[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-ritz-enterprises-limited-and-the-tailors-and-textile-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":144,"content_type_view":145,"extra_breadcrumbs":146,"body":148,"body_blocks":159,"related_pages":163},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":142,"translations":143},{"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-ritz-enterprises-limited-and-the-tailors-and-textile-workers-union","627cd668-e1ab-11e4-a777-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-ritz-enterprises-limited-and-the-tailors-and-textile-workers-union_1\u002Fmemorandum-of-agreement-between-ritz-enterprises-limited-and-the-tailors-and-textile-workers-union\u002F","Memorandum of Agreement between Ritz Enterprises Limited and the Tailors and Textile Workers Union - 2014","KEN Ritz Enterprises Limited - 2014","Kenya - KEN Ritz Enterprises Limited - 2014","KEN Ritz Enterprises Limited - 2014 - Manufacturing",{"name":41,"data":42},"RITZ AMMENDED CBA 2014 CORRECT.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>New\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 RITZ ENTERPRISES LIMITED  AND THE TAILORS\nAND TEXTILE WORKERS UNION \u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>PART 1: TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. HOUSE AND HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every employee who is provided with free housing accommodation by his\nEmployer shall be entitled in addition to the basic minimum wage prescribed to\na Housing Allowance at a rate of Kshs.3,200 per month.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>The normal working week shall consist of 45 hours of work spread over six\ndays of the week, comprising, unless agreed otherwise by the parties, five days\nof eight hours per day and one day of the five hours work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. OVERTIME RATES\u003C\u002Fh3>\n\n\u003Cp>Overtime shall be payable at the following rates: -\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(a) For time worked in excess of the normal number of hours per week\nspecified in paragraph 2 of this Agreement — at one and half times the normal\nrate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b) For time, worked on Sunday or the employee's normal rest day and\nStatutory Public Holidays at twice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) For the purpose of calculating payments for overtime in accordance with\nsub¬paragraph (1) of this paragraph the normal hourly rate shall be deemed to\nbe not less than one hundred ninety fifth (1\u002F195) of the employee's monthly\nwages, exclusive of housing allowances, and in the case of employee\nremuneration otherwise than at monthly rate it shall be calculated in\nproportion save that where the employee is remunerated at an hourly rate of\nwages, such hourly rate of wages shall form the basis of calculation.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. HOLIDAYS WITH FULL PAY\u003C\u002Fh3>\n\n\u003Cp>The normal working hours occurring on Statutory Public Holidays shall,\nunless paid for as overtime be granted as time off with full pay. If it falls\nwithin the leave period, the employee will be granted additional paid day\u002Fdays\non top of the annual paid leave days.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>An employee shall be entitled:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>(a) After each period of 12 consecutive months' service with an employer to\nannual leave for a period covering 26 (twenty six) days, with full pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Period excluding any Statutory Public Holidays, that might fall within the\nleave period.\u003C\u002Fp>\n\n\u003Cp>(b) Where employment is terminated after the completion of three or more,\nconsecutive months' service during any 12 months' leave earning period to two\ndays' leave with full pay for each completed month of service in such\nperiod.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. SICK LEAVE\u002FWORK INJURY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>(a) After twelve (12) consecutive months service with an employer, an\nemployee\u003C\u002Fp>\n\n\u003Cp>shall be entitled to sick leave with full pay up to a maximum of 46 days and\nthereafter to sick leave up to a maximum of 46 days with half pay in each\nperiod of 12 months consecutive service, subject to the employee producing a\ncertificate of incapacity signed by a qualified Medical Practitioner or a\nperson acting on his\u002Fher behalf in-charge of the Dispensary or the Medical\nCentre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee shall be eligible for sick leave under this paragraph in\nrespect of any incapacity due to gross neglect on his\u002Fher part In case of\ninjury received in the course of duty, the rules of the Workmen's Compensation\nAct will apply.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>It shall be a condition in every contract that such contract shall be\nterminable by not less than one month's notice to be given by either party in\nwriting or otherwise by payment by either party, in lieu of notice of not less\nthan one month's wages. Employees with more than 5 years service will qualify\nfor 21\u002F2 months' notice or wages in lieu. Employees with over 10 years will\nqualify for 3 months' notice or wages in lieu.\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(i) The first three months of employment with an employer may be treated as\nprobationary period and during such probationary period the contract shall be\nterminable by either party by giving 48 hours notice or pay in lieu thereof.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Cp>(iii) On termination of employment an employee who has completed 5 years\nwill be entitled to payment of gratuity at 18 days for each complete year of\nservice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. PIECE WORK OR TASK WORK\u003C\u002Fh3>\n\n\u003Cp>(a) An employee engaged on piece work rate or task work rate shall be\nentitled to wages and conditions of employment not less favourable than those\nspecified in the Agreement. However, leave pay will be calculated on an average\nof the previous 12 consecutive months work pay.\u003C\u002Fp>\n\n\u003Cp>(b) An employee on piece work, who remains absent without prior permission\nor any other or any other lawful cause, such employee will compensate the\nCompany for the lost hours by way of working extra hours or any other\narrangement with the employer. The garment stitched will be paid for on the\nnormal piece rate.\u003C\u002Fp>\n\n\u003Cp>In addition to compensating the lost hours, normal disciplinary action will\nbe taken against such employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. PREVIOUS EXPERIENCE TO COUNT\u003C\u002Fh3>\n\n\u003Cp>(i) Where any person to whom this agreement applies changes from employment\nwith one employer to similar employment with another employer he shall be\nentitled to the appropriate rate or wages having regard to each completed year\nof service in the same type of employment with his previous employer or\nemployers provided that where, in the case of a learner tailor in the Bespoke\nTailoring Trade, such change has involved a break exceeding six months duration\ninn such learner tailors employment, the first year of the previous period as a\nlearner tailor shall not count for incremental purposes.\u003C\u002Fp>\n\n\u003Cp>(ii) Appropriate rate of pay, Remuneration otherwise than at monthly rates\nof\u003C\u002Fp>\n\n\u003Cp>wages shall not be less than proportionate to the basic minimum wage rates\nprescribed in this schedule.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. CASUAL EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>All casual or part time workers shall be paid at the following rates:-\u003C\u002Fp>\n\n\u003Cp>(a) Daily rates of wages shall be calculated at not less than one twenty\nsecond of both months minimum rates and housing allowance herein prescribed.\u003C\u002Fp>\n\n\u003Cp>(b) Hourly rate shall be taken at not less than one hundred and\u003C\u002Fp>\n\n\u003Cp>seventy sixth of both basic minimum wage rates and housing allowance herein\nprescribed.\u003C\u002Fp>\n\n\u003Cp>Provided that the employer shall employ, on permanent terms any casual\nworker employed continuously for a period of more than three months.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>The provisions of the Employment Act 2007 shall apply.\u003C\u002Fp>\n\n\u003Cp>Provided:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(a) Child birth in respect of an employed woman shall not be deemed as\nsickness as provided for in paragraph 6 of the Agreement and the employer shall\nnot be required to meet medical costs incurred thereon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(b) An employed woman in receipt of maternity leave shall not incur any loss\nof privileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>(a) An employee desirous of taking leave on compassionate pounds shall by\nprior arrangements with the employer be granted such leave up to his\nentitlement under paragraph 5 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>(b) Alternatively, an employee may be granted compassionate leave without\npay at the discretion of the Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. CHECK OFF SYSTEM\u003C\u002Fh3>\n\n\u003Cp>The Labour Relations Act, 2007 shall apply for operation of\nCheck-Off-System\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. PROTECTIVE CLOTHING AND UNIFORM\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The employer shall provide the employee with two pieces of protective\nclothing per annum and half bar soap per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory and or who commits an\noffence with in the opinion of the employer does not warrant instant dismissal\nshall be warned in writing.\u003C\u002Fp>\n\n\u003Cp>The following procedure will be followed:\u003C\u002Fp>\n\n\u003Cp>(a) The 1st, 2nd and 3rd warning will be recorded on his\u002Fher record card and\nshopsteward informed.\u003C\u002Fp>\n\n\u003Cp>(b) If any employee with three warnings recorded on his\u002Fher card commits a\nforth offence he\u002Fshe will be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>(c)If an employee completes 365 consecutive days from the date of the last\nwarning without fault, any warnings recorded on his\u002Fher card will be cancelled.\nAll wa rnings shall be valid for 12 consecutive months from the date of issue\nof last warning.\u003C\u002Fp>\n\n\u003Cp>(d) The second and third warnings will be copied to the Union's Branch\nsecretary. Appeals against warning letters will be done within 3 working days\nin writing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>In the event of redundancy, the following principles will apply:-\u003C\u002Fp>\n\n\u003Cp>(a) The Union concerned shall be informed atleast one month prior to\nredundancy of the reasons for and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>(b) The principles shall be adopted of \"Last In First Out\".\u003C\u002Fp>\n\n\u003Cp>In the particular category of employees affected subject to all other actors\nsuch as skilled merit ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>(c) In case of availability of employment at a later date, the Company will\nconsider the former redundant employees for re-employment provided they can be\ncontacted without delay.\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employees shall be entitled to appropriate notice or wages\nin lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(e) Any accrued leave that the redundant employee may not have taken prior\nto the notice shall be paid for in cash.\u003C\u002Fp>\n\n\u003Cp>(f) An employee declared redundant shall receive severance pay at the rate\nof 26 days pay for every completed year of service\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(g) The severance pay on redundancy shall be calculated based on\nindividual's length of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Cp>(a)An employee traveling on annual leave shall be entitled to leave travel\nallowance of Kshs,3,200\u002F- (Three Thousands two hundred Shillings Only).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) If an employee requests the employer to allow him to remain working\ninstead of going on leave, such employee shall be entitled to his leave pay,\nand not leave traveling allowance.\u003C\u002Fp>\n\n\u003Cp>Such requests shall be made in writing\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. NIGHT TRANSPORT FOR EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>Employees who remain at work up to between 7.00 p.m and 6.00 a.m. will be\nprovided with free transport, to an agreed point within the city. Incase\ntransport cannot be provided, Kshs 200\u002F= will be paid to cater for\ntransport.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(i) Every employee shall be given a certificate of service by his employer\nupon the termination of his employment.\u003C\u002Fp>\n\n\u003Cp>Unless such employment has continued for a period of less Than four\nconsecutive weeks, and every such certificate shall contain:\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 date when employment ceased;\u003C\u002Fp>\n\n\u003Cp>(e) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>(ii) Subject to sub section (1) of this section, no employer is bound to\ngive any employee any testimonial reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>(iii) Any employer who willfully or by neglect fails to give an employer a\nCertificate of Service in accordance with Sub-section (i) of this section, or\nwho in a Certificate of Service includes a statement which he knows to be\nfalse, shall be guilty of an offense.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nhe summary dismissal of an employee for lawful cause but the enumeration of\nsuch matters shall not preclude an employer or an employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nmatters not mentioned in this section constitute justifiable lawful grounds for\nsuch dismissal.\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work.\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated an employee\nrenders himself unwilling or incapable properly to perform his work;\u003C\u002Fp>\n\n\u003Cp>(c) If an employee, willfully neglects top form any work which it was his\nduty to have performed or if he carelessly and improperly performs any work\nwhich from its nature was his duty, under his contract to have performed\ncarefully and properly\u003C\u002Fp>\n\n\u003Cp>(d) If an employee uses abuse or insulting language, or behaves in a\nmanner\u003C\u002Fp>\n\n\u003Cp>insulting to his employer or to any person placed in authority over him by\nhis employer.\u003C\u002Fp>\n\n\u003Cp>(e) If in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within 14 days either released on bail or on bond or\notherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>(f) If an employee commits or on reasonable and sufficient grounds is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his employer or his employer's property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Medical Treatment Rules of 1977 (Legal Notice No. 157) shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. LEAVE WITH FULL PAY FOR UNION MEMBERS ON UNION OFFICIAL BUSINESS\u003C\u002Fh3>\n\n\u003Cp>Union officials or members shall be granted up to 14 working days leave with\nfull pay to attend Trade Union's seminars or conference meetings upon a written\nrequest by the Union and subject to the production of certificate of\nparticipation by the employees concerned.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) Further to the provisions of Section 24 of the Employment Act 2007, the\nemployer upon the death of an employee, shall contribute a sum of Kshs.\n28,000\u002F- to the bereaved family towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>(b) After the death of an employee, three people will be granted permission\nwith full pay and travelling allowance of Kshs. 3,000\u002F= each to attend the\nfuneral of the deceased.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. RETIREMENT BENEFITS\u002FGRATUITY\u003C\u002Fh3>\n\n\u003Cp>(a) The retirement age will be 60, the employer and the employee may by\nagreement extend the retirement age.\u003C\u002Fp>\n\n\u003Cp>(b) An employee may retire or may be retired by the employer on grounds of\nill health in which case a doctor's certificate will be required to certify\nthis. The employer will be entitled to send such an employee to its' own doctor\nfor further confirmation.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who dies while in employment will be entitled to retirement\nbenefits. The payments will be made to the next of kin whose identity will have\nto be confirmed by the Provincial Administration.\u003C\u002Fp>\n\n\u003Cp>On retirement an employee will be entitled to:-\u003C\u002Fp>\n\n\u003Cp>i. Required Notice;\u003C\u002Fp>\n\n\u003Cp>ii. Retirement benefits at the rate of twenty three (23) days for each\ncompleted year of service;\u003C\u002Fp>\n\n\u003Cp>iii. Any other remuneration that he\u002Fshe may be entitled to\u003C\u002Fp>\n\n\u003Cp>Those who want to retire voluntarily after serving for 5 years to benefit as\nas per the Clause.\u003C\u002Fp>\n\n\u003Cp>The above will be in addition to the NSSF benefits. The workers' service for\nthe purpose of this benefit will be taken into consideration from 18th January,\n1989.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) Every employee who has been with the Company as at 1st July 2014 shall\nget a salary increment of 7% as from 1st July 2014.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) All employees who shall be in employment of the Company as at 1st July\n2015 shall get a salary increment of 6% from 1st July 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART III\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. DURATION AND EFFECTIVE DATE\u003C\u002Fh3>\n\n\u003Cp>The whole of this Agreement shall be effective from 1st July 2014, and it\nshall remain in force for a period on 2 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Thereafter it shall remain in force until amended by mutual agreement\nbetween the two parties. Any party desiring to amend any Clause in the\nagreement shall give one months’ notice in writing to such intention giving\ndetails of the amendments desired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC MINIMUM WAGE INCREAMENT:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB CLASSIFICATION\u003C\u002Ftd>\n      \u003Ctd>AS AT\n\n        \u003Cp>30\u002F6\u002F14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>W.E.F\n\n        \u003Cp>1\u002F7\u002F14\u003C\u002Fp>\n\n        \u003Cp>7%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>W.E. F\n\n        \u003Cp>1\u002F7\u002F15\u003C\u002Fp>\n\n        \u003Cp>6%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>W.E.F\n\n        \u003Cp>1\u002F7\u002F14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>W.E.F\n\n        \u003Cp>1\u002F7\u002F15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Unskilled Labour- Mass Prodc\u003C\u002Ftd>\n      \u003Ctd>9781\u003C\u002Ftd>\n      \u003Ctd>10,466\u002F=\u003C\u002Ftd>\n      \u003Ctd>11,094\u002F-\u003C\u002Ftd>\n      \u003Ctd>526\u002F-\u003C\u002Ftd>\n      \u003Ctd>550\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Machine Ass.\n\n        \u003Cp>First Year\u003C\u002Fp>\n\n        \u003Cp>Thereafter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>11,862\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,862-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mass Prodn. Machinist\n\n        \u003Cp>First Year\u003C\u002Fp>\n\n        \u003Cp>Second Year\u003C\u002Fp>\n\n        \u003Cp>Thereafter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>11,862\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,862\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,862\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cutter to pattern\u003C\u002Ftd>\n      \u003Ctd>11,086\u002F-\u003C\u002Ftd>\n      \u003Ctd>11,862-\u003C\u002Ftd>\n      \u003Ctd>12,574\u002F-\u003C\u002Ftd>\n      \u003Ctd>579-\u003C\u002Ftd>\n      \u003Ctd>607\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Machinist Assis. Made to measure\n\n        \u003Cp>First Year\u003C\u002Fp>\n\n        \u003Cp>Second year\u003C\u002Fp>\n\n        \u003Cp>thereafter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,086\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,862\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,862\u002F-\u003C\u002Fp>\n\n        \u003Cp>11,862\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n\n        \u003Cp>12,574\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n\n        \u003Cp>579\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n\n        \u003Cp>607\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Machinist made to measure\n\n        \u003Cp>First year\u003C\u002Fp>\n\n        \u003Cp>Thereafter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>12,655\u002F-\u003C\u002Fp>\n\n        \u003Cp>12,655\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>13,541\u002F-\u003C\u002Fp>\n\n        \u003Cp>13,541\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>14,353\u002F-\u003C\u002Fp>\n\n        \u003Cp>14,353\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>644-\u003C\u002Fp>\n\n        \u003Cp>644\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>675\u002F-\u003C\u002Fp>\n\n        \u003Cp>675\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cutter made to measure\u003C\u002Ftd>\n      \u003Ctd>12,655\u002F-\u003C\u002Ftd>\n      \u003Ctd>13,541\u002F-\u003C\u002Ftd>\n      \u003Ctd>14,353\u002F-\u003C\u002Ftd>\n      \u003Ctd>644\u002F-\u003C\u002Ftd>\n      \u003Ctd>675\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cutter to pattern\n\n        \u003Cp>Draughtsman designer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>15,065\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>16,120\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>17,087\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>743\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>780\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Master hand\u003C\u002Ftd>\n      \u003Ctd>17,324\u002F-\u003C\u002Ftd>\n      \u003Ctd>18,537\u002F-\u003C\u002Ftd>\n      \u003Ctd>19,649\u002F\u003C\u002Ftd>\n      \u003Ctd>836\u002F-\u003C\u002Ftd>\n      \u003Ctd>879\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\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>MR. PAUL ASHIOYA\u003C\u002Fp>\n\n\u003Cp>FOR: RITZ ENTERPRISES LIMITED\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>………………………………\u003C\u002Fp>\n\n\u003Cp>REV. JOEL K. CHEBII, OGW\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY, TTWU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………….……………………………………\u003C\u002Fp>\n\n\u003Cp>EZRA OJUKAMR. JOHN NGARI\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARYBRANCH SECRETARY, TTWU\u003C\u002Fp>\n\n\u003Cp>………………………\u003C\u002Fp>\n\n\u003Cp>SIMON MUTUA\u003C\u002Fp>\n\n\u003Cp>SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………….\u003C\u002Fp>\n\n\u003Cp>MOSES OMBOKH\u003C\u002Fp>\n\n\u003Cp>REGIONAL MANAGER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ………………..DAY OF AUGUST 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART III:\u003C\u002Fp>\n\n\u003Cp>DEFINITIONS\u003C\u002Fp>\n\n\u003Cp>1. (i) \"Garment Making and Dress Making\" means the making, altering,\nrepairing of any type of garment or wearing apparels but excluding the Bespoke\nTailoring Trade.\u003C\u002Fp>\n\n\u003Cp>\"Unskilled Labourer\" means an employee wholly or mainly engaged in handling\nof materials or finished products, cleaning operations, folding and bundling of\npart or fully finished products and\u002For acting as driver's mates (turn boy).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In Relations of Garment Making and Dressmaking:\u003C\u002Fp>\n\n\u003Cp>\"Machinist Assistant\" means an employee wholly or mainly engaged in any of\nthe processes of button-hole sewing (by hand or machine), simple hand\nstitching, pressing of goods or knife cutting.\u003C\u002Fp>\n\n\u003Cp>\"Learner Machinist\" means any employee wholly or mainly engaged in sewing by\nany type of machine any one or more types of garments or wearing apparel or\naltering repairing any second hand clothing.\u003C\u002Fp>\n\n\u003Cp>\"Mass Production Machinist\" means any employee wholly or mainly engaged in\nthe mass production by hand\u002For machine sewing of any type of garment or wearing\napparel or altering or repairing any second hand clothing and who has completed\none year as learner machinist.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Assistant Made to Measure\" means an employee wholly or mainly\nengaged in relating to made-to-measure garments (excluding uniforms) in any of\nthe processes of button-hole sewing (by hand or machine), simple hand\nstitching, pressing or knife cutting.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Made to Measure\" means an employee wholly or mainly engaged in\nthe making up, by hand and\u002For machine sewing, of complete garments or wearing\napparel to measure from materials already out to varying specification and who\nhas completed one year as a learner machinist\u003C\u002Fp>\n\n\u003Cp>2. (i) Bespoke Tailorin2 Trade\" means that part of the Tailoring Industry in\nwhich the employees are wholly or mainly engaged in the Bespoke Tailoring of\nany of the following clothes.\u003C\u002Fp>\n\n\u003Cp>Lounge suites, costs, overcoats, jackets, waistcoats, Trousers, beeches,\ngowns, Costumes or mantles of woolen, cord or other materials, cord or other\nMaterials, cord or other materials, and is hereinafter referred as to and The\n\"TRADE\".\u003C\u002Fp>\n\n\u003Cp>(ii)\"Trade Test Certificate\" means a certificate of Artisan Grade I, II, or\nIII Standard, as the case may be issued by the Ministry.\u003C\u002Fp>\n\n\u003Cp>(iii)\"Tailor's Assistant\" means an employee engaged in the Trade for all or\nany of the following ancillary work:- Hand sewing of button, button,\nbutton-holes, lining, straps, padding, trousers flys, waistbands or hems and\njoins pressing, darning and mending.\u003C\u002Fp>\n\n\u003Cp>\"Learner Tailor\" means an employee who is being taught to tailor complete\nitems of clothing in the Trade whilst engaged in production work, whether under\nwritten or verbal contracts.\u003C\u002Fp>\n\n\u003Cp>\"Tailor\" means an employee who has been employed as a learner tailor for not\nless than four years.\u003C\u002Fp>\n\n\u003Cp>\"Cutter Class II\" means an employee wholly or mainly engaged in assisting a\ncutter, class I and carrying out himself the more simple cutting operations\u003C\u002Fp>\n\n\u003Cp>including cutting from pattern prior to and during the course of conversion\ninto finished made-up articles in accordance with written or verbal\ninstructions.\u003C\u002Fp>\n\n\u003Cp>3. (i) \"Soft Furnishing Making\" means the making up, altering or repairing\nof any of the following:- curtains, pelmets, blinds, loose cushions, pillow,\nmattress, bolsters bedspreads, didewons, mosquito nets, or bed or table\nlinen.\u003C\u002Fp>\n\n\u003Cp>(ii) In relation to soft furnishing making:\u003C\u002Fp>\n\n\u003Cp>\"Learner\" means an employee wholly or mainly engaged in any of the processes\nof straight sewing by hand\u002For machine hems, and joins buttonholes clips,\nfasteners and tapes, pressing or knife cutting.\u003C\u002Fp>\n\n\u003Cp>\"Skilled Worker\" means an employee who has completed one year as a learner\nand who is wholly or mainly engaged in and competent for cutting or material\nfor making up complete articles (other than looses covers) and sewing pleats,\ntucks, folds and frills, piping and other trimmings.\u003C\u002Fp>\n\n\u003Cp>\"Loose Cover Maker\" means an employee who has completed at least two years\nas a skilled worker and is wholly or mainly engaged in and competent for\ncutting and making up loose covers, including the matching or joins in\npatterned materials.\u003C\u002Fp>\n\n\u003Cp>4. \"Canvas Goods Making\" includes the making, altering and repairing of any\ntype of tent, sail tarpaulin, groundsheets or goods made of canvas or part of\nsuch equipment.\u003C\u002Fp>\n\n\u003Cp>(i) In Relation to Canvas Goods Making:\u003C\u002Fp>\n\n\u003Cp>\"Leading Hand\" means an employee who has been engaged in all the stages of\nproduction and achieved a degree of competency to enable him to supervise and\ncontrol with limited responsibility the work of the various classes of\nemployees under the direction and control of the factory superintendent and who\nis so employed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In relation to canvas Goods Making\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Semi-Skilled Labourer\" means an employee wholly or mainly engaged in\nassisting other employees in the handling of canvas or other materials fitting\nof eyelets, splicing or ropes bobbin winding, simple and hand stitching,\nfolding packing, seam dressing and simple cutting operations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Skilled Labour\" means an employee wholly or mainly engaged in supervision\nof semi-skilled labourer sewing machine maintenance, awning erection under\nsupervision. 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Machinist Grade III\" means an employee wholly engaged in hemming of\ntarpaulins, seaming and hamming groundsheets, water bags, simple shaped canvas\narticles and general repairing and patching work.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Grade II\" means an employee wholly or mainly engaged in the\nseaming of tarpaulins, sewing of \"Standard\" work of the repetitive nature (e.g.\nvehicle hoods, standard items of safari equipment and small lightweight tents,\nsewing of sections only of tents, etc) prior to assembly by a Machinist Grade\nI.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Grade I\" means an employee wholly or mainly engaged in the\nassembly of all types of tents, marques, awnings, made-to-measure protective\ncovers of all kinds and other canvas work of a complex nature including\nsails.\u003C\u002Fp>\n\n\u003Cp>\"Cutter Class II\" means an employee wholly or mainly engaged in assisting a\ncutter class I and carrying out himself the more simple cutting operations,\nincluding cutting from pattern prior to and during the course of conversion of\nmaterial into finished made up articles.\u003C\u002Fp>\n\n\u003Cp>\"Cutter Class I\" means an employee wholly or mainly engaged in cutting\nmaterials\u003C\u002Fp>\n\n\u003Cp>prior to during the course of conversi8on into finished, made-up articles in\naccordance with written or verbal instructions. In relation to the Shirt\nManufacturing Industry.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Assistant\" means an employee wholly or mainly engaged in any of\nthe processes of button and button-hole sewing by machine straight ironing.\u003C\u002Fp>\n\n\u003Cp>\"Learner Machinist\" means an employee wholly or mainly engaged in sewing any\ntype of shirts or portion of shirt or altering repairing any second hand\nshirt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Learner Machinist\" means an employee wholly or mainly engaged in sewing any\ntype of shirt or portion of shirt or altering repairing any second hand\nshirt.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Shirt Production\" means an employee wholly or engaged in the mass\nproduction by machine sewing of any type of shirt or portion of shirt or\naltering or repairing any second hand shirt and who has completed one year as a\nlearner machinist.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Shirt Production\" means an employee wholly or mainly engaged in\nsewing any type of shirt or portion of shirt or altering repairing any second\nhand shirt.\u003C\u002Fp>\n\n\u003Cp>\"Machinist Shirt Production\" means an employee wholly or engaged in the mass\nproduction by machine sewing of any type of shirt or portion of shirt or\naltering or repairing any second hand shirt and who has completed one year as a\nlearner machinist.\u003C\u002Fp>\n\n\u003Cp>\"Cutter to Pattern\" means an employee wholly or mainly engaged in cutting to\npattern laid-up fabric by scissors or by cutting machine.\u003C\u002Fp>\n\n\u003Cp>\"Draughtsman and Designer' means an employee wholly or mainly engaged in the\nin the work of designing and the cutting of patterns.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Master Hand\" means an employee who is capable of performing any of the\nduties in a gar garment mass production industry and carries out the\nsupervision of work with responsibility to control staff\u003C\u002Fp>\n\n\u003Cp>\"General Labourer\" means an employee wholly or mainly engaged in handling of\nmaterials of finished products, cleaning operations, folding, bundling of part\nof fully finished products, laying of materials, trimming and turning collar\nand packing.\u003C\u002Fp>\n\n\u003Cp>6. \"Salesman\" means an employee employed on a whole time basis by a\nmanufacturer in a garment and Dress Making Industry and whose duty is to sell\nhis employer's products as a wholesale basis to retail.\u003C\u002Fp>\n\n\u003Cp>7 \"Shop Assistant\" means any person wholly or principally employed for the\npurpose of transacting business with customers in that part of the premises if\na garment or dressmaking establishment to which customers have access but who\nis not in charge of such department.\u003C\u002Fp>\n\n\u003Cp>8. \"Salesman Driver\" means an employee in charge of a motor vehicle employed\non a whole time basis by any of the manufacturers covered by this order for the\npurpose of selling his employer's products on wholesale basis to retail\ntraders.\u003C\u002Fp>\n\n\u003Cp>9. \"Copy Typist\" means an employee capable of a minimum typing speed of 25\nwords per minutes, wholly or mainly engaged in typing letters, memoranda and\nsimilar matters, on papers or other material and who may be required to type\nparticulars on forms, bills or invoices\u003C\u002Fp>\n\n\u003Cp>10. \"General Clerk\" means an employee wholly or mainly engaged in performing\nmiscellaneous clerical tasks including mail sorting, preparation of outgoing\ncorrespondence, typing, filing, postages, accounts and recording preparation of\ninvoices, keeping stock records, sales or purchase day books or petty cash book\nand writing out of receipt and the issue of stationary and other similar\ntransaction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"hourspday_select":44,"contracttrialperiod":48,"maternitydiscrimination":52,"wageincreaseperc1":56,"dayspweek":60,"hourspweek_select":62,"childcare":64,"STRUCINCR_trigger":68,"hourspday":70,"funeralpay":72,"maternityotherclause":76,"OVERTIME_trigger":80,"holidaysdays":84,"healthcareaccess":88,"SUNDAY_trigger":92,"ANNLEAVE_trigger":96,"healthandsafetypolicy":100,"overtimeallowanceperc1":104,"hourspweek":106,"contracttrial":108,"sicknesspay":110,"dayspweek_select":114,"SCHEDULE_trigger":116,"schedulesrestpw":118,"sicknessmaxdaysnr":120,"sundayallowanceperc1":122,"annleaveallowanceamount1":124,"contractseverancepay1":126,"sicknessmaxdays":130,"paidmaternityleave":132,"contractseverancepay":136,"PAIDLEAV_trigger":138},{"bindId":45,"name":46,"text":47},"hourspday_select","The normal working week shall consist of","The normal working week shall consist of 45 hours of work spread over six\ndays of the week, comprising, unless agreed otherwise by the parties, five days\nof eight hours per day and one day of the five hours work.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(i) The first three months of employment","(i) The first three months of employment with an employer may be treated as\nprobationary period and during such probationary period the contract shall be\nterminable by either party by giving 48 hours notice or pay in lieu thereof.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","(b) An employed woman in receipt of mate","(b) An employed woman in receipt of maternity leave shall not incur any loss\nof privileges during such period.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","(a) Every employee who has been with the","(a) Every employee who has been with the Company as at 1st July 2014 shall\nget a salary increment of 7% as from 1st July 2014.",{"bindId":61,"name":46,"text":47},"dayspweek",{"bindId":63,"name":46,"text":47},"hourspweek_select",{"bindId":65,"name":66,"text":67},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate pounds shall by\nprior arrangements with the employer be granted such leave up to his\nentitlement under paragraph 5 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\n\n(b) Alternatively, an employee may be granted compassionate leave without\npay at the discretion of the Management.",{"bindId":69,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":71,"name":46,"text":47},"hourspday",{"bindId":73,"name":74,"text":75},"funeralpay","(a) Further to the provisions of Section","(a) Further to the provisions of Section 24 of the Employment Act 2007, the\nemployer upon the death of an employee, shall contribute a sum of Kshs.\n28,000\u002F- to the bereaved family towards funeral expenses.\n\n(b) After the death of an employee, three people will be granted permission\nwith full pay and travelling allowance of Kshs. 3,000\u002F= each to attend the\nfuneral of the deceased.",{"bindId":77,"name":78,"text":79},"maternityotherclause","(a) Child birth in respect of an employe","(a) Child birth in respect of an employed woman shall not be deemed as\nsickness as provided for in paragraph 6 of the Agreement and the employer shall\nnot be required to meet medical costs incurred thereon.",{"bindId":81,"name":82,"text":83},"OVERTIME_trigger","(a) For time worked in excess of the nor","(a) For time worked in excess of the normal number of hours per week\nspecified in paragraph 2 of this Agreement — at one and half times the normal\nrate.",{"bindId":85,"name":86,"text":87},"holidaysdays","(a) After each period of 12 consecutive ","(a) After each period of 12 consecutive months' service with an employer to\nannual leave for a period covering 26 (twenty six) days, with full pay",{"bindId":89,"name":90,"text":91},"healthcareaccess","The Medical Treatment Rules of 1977 (Leg","The Medical Treatment Rules of 1977 (Legal Notice No. 157) shall apply.",{"bindId":93,"name":94,"text":95},"SUNDAY_trigger","(b) For time, worked on Sunday or the em","(b) For time, worked on Sunday or the employee's normal rest day and\nStatutory Public Holidays at twice the normal hourly rate.",{"bindId":97,"name":98,"text":99},"ANNLEAVE_trigger","(a)An employee traveling on annual leave","(a)An employee traveling on annual leave shall be entitled to leave travel\nallowance of Kshs,3,200\u002F- (Three Thousands two hundred Shillings Only).",{"bindId":101,"name":102,"text":103},"healthandsafetypolicy","The employer shall provide the employee ","The employer shall provide the employee with two pieces of protective\nclothing per annum and half bar soap per month.",{"bindId":105,"name":82,"text":83},"overtimeallowanceperc1",{"bindId":107,"name":46,"text":47},"hourspweek",{"bindId":109,"name":50,"text":51},"contracttrial",{"bindId":111,"name":112,"text":113},"sicknesspay","(a) After twelve (12) consecutive months","(a) After twelve (12) consecutive months service with an employer, an\nemployee\n\nshall be entitled to sick leave with full pay up to a maximum of 46 days and\nthereafter to sick leave up to a maximum of 46 days with half pay in each\nperiod of 12 months consecutive service, subject to the employee producing a\ncertificate of incapacity signed by a qualified Medical Practitioner or a\nperson acting on his\u002Fher behalf in-charge of the Dispensary or the Medical\nCentre.",{"bindId":115,"name":46,"text":47},"dayspweek_select",{"bindId":117,"name":94,"text":95},"SCHEDULE_trigger",{"bindId":119,"name":94,"text":95},"schedulesrestpw",{"bindId":121,"name":112,"text":113},"sicknessmaxdaysnr",{"bindId":123,"name":94,"text":95},"sundayallowanceperc1",{"bindId":125,"name":98,"text":99},"annleaveallowanceamount1",{"bindId":127,"name":128,"text":129},"contractseverancepay1","(g) The severance pay on redundancy shal","(g) The severance pay on redundancy shall be calculated based on\nindividual's length of service.",{"bindId":131,"name":112,"text":113},"sicknessmaxdays",{"bindId":133,"name":134,"text":135},"paidmaternityleave","The provisions of the Employment Act 200","The provisions of the Employment Act 2007 shall apply.\n\nProvided:\n\n(a) Child birth in respect of an employed woman shall not be deemed as\nsickness as provided for in paragraph 6 of the Agreement and the employer shall\nnot be required to meet medical costs incurred thereon.\n\n(b) An employed woman in receipt of maternity leave shall not incur any loss\nof privileges during such period.",{"bindId":137,"name":128,"text":129},"contractseverancepay",{"bindId":139,"name":140,"text":141},"PAIDLEAV_trigger","An employee shall be entitled: (a) After","An employee shall be entitled:\n\n(a) After each period of 12 consecutive months' service with an employer to\nannual leave for a period covering 26 (twenty six) days, with full pay\n\nPeriod excluding any Statutory Public Holidays, that might fall within the\nleave period.\n\n(b) Where employment is terminated after the completion of three or more,\nconsecutive months' service during any 12 months' leave earning period to two\ndays' leave with full pay for each completed month of service in such\nperiod.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Ritz Enterprises Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\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                        Ritz Enterprises 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 - Tailors and Textiles Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 38 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 92 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: → 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            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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: → 7.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-07\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 3200.0\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: → 50 % 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: → 100 %\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",[147],{"title":37,"slug":33},[149],{"type":150,"data":151},"call_to_action_body_block",{"title":152,"description":153,"variant":154,"link":155},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":152,"url":156,"description":152,"rel":157,"type":158},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[160],{"type":150,"data":161},{"title":152,"description":153,"variant":154,"link":162},{"title":152,"url":156,"description":152,"rel":157,"type":158},[]]