[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-sana-industries-limited-and-kenya-union-of-hair-and-beauty-salon-workers":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":178,"content_type_view":179,"extra_breadcrumbs":180,"body":182,"body_blocks":193,"related_pages":197},920,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_KE","2025-07-28T09:18:30.282135+00:00","2026-04-02T09:37:04.363849+00:00","\u002Fcms\u002Fpages\u002F920\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Kenya","en-ke",{"title":20,"slug":21},"Work in Kenya","work-in-kenya",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T11:18:30.282135+02:00","2026-04-02T11:37:04.515436+02:00",{"cba":32,"clauses":43,"details":176,"translations":177},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"memorandum-of-agreement-between-sana-industries-limited-and-kenya-union-of-hair-and-beauty-salon-workers","4341acfe-be22-11e3-a7cb-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-sana-industries-limited-and-kenya-union-of-hair-and-beauty-salon-workers\u002Fmemorandum-of-agreement-between-sana-industries-limited-and-kenya-union-of-hair-and-beauty-salon-workers\u002F","Memorandum of Agreement between Sana Industries Limited and Kenya Union of Hair and Beauty Salon Workers - 2013","KEN Sana Industries Limited - 2013","Kenya - KEN Sana Industries Limited - 2013","KEN Sana Industries Limited - 2013 - Manufacturing",{"name":41,"data":42},"Sana Inudstries 2013.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>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN SANA INDUSTRIES LIMITED AND KENYA UNION OF\nHAIR AND BEAUTY SALON WORKERS\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch2>PART 1: TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>The terms and conditions of employment set in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the Parties Recognition Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>(a) All employees shall be required to serve a probation period of 3 months\nbefore being confirmed in their appointment in writing. If necessary the\nprobationary period may be extended by another 3 months in writing giving\nreasons for the extension. During the period the employment may be terminated\nby either party giving 7 days in writing or pay in lieu of notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On initial appointment an employee shall be issued with employment\nletter detailing terms and conditions of employment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 45 hours of work spread over six\ndays of the week. The management will regulate the reporting and leaving\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. OVERTIME\u003C\u002Fh3>\n\n\u003Cp>Authorized overtime shall be payable at the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) For time worked in excess of the normal number of hours per week as\nspecified in paragraph 3 above which provides for 45 hours at one and half\ntimes the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) For time worked on the employees normal rest day and gazzeted Public\nHolidays at double the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee may opt to take time off in lieu of the time worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) For purpose of calculating payment for overtime worked, the hourly rate\nshall be 1\u002F195 of the employees basic monthly wage.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cp>After each period of 12 months continuous service with the company, an\nemployee shall be entitled to Annual Leave of 26 working days with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where employment is terminated after completion of two or more consecutive\nmonths of service, the employee shall be entitled to Prorata leave with full\npay for each completed month of service.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>All gazette holidays shall be with full pay. An employee who works on\nGazatted Holiday shall be paid overtime at double rate or be given equivalent\nday to rest with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desiring to take compassionate leave he or she shall be\nentitled to all the leave earned which shall be off set from his\u002Fher annual\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcareleave\">\u003Cp>(b) In case of an employee who has exhausted his\u002Fher annual leave and has an\nemergency, he\u002Fshe will granted 7 days compassionate leave without pay in a\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>(a) After two consecutive months of service with the company, an employee\nshall be entitled to a maximum of thirty days with full pay and thereafter to a\nmaximum of fifteen days sick leave with half pay in a year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee shall be entitled to such leave unless he\u002Fshe produces to\nthe employer a certificate of incapacity covering the period of sick leave\nclaimed signed by a medical practitioner in charge of a dispensary or medical\naid centre or by a person authorized by him or her in writing and acting on his\nbehalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee shall not be entitled to sick leave in respect of any\nincapacity due to gross neglect on his part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) Every female employee shall be entitled to three months maternity leave\nwith full pay and shall not forfeit her annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Child birth in respect of a female employee shall not be deemed to be\nsick leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(d) A male employee shall be entitled to two weeks paternity leave in\nrespect of a child birth by a legally married and registered spouse with the\ncompany\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The male employee will apply for paternity leave 14 days in advance in order\nto allow the company to arrange for replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on annual leave will be entitled to Leave travelling\nAllowance of Kshs. 1,500\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) Where an employee is required to work for a period of not less than one\nmonth in a higher grade be paid acting allowance at the rate not less than the\ndifference between the basic of the higher grade and his salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The acting appointment shall be in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform work away from his principal place of\nemployment shall be entitled to the following safari allowance:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Breakfast-100\u002F=\u003C\u002Fp>\n\n\u003Cp>(b) Lunch-150\u002F=\u003C\u002Fp>\n\n\u003Cp>(c) Dinner-150\u002F=\u003C\u002Fp>\n\n\u003Cp>(d) Accommodation -1000\u002F=\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>An employee who is injured by accident arising out of and in the scope of\nhis employment shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefits Act (WIBA) 2007. Employees shall be\nprovided with Transport to the Hospital.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>Medical treatment shall promptly provided to employees as stipulated in the\nEmployment Act of 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) ‘Redundancy’ means the loss of employment, occupation, job or career\nby involuntary 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 Kenyanisation of a business,\nbut it does not include any such loss or employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In the event of Redundancy the employer shall follow the provisions of\nsection 40 of Employment Act, 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(c) An employee declared redundant shall be entitled to severance pay at the\nrate of 16 days basic salary for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be given a certificate of service by the company upon\nthe termination of his employment unless such employment has continued for a\nperiod of less than four consecutive weeks, and every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the company and 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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>(a) An employee shall officially retire from the services of the company on\nattainment of 60 years or on medical grounds approved by a qualified medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Early retirement may be granted by the employer or applied for by the\nemployee when the employee has attained the age between 55 years and 60\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The employer has a right with the consent of the employee to offer term\nemployment contract to an employee who has retired at the age of 60 years.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>In the event of death of an employee while in the service of the company,\nthe employer will contribute Kshs. 10,000 towards the funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. PAID EDUCATION LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) A maximum of three union officials may be selected to attend trade union\nseminars or training in one year. Each union official will be granted 7 days in\na year with full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The union Head Quarters will give the Management 7 days written notice\nprior to the commencement of the training\u002Fseminar\u002Fworkshop for the management\nto make arrangement for their replacement during their absence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. AGENCY FEES\u003C\u002Fh3>\n\n\u003Cp>Agency fees shall be carried out in accordance with requirement of section\n49 of the Labour Relations Act, 2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. PAYSLIPS\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be issued with a payslip at the end of each month as\nper the requirements of the Employment Act, 2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is not provided with free housing accommodation by the\nemployer, will be paid fifteen percent(15%) of his basic salary as housing\nallowance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>The following are the Basic Minimum Wages.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP 1\u003C\u002Ftd>\n      \u003Ctd>AMOUNT IN KSHS.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Cleaners\n\n        \u003Cp>•Sweepers\u003C\u002Fp>\n\n        \u003Cp>•General Workers\u003C\u002Fp>\n\n        \u003Cp>•Packers\u003C\u002Fp>\n\n        \u003Cp>•Tea Maker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,781\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Turn Boys\n\n        \u003Cp>•Cooks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,266.30\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 3\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>•Watchmen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,911.80\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 4\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>•Machine Attendants\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,085.70\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 5\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Driver Light Van\n\n        \u003Cp>•Machine Operator\u003C\u002Fp>\n\n        \u003Cp>•Ungraded Artisan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,201.50\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 6\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•General Clerks\n\n        \u003Cp>•Telephone Operator\u003C\u002Fp>\n\n        \u003Cp>•Store Keeper\u003C\u002Fp>\n\n        \u003Cp>•Receptionists\u003C\u002Fp>\n\n        \u003Cp>•Customer Care\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,064.60\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 7\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Driver – Medium between 2 tons and 8 tons\u003C\u002Ftd>\n      \u003Ctd>16,601.80\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 8\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Sales Men\n\n        \u003Cp>•Sales Ladies\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>18,329.30\u002F=\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cp>Employees who were in employment of the company by 31st August 2013 will\nreceive a General Wage Increase of 16% which includes the 14% general wage\nincrease awarded by the Government on 1st May 2013 (The Company to pay two 2%\nwage increase over the 14% of 1st May 2013).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cp>This General Wage Increase of 16% is for one year effective from 1st\nSeptember 2013 to 31st August 2014. The parties will meet from May 2014 to\ndiscuss the wage increase for the second year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) After completion of the probationary period, the Employment contract may\nbe terminated by either party giving one month notice in writing or payment in\nlieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On termination an employee shall be entitled to gratuity payment of 15\ndays for each completed year of service and this does not apply to Summary\nDismissal.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) The company shall provide protective clothing to the employees in\naccordance with the provisions of Occupational Safety and Health Act, 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The protective clothing issued to the employees shall remain the property of\nthe company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Each employee will be issued with a bar of soap every month for cleaning\nclothes and the employee shall maintain the clothes in a clean state.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>(a) An employee may be suspended by the company with full pay for maximum of\n14 days to allow investigations to be carried out without interference.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If the employee is found innocent he will be reinstated to his job\nwithout loss of benefits. If he is found guilty t hen he will be terminated or\ndismissed following the right procedure.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work is unsatisfactory or who otherwise commits a\nmisconduct which in the opinion of the employer does not warrant summary\ndismissal he shall be given a warning in writing and the following procedure\nshall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first, second and third warning letters shall be entered in an\nemployee’s record and copied to the shopsteward and the Branch Secretary of\nthe union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If an employee who has already received two warning letters commits a\nthird misconduct, he may be terminated from employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee who has three warning letters on his record and commits a\nfourth offence he shall be liable for summary dismissal through the right\nprocedure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee completes one year from the date of the third warning\nwithout further misconduct, any warning entered in his.\u002Fher employment record\nshall be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>An employee shall be liable to summary dismissal for gross misconduct as\ndefined under Section 44 of Employment Act 2007. And the following reasons may\njustify the dismissal :-\u003C\u002Fp>\n\n\u003Cp>(i) If without leave or other lawful cause, an employee absents\nhimself\u002Fherself from the place proper and appointed for the performance of\nhis\u002Fher work for a period exceeding seven (7) days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself\u002Fherself unwilling or incapable to properly perform his\u002Fher\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee willfully neglects to perform any work which it was\nhis\u002Fher duty to have performed, or if he\u002Fshe carelessly and improperly performs\nany work from its nature it was his\u002Fher duty under his\u002Fher contract to have\nperformed carefully and properly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) If an employee uses abusive or insulting language or behaves in a\nmanner insulting, to his\u002Fher employer or to any person placed in authority over\nhim\u002Fher by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) If an employee knowingly fails, or refuses to obey any law and proper\ncommand which it was within the scope of his\u002Fher duty to obey, issued by\nhis\u002Fher employer or any person placed in authority over him\u002Fher by his\u002Fher\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) If, in the lawful exercise of any arrest given by or underwritten law,\nan employee is arrested for a cognizable offence punishable by imprisonment and\nis not within fourteen (14) days either released on bail or bond or otherwise\nlawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) If an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed an offence against or to the substantial\ndetriment of his\u002Fher employer or his\u002Fher employer’s property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>The company shall consider employee in employment when it comes to promotion\nand consideration shall be put on academic and professional qualifications,\nexperience and reliability of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. EFFECTIVE DATE\u003C\u002Fh3>\n\n\u003Cp>This agreement will be effective from 1st September 2013 and shall remain in\nforce for a period of 2 years. Thereafter it will remain in force until it is\namended by mutual agreement between parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF SANA INDUSTRIES LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>SIMON MBUTHIA\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF KENYA UNION OF HAIR AND BEAUTY SALON WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>CECILY MWANGI\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>JAMES TONGI\u003C\u002Fp>\n\n\u003Cp>DISPUTES OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….. ……………………………….\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………….\u003C\u002Fp>\n\n\u003Cp>G.R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AT NAIROBI THIS………………….DAY OF………………2013\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"childcareleave":56,"maternitydiscrimination":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":72,"childcare":74,"STRUCINCR_trigger":78,"funeralpay":80,"contracttrialperiod":84,"maternityotherclause":88,"maxsicknesspayperc":92,"jobclassifaction1":96,"OVERTIME_trigger":98,"holidaysdays":102,"holidaysweeks":106,"wageincreasedate_date":108,"healthcareaccess":110,"SUNDAY_trigger":114,"ANNLEAVE_trigger":118,"healthandsafetypolicy":122,"overtimeallowanceperc1":126,"hourspweek":128,"contracttrial":130,"sicknesspay":132,"dayspweek_select":134,"SCHEDULE_trigger":136,"paidpaternityleave":138,"schedulesrestpw":142,"sicknessmaxdaysnr":144,"sundayallowanceperc1":146,"LOWWAGE_trigger":148,"annleaveallowanceamount1":150,"contractseverancepay1":152,"bankholidays1":156,"paidmaternityleavepay":160,"sicknessmaxdays":162,"paidmaternityleave":164,"coverunion_trigger":166,"contractseverancepay":170,"jobsecuritymothers":172,"paidpaternityleaveduration":174},{"bindId":45,"name":46,"text":47},"disabilitypay","An employee who is injured by accident a","An employee who is injured by accident arising out of and in the scope of\nhis employment shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefits Act (WIBA) 2007. Employees shall be\nprovided with Transport to the Hospital.",{"bindId":49,"name":50,"text":51},"lowwageamount","The following are the Basic Minimum Wage","The following are the Basic Minimum Wages.\n\n\n  \n  \n  \n  \n    \n      GROUP 1\n      AMOUNT IN KSHS.\n    \n    \n      •Cleaners\n\n        •Sweepers\n\n        •General Workers\n\n        •Packers\n\n        •Tea Maker\n      \n      9,781\u002F=\n    \n    \n      GROUP 2\n      \n    \n    \n      •Turn Boys\n\n        •Cooks\n      \n      9,266.30\u002F=\n    \n    \n      GROUP 3\n      \n    \n    \n      •Watchmen\n      \n      10,911.80\u002F=\n    \n    \n      GROUP 4\n      \n    \n    \n      •Machine Attendants\n      \n      11,085.70\u002F=\n    \n    \n      GROUP 5\n      \n    \n    \n      •Driver Light Van\n\n        •Machine Operator\n\n        •Ungraded Artisan\n      \n      13,201.50\u002F=\n    \n    \n      GROUP 6\n      \n    \n    \n      •General Clerks\n\n        •Telephone Operator\n\n        •Store Keeper\n\n        •Receptionists\n\n        •Customer Care\n      \n      15,064.60\u002F=\n    \n    \n      GROUP 7\n      \n    \n    \n      •Driver – Medium between 2 tons and 8 tons\n      16,601.80\u002F=\n    \n    \n      GROUP 8\n      \n    \n    \n      •Sales Men\n\n        •Sales Ladies\n      \n      18,329.30\u002F=",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(a) Every female employee shall be entit","(a) Every female employee shall be entitled to three months maternity leave\nwith full pay and shall not forfeit her annual leave in that year.",{"bindId":57,"name":58,"text":59},"childcareleave","(b) In case of an employee who has exhau","(b) In case of an employee who has exhausted his\u002Fher annual leave and has an\nemergency, he\u002Fshe will granted 7 days compassionate leave without pay in a\nyear.",{"bindId":61,"name":62,"text":63},"maternitydiscrimination","(c) A female employee who takes maternit","(c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","This General Wage Increase of 16% is for","This General Wage Increase of 16% is for one year effective from 1st\nSeptember 2013 to 31st August 2014. The parties will meet from May 2014 to\ndiscuss the wage increase for the second year.",{"bindId":69,"name":70,"text":71},"dayspweek","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. The management will regulate the reporting and leaving\ntime.",{"bindId":73,"name":70,"text":71},"hourspweek_select",{"bindId":75,"name":76,"text":77},"childcare","(a) An employee desiring to take compass","(a) An employee desiring to take compassionate leave he or she shall be\nentitled to all the leave earned which shall be off set from his\u002Fher annual\nleave.\n\n\n\n(b) In case of an employee who has exhausted his\u002Fher annual leave and has an\nemergency, he\u002Fshe will granted 7 days compassionate leave without pay in a\nyear.",{"bindId":79,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":81,"name":82,"text":83},"funeralpay","In the event of death of an employee whi","In the event of death of an employee while in the service of the company,\nthe employer will contribute Kshs. 10,000 towards the funeral expenses.",{"bindId":85,"name":86,"text":87},"contracttrialperiod","(a) All employees shall be required to s","(a) All employees shall be required to serve a probation period of 3 months\nbefore being confirmed in their appointment in writing. If necessary the\nprobationary period may be extended by another 3 months in writing giving\nreasons for the extension. During the period the employment may be terminated\nby either party giving 7 days in writing or pay in lieu of notice.",{"bindId":89,"name":90,"text":91},"maternityotherclause","(b) Child birth in respect of a female e","(b) Child birth in respect of a female employee shall not be deemed to be\nsick leave.",{"bindId":93,"name":94,"text":95},"maxsicknesspayperc","(a) After two consecutive months of serv","(a) After two consecutive months of service with the company, an employee\nshall be entitled to a maximum of thirty days with full pay and thereafter to a\nmaximum of fifteen days sick leave with half pay in a year.",{"bindId":97,"name":50,"text":51},"jobclassifaction1",{"bindId":99,"name":100,"text":101},"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 as\nspecified in paragraph 3 above which provides for 45 hours at one and half\ntimes the normal hourly rate.",{"bindId":103,"name":104,"text":105},"holidaysdays","After each period of 12 months continuou","After each period of 12 months continuous service with the company, an\nemployee shall be entitled to Annual Leave of 26 working days with full pay.",{"bindId":107,"name":104,"text":105},"holidaysweeks",{"bindId":109,"name":66,"text":67},"wageincreasedate_date",{"bindId":111,"name":112,"text":113},"healthcareaccess","Medical treatment shall promptly provide","Medical treatment shall promptly provided to employees as stipulated in the\nEmployment Act of 2007.",{"bindId":115,"name":116,"text":117},"SUNDAY_trigger","(b) For time worked on the employees nor","(b) For time worked on the employees normal rest day and gazzeted Public\nHolidays at double the normal hourly rate.",{"bindId":119,"name":120,"text":121},"ANNLEAVE_trigger","An employee proceeding on annual leave w","An employee proceeding on annual leave will be entitled to Leave travelling\nAllowance of Kshs. 1,500\u002F=",{"bindId":123,"name":124,"text":125},"healthandsafetypolicy","(a) The company shall provide protective","(a) The company shall provide protective clothing to the employees in\naccordance with the provisions of Occupational Safety and Health Act, 2007.\n\n\n\nThe protective clothing issued to the employees shall remain the property of\nthe company.\n\n\n\n(b) Each employee will be issued with a bar of soap every month for cleaning\nclothes and the employee shall maintain the clothes in a clean state.",{"bindId":127,"name":100,"text":101},"overtimeallowanceperc1",{"bindId":129,"name":70,"text":71},"hourspweek",{"bindId":131,"name":86,"text":87},"contracttrial",{"bindId":133,"name":94,"text":95},"sicknesspay",{"bindId":135,"name":70,"text":71},"dayspweek_select",{"bindId":137,"name":70,"text":71},"SCHEDULE_trigger",{"bindId":139,"name":140,"text":141},"paidpaternityleave","(d) A male employee shall be entitled to","(d) A male employee shall be entitled to two weeks paternity leave in\nrespect of a child birth by a legally married and registered spouse with the\ncompany",{"bindId":143,"name":70,"text":71},"schedulesrestpw",{"bindId":145,"name":94,"text":95},"sicknessmaxdaysnr",{"bindId":147,"name":116,"text":117},"sundayallowanceperc1",{"bindId":149,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":151,"name":120,"text":121},"annleaveallowanceamount1",{"bindId":153,"name":154,"text":155},"contractseverancepay1","(c) An employee declared redundant shall","(c) An employee declared redundant shall be entitled to severance pay at the\nrate of 16 days basic salary for each completed year of service.",{"bindId":157,"name":158,"text":159},"bankholidays1","All gazette holidays shall be with full ","All gazette holidays shall be with full pay. An employee who works on\nGazatted Holiday shall be paid overtime at double rate or be given equivalent\nday to rest with full pay.",{"bindId":161,"name":54,"text":55},"paidmaternityleavepay",{"bindId":163,"name":94,"text":95},"sicknessmaxdays",{"bindId":165,"name":54,"text":55},"paidmaternityleave",{"bindId":167,"name":168,"text":169},"coverunion_trigger","The terms and conditions of employment s","The terms and conditions of employment set in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the Parties Recognition Agreement.",{"bindId":171,"name":154,"text":155},"contractseverancepay",{"bindId":173,"name":62,"text":63},"jobsecuritymothers",{"bindId":175,"name":140,"text":141},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Sana Industries Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-08-31\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: → Other activities from manufacturing\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                         Sana Industries 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                        Kenya Union of Hair and Beauty Salon Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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): → 21 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 45 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 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), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 16.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-09\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 1500.0\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",[181],{"title":37,"slug":33},[183],{"type":184,"data":185},"call_to_action_body_block",{"title":186,"description":187,"variant":188,"link":189},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":186,"url":190,"description":186,"rel":191,"type":192},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[194],{"type":184,"data":195},{"title":186,"description":187,"variant":188,"link":196},{"title":186,"url":190,"description":186,"rel":191,"type":192},[]]