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        35,028\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        38,531\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        42,384\n      \n    \n    \n      Grade 4\n\n        \n\n        Additive Weighing Operator\n\n        Storekeeper - Engineering Store\n\n        Machine Operator - TMH\n\n        Senior Merchandiser\n\n        Van Salesman\n\n        Driver\n\n        Electrician 111 (GTT 111)\n\n        Mechanic 111 (GTT 111)\n\n        Fitter 111 (GTT 111)\n\n        Services Equipment Operator\n\n        Carpenter\n\n        Lye Treater\n\n        Stamping Machine Operator\n\n        Wrapping Machine Operator\n\n        Assistant Soap Boiler\n\n        Assistant Bleaching Operator\n\n        Assistant Drier Operator\n\n        Assistant Evaporator Operator\n\n        Wages Clerk\n\n        Receipt Cash Book Clerk\n\n        Sales Clerk\n\n        Production Control Clerk\n\n        Fork Lift Driver\n\n        Assistant Batch Operator\n\n        Painter\n\n        Purchasing Liaison Clerk\n\n        Marketing Clerk\n\n        \n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        46,709\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        51,380\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        56,518\n      \n    \n    \n      Grade 3\n\n        \n\n        Secretary\n\n        Sales Representative\n\n        Soap Boiler\n\n        Resident Hairdresser\n\n        Clerk Engineering\n\n        Computer Operator\n\n        Mixing\u002FRoll Mill\u002FPlodder Operator\n\n        Bleaching Operator\n\n        Evaporator Operator\n\n        Drier Operator\n\n        Batch Processor - TMH\n\n        Cashier - Mombasa Depot\n\n        Cashier - Nakuru Depot\n\n        Assistant Costing Clerk\n\n        Senior Driver\n\n        Electrician 11 (GTT 11)\n\n        Fitter 11 (GTT 11)\n\n        Mechanic 11 (GTT 11)\n\n        Storekeeper - Kisumu Depot\n\n        Storekeeper - Mombasa Depot\n\n        Storekeeper - Nakuru\n\n        Administration Clerk\n\n        Clerk - Export Sales\n\n        Assistant Laboratory Technician\n\n        Technical Machine Operator\n\n        I.T. Support Technician\n\n        Depot Liaison Clerk\n\n        Sales Co-ordinator\n\n        WCM Facilitator\n\n        Clerk – Treasury Services\n\n        \n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        62,267\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        68,494\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        75,343\n      \n    \n    \n      Grade 2\n\n        \n\n        Senior Sales Representative\n\n        Debtor Control Clerk\n\n        Purchase Ledger Clerk\n\n        Costing Clerk\n\n        Cash Book Payments Clerk\n\n        Cashier - Kisumu Depot\n\n        Cashier - Nairobi\n\n        Laboratory Technician\n\n        Senior Computer Operator\n\n        Electrician 1 (GTT 1)\n\n        Mechanic 1 (GTT 1)\n\n        Fitter 1 (GTT 1)\n\n        Storekeeper - Raw Materials\n\n        Storekeeper - Finished Goods - TMH)\n\n        Storekeeper - Soap Packaging Store\n\n        Storekeeper - Finished Goods – Soap\n\n        Storekeeper - Tank Farm\n\n        Section Head - Soap Processing\n\n        Section Head - Soap Finishing\n\n        Section Head - TMH Processing\n\n        Section Head - TMH Finishing\n\n        Brands Co-ordinator\n\n        Materials Co-ordinator\n\n        Demand Co-ordinator\n\n        Health & Safety Co-ordinator\n\n        \n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        73,933\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        81,326\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        \n\n        89,459\n      \n    \n    \n      Grade 1\n\n        \n\n        Depot Supervisor - Kisumu\n\n        Depot Supervisor - Mombasa\n\n        Depot Supervisor – Nakuru\n\n        Field Sales Supervisor\n\n        Sales Office Supervisor\n\n        Stores Supervisor\n\n        Soap Processing Supervisor\n\n        Soap Finishing Supervisor\n\n        Import Purchases Supervisor\n\n        Local Purchases Supervisor\n\n        Chief Cashier\n\n        Financial Accounts Supervisor \n\n        Costing Accounts Supervisor\n\n        TMH Processing Supervisor\n\n        TMH Finishing Supervisor\n\n        Production Control Supervisor\n\n        Mechanical Engineering Supervisor\n\n        Electrical Engineering Supervisor\n\n        Administration Supervisor\n\n        Personnel Supervisor\n\n        Senior Laboratory Technician\n\n        I.T. Support Assistant\n\n        Logistics Supervisor",{"bindId":117,"name":118,"text":119},"SUNDAY_trigger","(c) For hours worked on Sundays and Gaze","(c) For hours worked on Sundays and Gazetted Public Holidays - Double\ntime",{"bindId":121,"name":122,"text":123},"ANNLEAVE_trigger","An employee proceeding on authorized ann","An employee proceeding on authorized annual leave will be paid Leave Travel\nAllowance as follows:-\n\nFirst year of Agreement-............................(Ksh. 11,000) Kshs.\nEleven Thousand.",{"bindId":125,"name":126,"text":127},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniforms or overalls by nature of his\nwork or in accordance with the provisions of the Factories Act shall be issued\nwith two pairs of uniforms free of charge by the Company. Such uniforms or\noveralls will be replaced with new pairs every year. The company will be\nresponsible for laundering such uniforms and overalls. A risk assessment\nprocedure will be used to determine employees to be issued with the various\ncategories of protective clothing and appliances.\n\n\n\nAll uniforms, overalls and protective clothing will remain the property of\nthe company and where issued it will be compulsory for the employee to wear\nit.",{"bindId":129,"name":98,"text":99},"overtimeallowanceperc1",{"bindId":131,"name":50,"text":51},"hourspweek",{"bindId":133,"name":82,"text":83},"contracttrial",{"bindId":135,"name":90,"text":91},"sicknesspay",{"bindId":137,"name":50,"text":51},"dayspweek_select",{"bindId":139,"name":50,"text":51},"SCHEDULE_trigger",{"bindId":141,"name":142,"text":143},"paidpaternityleave","A male employee will be entitled to two ","A male employee will be entitled to two weeks paternity leave with full\npay.",{"bindId":145,"name":50,"text":51},"schedulesrestpw",{"bindId":147,"name":90,"text":91},"sicknessmaxdaysnr",{"bindId":149,"name":118,"text":119},"sundayallowanceperc1",{"bindId":151,"name":122,"text":123},"annleaveallowanceamount1",{"bindId":153,"name":154,"text":155},"contractseverancepay1","(iv) severance pay at the rate of twenty","(iv) severance pay at the rate of twenty days' pay for each completed year\nof service for employees with less than 5 years service ; twenty five days pay\nfor each completed year of service for employees with 5 to 10 years of service\nand thirty five days' pay for each completed year of service for employees with\nover 10 years of service with the company.",{"bindId":157,"name":158,"text":159},"bankholidays1","An employee shall normally be granted le","An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nwill be paid double as provided by Clause 6 above.",{"bindId":161,"name":90,"text":91},"sicknessmaxdays",{"bindId":163,"name":54,"text":55},"paidmaternityleave",{"bindId":165,"name":106,"text":107},"wageincreasedate",{"bindId":167,"name":154,"text":155},"contractseverancepay",{"bindId":169,"name":102,"text":103},"PAIDLEAV_trigger",{"bindId":171,"name":142,"text":143},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Pz Cussons East Africa Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-05-31\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of basic pharmaceutical products and pharmaceutical preparations\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                        Pz Cussons East Africa 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\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: → 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: → 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: → 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: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 42.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-06\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 11000.0\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",[177],{"title":37,"slug":33},[179],{"type":180,"data":181},"call_to_action_body_block",{"title":182,"description":183,"variant":184,"link":185},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":182,"url":186,"description":182,"rel":187,"type":188},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[190],{"type":180,"data":191},{"title":182,"description":183,"variant":184,"link":192},{"title":182,"url":186,"description":182,"rel":187,"type":188},[]]