[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-shamco-industries-limited-and-kenya-engineering-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":200,"content_type_view":201,"extra_breadcrumbs":202,"body":204,"body_blocks":215,"related_pages":219},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":198,"translations":199},{"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-shamco-industries-limited-and-kenya-engineering-workers-union-","e495a284-be56-11e3-9421-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-shamco-industries-limited-and-kenya-engineering-workers-union-\u002Fmemorandum-of-agreement-between-shamco-industries-limited-and-kenya-engineering-workers-union-\u002F","Memorandum of Agreement between SHAMCO Industries Limited and Kenya Engineering Workers’ Union - 2013","KEN Shamco Industries Limited - 2013","Kenya - KEN Shamco Industries Limited - 2013","KEN Shamco Industries Limited - 2013 - Manufacturing",{"name":41,"data":42},"SHAMCO CBA 2013 ammended.html","\n              \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 SHAMCO INDUSTRIES LIMITED  And KENYA\nENGINEERING WORKERS’ UNION  IN THE MATTER OF WAGES AND OTHER TERMS AND\nCONDITIONS OF SERVICE\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch2>PREAMBLE:\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>The Company and the Union meeting together in free heart and voluntary\nassociation agree and enter into this agreement in matters of wages and other\nconditions of service and shall apply to all unionisable employees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART I: BASIC MONTHLY MINIMUM WAGES\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cp>(a) Every employee shall be paid a house allowance of 4,500\u002F- (1st year) and\nKshs.4,550\u002F- (2nd year) shillings every month.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1st Year 11% (Kshs)\u003C\u002Ftd>\n      \u003Ctd>2nd Year 10% (Kshs)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1: (UNSKILLED WORKERS)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General Labourer\n\n        \u003Cp>Cleaner, Tea maker, Loader \u003C\u002Fp>\n\n        \u003Cp>Driver’s mate, packer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12,087\u002F- \u003C\u002Ftd>\n      \u003Ctd>13,296\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2: (SEMI SKILLED WORKERS)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Machine Attendant, Assemblers,\u003C\u002Fp>\n\n        \u003Cp>Riveter, Grinder\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,700\u002F- \u003C\u002Ftd>\n      \u003Ctd>15,070\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3: (UNGRADED ARTISANS)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Welder, machine operator, fitter\u003C\u002Fp>\n\n        \u003Cp>Spray painter, Turner, Electrician, \u003C\u002Fp>\n\n        \u003Cp>Machine tool operator\u003C\u002Fp>\n\n        \u003Cp>Spring Makers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>16,316\u002F- \u003C\u002Ftd>\n      \u003Ctd>17,948\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4: (DRIVERS)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>(i) Cars and light van\u003C\u002Fp>\n\n        \u003Cp>(ii) Medium sized vehicle\u003C\u002Fp>\n\n        \u003Cp>(iii) Heavy commercial vehicle\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>16,316\u002F-\n\n        \u003Cp>20517\u002F-\u003C\u002Fp>\n\n        \u003Cp>27,277\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,948\u002F-\n\n        \u003Cp>22,569\u002F-\u003C\u002Fp>\n\n        \u003Cp>30,005\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 5: (GRADED ARTISAN)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(i) TTC Grade III\n\n        \u003Cp>(ii) TTC Grade II\u003C\u002Fp>\n\n        \u003Cp>(iii) TTC Grade I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>20,517\u002F-\n\n        \u003Cp>22,651\u002F-\u003C\u002Fp>\n\n        \u003Cp>27,277\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>22,569\u002F-\n\n        \u003Cp>24,916\u002F-\u003C\u002Fp>\n\n        \u003Cp>30,005\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 6: (SPECIAL GRADE)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>i) Supervisor\u002Fcharge Hand\n\n        \u003Cp>(ii) Diploma\u003C\u002Fp>\n\n        \u003Cp>(iii) Degree\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>27,443\u002F-\n\n        \u003Cp>28,720\u002F-\u003C\u002Fp>\n\n        \u003Cp>31,455\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>30,187\u002F-\n\n        \u003Cp>31,592\u002F-\u003C\u002Fp>\n\n        \u003Cp>34,601\u002F-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 7\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Copy Typist\u003C\u002Ftd>\n      \u003Ctd>18,767\u002F-\u003C\u002Ftd>\n      \u003Ctd>20,643\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\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) An employee who is in service on 01-05-2013 shall be given a general\nwage increase of 11% to cover the first twelve months. Every employee shall get\na further 10% wage increase to cover the next 12 succeeding months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>PART II. OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. PROBATION\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this period\nservices may be terminable by either party by giving 48 hours notice or pay\nin-lieu during the 1st month, and 7 days notice or pay in-lieu during the 2nd\nmonth and 14 days notice or pay in lieu during the 3rd month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. 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-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 45 hours to be spread over not more\nthan 6 days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be payable for time worked in excess of the normal number of\nhours per week and for time worked on Sundays and Gazetted Public Holidays at\nthe following rates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Monday to Saturday - 1½ times the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) Sunday and Gazetted Public holidays – Twice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>All Gazetted Public Holidays will be granted as days off with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\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\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) After the completion of each period of twelve months continuous service\nwith the Company, an employee shall be entitled to annual leave covering a\nperiod of twenty six (26) working days (exclusive of rest days and gazetted\npublic holidays) with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where employment is terminated after the completion of two or more\nmonths continuous service during any twelve months leave earning period, an\nemployee shall be entitled to leave with full pay which is proportional to the\npart of the leave earning which has been completed.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>After each period of twelve months’ continuous service with the company an\nemployee shall be entitled, when proceeding on annual leave, to a travelling\nallowance of Ksh.4,250\u002F- (1st year) and Kshs.4,350\u002F- (2nd year).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>(a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangements with the company be granted such leave up to his earned\nentitlement under Clause 5 of Part II of this Agreement and, the leave taken\nshall be subsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this Clause be granted upto 5 days compassionate leave without pay in any\nperiod of twelve months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>When vacancies of promotional nature arise, the Company shall give first\npriority to existing employees having regard to qualifications, length of\nservice, experience, ability etc\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than 14 days in an occupation or grade for which the minimum wage\nprescribed under Part I of this Agreement is higher than the wage normally\nearned by the employee, he shall be paid acting allowance at a rate not less\nthan the difference between such minimum wage and his normal wage.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. 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>After twelve weeks of continuous service with the Company, an employee shall\nbe entitled to sick leave (in each period of twelve months consecutive service)\nwith full pay upto a maximum of forty four (44) days and thereafter to sick\nleave with half pay upto a maximum of forty four (44) days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employee shall not be entitled to such payment unless he\u002Fshe produces\nto the company, 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 authorised by him in writing and acting on his\nbehalf;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee shall not be eligible for sick leave under this clause in\nrespect of any incapacity due to gross neglect on his part.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. OVERALLS AND PROTECTIVE DEVICES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>(a) Employees (other than office staff) will be provided with a pair of\noveralls or aprons by the Company once a year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Overalls or aprons shall remain the Company’s property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The Company shall provide a bar of soap per month to any employee issued\nwith overalls or aprons for washing them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) An employee provided with overalls or aprons shall keep such overalls or\naprons in clean condition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Overalls or aprons shall be replaced by the Company annually.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Gas masks or helmets will be provided to employees in accordance with\nthe terms of the Occupational Safety and Health Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following procedure will be followed:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The union shall be consulted on the reasons for, and the extent of the\nintended redundancy;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The principle of “LAST IN, FIRST OUT” shall be followed in the\nparticular category of employees affected subject to all other factors such as\nskill, ability, relative merit and reliability being equal;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Any leave due to any employee who is declared redundant shall be paid for\nin cash;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) The redundant employee shall be entitled to appropriate notice in\naccordance with Clause 14 of this agreement;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>e) Employees with up to 10 years service shall be entitled to severance pay\nat the rate of twenty five (25) days pay for each completed year of service\nwhile those with over 10 years service shall be entitled to twenty seven (27)\ndays pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who commits a default\nwhich in the opinion of the company, does not warrant instant dismissal shall\nbe warned in writing and the following procedure shall apply;-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first and second warnings shall be entered on the employees record\ncard\u002Ffile and the shopsteward shall be informed;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Warnings shall first be given verbally and confirmed in writing\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The second warning shall be copied to the union’s Nairobi Branch\nSecretary;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) If an employee who has received two warnings commits a third default\nwithin 365 consecutive days from the date of the second warning, such\nemployee’s service will be terminated by one month’s notice or pay in lieu\nas provided for by the termination of service Clause of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) If an employee completes 365 consecutive days from the date of the first\nor second warning without further default, any warnings recorded on employment\nrecord card\u002Ffile shall be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Employment is terminable by either party by giving the following notice\nin writing or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) After probation and up to 10 years service-One month’s notice or pay\nin lieu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Over 10 years service-Two months notice or pay in lieu of\u003C\u002Fp>\n\n\u003Cp>Notice\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Nothing in paragraph (a) of this Clause shall prejudice the right of\neither party to terminate employment summarily for a lawful cause.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>The Company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the Laws of Kenya\nrelative to Employment of Persons Medical Treatment Rules. The payment of\nmedical expenses will be made to all employees of the Company, provided that\nsuch illness are those covered by the Act, and treatment carried out in\nGovernment Hospitals or Local Authority Health Centres.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(1) Every employee shall be given a certificate of service by his employer\nupon the termination of his employment, unless such employment has continued\nfor a period of less than four consecutive weeks, and every such certificate\nshall contain:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased; and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) Subject to subsection (1) of this section, no employer is bound to give\nto any employee any testimonial, reference or certificate relating to character\nor performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Any employer who wilfully or by neglect fails to give an employee a\ncertificate of service in accordance with subsection (1) of this section, or\nwho in a certificate of service includes a statement which he knows to be\nfalse, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. DEATH OF EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>(1) When the death of an employee from any cause whatsoever, is brought to\nthe notice, or comes to the knowledge of his employer, the employer shall, as\nsoon as practicable thereafter, give notice thereof in the prescribed form to\nthe Occupational Safety and Health Officer or if there is no OSH Officer, to\nthe County Commissioner of the District in which the employee was employed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) The employer shall pay to the Occupational Safety and Health Officer or\nCounty Commissioner, as the case may be, all wages due to the employee at the\ndate of his death, and shall deliver to him all property belonging to the\ndeceased employee for transmission to the person legally entitled thereto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Should any employee, during the course of his employment be killed, or\nincapacitated by injury for a period exceeding three days, his employer shall\nas soon as practicable send to the Occupational Safety and Health Officer or,\nif there is no Occupational Safety and Health Officer, to a County Commissioner\na report in the prescribed form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(4) It is agreed that the Company shall contribute a sum of Kshs.50,000\u002F-\ntowards funeral expenses of a dead employee for transport, mortuary fees and\ncoffin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. MATERNITY 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 woman employee shall be entitled to three (3) months maternity leave with\nfull pay and one year’s travelling allowance, when proceeding on annual\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>Provided that a woman who has taken three months maternity leave shall not\nforfeit her annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. INJURY BY ACCIDENT DURING THE COURSE OF DUTY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>In the case of accident covered by the Work Injury Benefits Act, full pay\nwill be given to the employee as required by the Act.\u003C\u002Fp>\u003C\u002Fdiv>\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\nthe 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\nother matters not mentioned in this section, constitute justifiable or lawful\ngrounds for such dismissal:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave of other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee wilfully neglects to perform any work which was his duty\nto have performed, or if he carelessly and improperly performs any work which\nfrom its nature it was his duty, under his contract, to have performed\ncarefully and properly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) If, an employee uses abusive or insulting language, or behaves in a\nmanner insulting, to his employer or to any person placed in authority over him\nby his employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) If an employee knowingly fails, or refuses, to obey any lawful and\nproper command which was within the scope of his duty to obey, issued by his\nemployer or any person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) 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 fourteen (14) days either released on bail or on\nbond or otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) 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 otherwise his employer’s\nproperty.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. SUPPLY OF MILK\u003C\u002Fh3>\n\n\u003Cp>(a) Each spray painter will be given ½ litre of milk on the day he\nsprays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A carpenter will be given ½ litre of milk when he performs planning\njobs which involves dust\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Helpers will be given ½ litre of milk when they are assisting spray\npainters and\u002For carpenters in a room where fumes or dust are produced.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. CASUAL WORKERS\u003C\u002Fh3>\n\n\u003Cp>An employee employed on casual basis will not remain casual for a period in\nexcess of three continuous months, then such employee shall be made permanent.\nA casual worker shall be paid the consolidated minimum rate for the grade in\nwhich he\u002Fshe is employed divided by 26.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. TRAINING\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>An employee who is transferred to be trained for a particular job, shall be\ngiven a signed letter of appointment stating how long he would remain in\ntraining and the rate of pay he would be getting per month until he completes\nthe training.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. RETIREMENT BENEFITS (GRATUITY)\u003C\u002Fh3>\n\n\u003Cp>(a) The beneficiaries shall be employees who leave employment as a result\nof:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Retirement on age grounds\u003C\u002Fp>\n\n\u003Cp>(ii) Retirement on Medical grounds\u003C\u002Fp>\n\n\u003Cp>(iii) Death\u003C\u002Fp>\n\n\u003Cp>(iv) Termination of employment at the initiate of the company for reasons\nother than the gross misconduct\u003C\u002Fp>\n\n\u003Cp>(v) Employee resigning from employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)(i) Employees with up to 10 years service will be entitled to 23 days pay\nfor each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Employees with over 10 years service will be entitled to 26 days pay for\neach completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee who loses his job due to gross misconduct will not benefit\nfrom this Scheme.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. NIGHT TRANSPORT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Employees who remain at work from 6.00 p.m will be provided with company\ntransport or enough bus fare\u002Ftransport cost to their homes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. SHOPSTEWARD RIGHTS\u003C\u002Fh3>\n\n\u003Cp>Whenever the shopstewards would be required to attend meetings and\nnegotiations on matters regarding the company, the union shall seek permission\non their behalf in writing and also give the management sufficient notice to\nenable them re-organise their operations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After the Shopstewards are given permission, they would be deemed to be on\nduty and on full pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>In the event of an employee committing a misconduct that requires\ninvestigations by the company, the employee will be suspended for a maximum of\n20 days to allow investigations to be carried out. During this period, the\nemployee will be on half pay. During the same period, the Company should make a\ndecision either to dismiss, terminable or re-instate the employee.\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the investigations are being carried out by the Police or the matter is\nin a Court of Law, the employee will remain on suspension without pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. LETTER OF APPOINTMENT AND CONFIRMATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Cp>On engagement, an employee will be issued with a letter of appointment\nstating the probation period and salary accrued to the job. After successful\ncompletion of the probation period, the employee will be issued with a letter\nof confirmation stating the job title and salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. NIGHT SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cp>Employees working at night between 6.00 p.m and 6.00 a.m shall be paid night\nshift allowance at a rate of Kshs.9.\u002F- per hour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall come into force on 1st May, 2013 and thereafter shall\nremain in force for a period of two years. After the expiry date, it shall\ncontinue in operation until it is amended by mutual agreement between the\ncompany and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE COMPANY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................................................\u003C\u002Fp>\n\n\u003Cp>(B.D. PATEL)\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECOTR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>....................................................................\u003C\u002Fp>\n\n\u003Cp>WYCLIFFE A. NYAMWATTA\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................................................\u003C\u002Fp>\n\n\u003Cp>ERIC OCHIENG\u003C\u002Fp>\n\n\u003Cp>CHIEF 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>..............................................\u003C\u002Fp>\n\n\u003Cp>ABISAI O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER - FKE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS................................. DAY OF\n.............................. 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\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,"trainingfund":84,"contracttrialperiod":88,"maternityotherclause":92,"maxsicknesspayperc":94,"OVERTIME_trigger":98,"holidaysdays":102,"holidaysweeks":106,"wageincreasedate_date":108,"healthcareaccess":110,"jobwagegroups":114,"COMMUTE_trigger":116,"SUNDAY_trigger":120,"EMPCONTR_trigger":124,"ANNLEAVE_trigger":128,"healthandsafetypolicy":132,"overtimeallowanceperc1":136,"hourspweek":138,"paidpaternityleavepay":140,"contracttrial":144,"schedulesrestpw":146,"dayspweek_select":148,"SCHEDULE_trigger":150,"paidpaternityleave":152,"sicknesspay":154,"sicknessmaxdaysnr":156,"NOCTPREM_trigger":158,"shiftallowanceamount1":162,"sundayallowanceperc1":164,"LOWWAGE_trigger":166,"annleaveallowanceamount1":168,"trainingprogrammes":170,"contractseverancepay1":172,"bankholidays1":176,"paidmaternityleavepay":180,"sicknessmaxdays":182,"paidmaternityleave":184,"coverunion_trigger":186,"wageincreasedate":190,"contractseverancepay":192,"PAIDLEAV_trigger":194,"paidpaternityleaveduration":196},{"bindId":45,"name":46,"text":47},"disabilitypay","In the case of accident covered by the W","In the case of accident covered by the Work Injury Benefits Act, full pay\nwill be given to the employee as required by the Act.",{"bindId":49,"name":50,"text":51},"lowwageamount","(a) Every employee shall be paid a house","(a) Every employee shall be paid a house allowance of 4,500\u002F- (1st year) and\nKshs.4,550\u002F- (2nd year) shillings every month.\n\n\n  \n  \n  \n  \n  \n    \n      \n      1st Year 11% (Kshs)\n      2nd Year 10% (Kshs)\n    \n    \n      Grade 1: (UNSKILLED WORKERS)\n      \n      \n    \n    \n      General Labourer\n\n        Cleaner, Tea maker, Loader \n\n        Driver’s mate, packer\n      \n      12,087\u002F- \n      13,296\u002F-\n    \n    \n      Grade 2: (SEMI SKILLED WORKERS)\n      \n      \n    \n    \n      Machine Attendant, Assemblers,\n\n        Riveter, Grinder\n      \n      13,700\u002F- \n      15,070\u002F-\n    \n    \n      Grade 3: (UNGRADED ARTISANS)\n      \n      \n    \n    \n      Welder, machine operator, fitter\n\n        Spray painter, Turner, Electrician, \n\n        Machine tool operator\n\n        Spring Makers\n      \n      16,316\u002F- \n      17,948\u002F-\n    \n    \n      Grade 4: (DRIVERS)\n      \n      \n    \n    \n      (i) Cars and light van\n\n        (ii) Medium sized vehicle\n\n        (iii) Heavy commercial vehicle\n      \n      16,316\u002F-\n\n        20517\u002F-\n\n        27,277\u002F-\n      \n      17,948\u002F-\n\n        22,569\u002F-\n\n        30,005\u002F-\n      \n    \n    \n      Grade 5: (GRADED ARTISAN)\n      \n      \n    \n    \n      (i) TTC Grade III\n\n        (ii) TTC Grade II\n\n        (iii) TTC Grade I\n      \n      20,517\u002F-\n\n        22,651\u002F-\n\n        27,277\u002F-\n      \n      22,569\u002F-\n\n        24,916\u002F-\n\n        30,005\u002F-\n      \n    \n    \n      Grade 6: (SPECIAL GRADE)\n      \n      \n    \n    \n      i) Supervisor\u002Fcharge Hand\n\n        (ii) Diploma\n\n        (iii) Degree\n      \n      27,443\u002F-\n\n        28,720\u002F-\n\n        31,455\u002F-\n      \n      30,187\u002F-\n\n        31,592\u002F-\n\n        34,601\u002F-\n      \n    \n    \n      Grade 7\n      \n      \n    \n    \n      Copy Typist\n      18,767\u002F-\n      20,643\u002F-",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","A woman employee shall be entitled to th","A woman employee shall be entitled to three (3) months maternity leave with\nfull pay and one year’s travelling allowance, when proceeding on annual\nleave.",{"bindId":57,"name":58,"text":59},"childcareleave","(b) An employee may, in addition to the ","(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this Clause be granted upto 5 days compassionate leave without pay in any\nperiod of twelve months.",{"bindId":61,"name":62,"text":63},"maternitydiscrimination","Provided that a woman who has taken thre","Provided that a woman who has taken three months maternity leave shall not\nforfeit her annual leave in that year.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","(b) An employee who is in service on 01-","(b) An employee who is in service on 01-05-2013 shall be given a general\nwage increase of 11% to cover the first twelve months. Every employee shall get\na further 10% wage increase to cover the next 12 succeeding months.",{"bindId":69,"name":70,"text":71},"dayspweek","The normal working week shall consist of","The normal working week shall consist of 45 hours to be spread over not more\nthan 6 days of the week.",{"bindId":73,"name":70,"text":71},"hourspweek_select",{"bindId":75,"name":76,"text":77},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangements with the company be granted such leave up to his earned\nentitlement under Clause 5 of Part II of this Agreement and, the leave taken\nshall be subsequently set off against his annual leave.\n\n\n\n(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this Clause be granted upto 5 days compassionate leave without pay in any\nperiod of twelve months.",{"bindId":79,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":81,"name":82,"text":83},"funeralpay","(1) When the death of an employee from a","(1) When the death of an employee from any cause whatsoever, is brought to\nthe notice, or comes to the knowledge of his employer, the employer shall, as\nsoon as practicable thereafter, give notice thereof in the prescribed form to\nthe Occupational Safety and Health Officer or if there is no OSH Officer, to\nthe County Commissioner of the District in which the employee was employed.\n\n\n\n(2) The employer shall pay to the Occupational Safety and Health Officer or\nCounty Commissioner, as the case may be, all wages due to the employee at the\ndate of his death, and shall deliver to him all property belonging to the\ndeceased employee for transmission to the person legally entitled thereto.\n\n\n\n(3) Should any employee, during the course of his employment be killed, or\nincapacitated by injury for a period exceeding three days, his employer shall\nas soon as practicable send to the Occupational Safety and Health Officer or,\nif there is no Occupational Safety and Health Officer, to a County Commissioner\na report in the prescribed form.\n\n\n\n(4) It is agreed that the Company shall contribute a sum of Kshs.50,000\u002F-\ntowards funeral expenses of a dead employee for transport, mortuary fees and\ncoffin.",{"bindId":85,"name":86,"text":87},"trainingfund","An employee who is transferred to be tra","An employee who is transferred to be trained for a particular job, shall be\ngiven a signed letter of appointment stating how long he would remain in\ntraining and the rate of pay he would be getting per month until he completes\nthe training.",{"bindId":89,"name":90,"text":91},"contracttrialperiod","All employees shall be considered to be ","All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this period\nservices may be terminable by either party by giving 48 hours notice or pay\nin-lieu during the 1st month, and 7 days notice or pay in-lieu during the 2nd\nmonth and 14 days notice or pay in lieu during the 3rd month.",{"bindId":93,"name":62,"text":63},"maternityotherclause",{"bindId":95,"name":96,"text":97},"maxsicknesspayperc","After twelve weeks of continuous service","After twelve weeks of continuous service with the Company, an employee shall\nbe entitled to sick leave (in each period of twelve months consecutive service)\nwith full pay upto a maximum of forty four (44) days and thereafter to sick\nleave with half pay upto a maximum of forty four (44) days.",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","Overtime shall be payable for time worke","Overtime shall be payable for time worked in excess of the normal number of\nhours per week and for time worked on Sundays and Gazetted Public Holidays at\nthe following rates:\n\n\n\n(a) Monday to Saturday - 1½ times the normal hourly rate.",{"bindId":103,"name":104,"text":105},"holidaysdays","(a) After the completion of each period ","(a) After the completion of each period of twelve months continuous service\nwith the Company, an employee shall be entitled to annual leave covering a\nperiod of twenty six (26) working days (exclusive of rest days and gazetted\npublic holidays) 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","The Company undertakes to pay the cost o","The Company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the Laws of Kenya\nrelative to Employment of Persons Medical Treatment Rules. The payment of\nmedical expenses will be made to all employees of the Company, provided that\nsuch illness are those covered by the Act, and treatment carried out in\nGovernment Hospitals or Local Authority Health Centres.",{"bindId":115,"name":50,"text":51},"jobwagegroups",{"bindId":117,"name":118,"text":119},"COMMUTE_trigger","Employees who remain at work from 6.00 p","Employees who remain at work from 6.00 p.m will be provided with company\ntransport or enough bus fare\u002Ftransport cost to their homes.",{"bindId":121,"name":122,"text":123},"SUNDAY_trigger","(b) Sunday and Gazetted Public holidays ","(b) Sunday and Gazetted Public holidays – Twice the normal hourly rate.",{"bindId":125,"name":126,"text":127},"EMPCONTR_trigger","On engagement, an employee will be issue","On engagement, an employee will be issued with a letter of appointment\nstating the probation period and salary accrued to the job. After successful\ncompletion of the probation period, the employee will be issued with a letter\nof confirmation stating the job title and salary.",{"bindId":129,"name":130,"text":131},"ANNLEAVE_trigger","After each period of twelve months’ cont","After each period of twelve months’ continuous service with the company an\nemployee shall be entitled, when proceeding on annual leave, to a travelling\nallowance of Ksh.4,250\u002F- (1st year) and Kshs.4,350\u002F- (2nd year).",{"bindId":133,"name":134,"text":135},"healthandsafetypolicy","(a) Employees (other than office staff) ","(a) Employees (other than office staff) will be provided with a pair of\noveralls or aprons by the Company once a year.\n\n\n\n(b) Overalls or aprons shall remain the Company’s property.\n\n\n\n(c) The Company shall provide a bar of soap per month to any employee issued\nwith overalls or aprons for washing them.\n\n\n\n(d) An employee provided with overalls or aprons shall keep such overalls or\naprons in clean condition.\n\n\n\n(e) Overalls or aprons shall be replaced by the Company annually.\n\n\n\n(f) Gas masks or helmets will be provided to employees in accordance with\nthe terms of the Occupational Safety and Health Act.",{"bindId":137,"name":100,"text":101},"overtimeallowanceperc1",{"bindId":139,"name":70,"text":71},"hourspweek",{"bindId":141,"name":142,"text":143},"paidpaternityleavepay","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":145,"name":90,"text":91},"contracttrial",{"bindId":147,"name":70,"text":71},"schedulesrestpw",{"bindId":149,"name":70,"text":71},"dayspweek_select",{"bindId":151,"name":70,"text":71},"SCHEDULE_trigger",{"bindId":153,"name":142,"text":143},"paidpaternityleave",{"bindId":155,"name":96,"text":97},"sicknesspay",{"bindId":157,"name":96,"text":97},"sicknessmaxdaysnr",{"bindId":159,"name":160,"text":161},"NOCTPREM_trigger","Employees working at night between 6.00 ","Employees working at night between 6.00 p.m and 6.00 a.m shall be paid night\nshift allowance at a rate of Kshs.9.\u002F- per hour.",{"bindId":163,"name":160,"text":161},"shiftallowanceamount1",{"bindId":165,"name":122,"text":123},"sundayallowanceperc1",{"bindId":167,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":169,"name":130,"text":131},"annleaveallowanceamount1",{"bindId":171,"name":86,"text":87},"trainingprogrammes",{"bindId":173,"name":174,"text":175},"contractseverancepay1","e) Employees with up to 10 years service","e) Employees with up to 10 years service shall be entitled to severance pay\nat the rate of twenty five (25) days pay for each completed year of service\nwhile those with over 10 years service shall be entitled to twenty seven (27)\ndays pay for each completed year of service.",{"bindId":177,"name":178,"text":179},"bankholidays1","All Gazetted Public Holidays will be gra","All Gazetted Public Holidays will be granted as days off with full pay.",{"bindId":181,"name":54,"text":55},"paidmaternityleavepay",{"bindId":183,"name":96,"text":97},"sicknessmaxdays",{"bindId":185,"name":54,"text":55},"paidmaternityleave",{"bindId":187,"name":188,"text":189},"coverunion_trigger","The Company and the Union meeting togeth","The Company and the Union meeting together in free heart and voluntary\nassociation agree and enter into this agreement in matters of wages and other\nconditions of service and shall apply to all unionisable employees",{"bindId":191,"name":66,"text":67},"wageincreasedate",{"bindId":193,"name":174,"text":175},"contractseverancepay",{"bindId":195,"name":104,"text":105},"PAIDLEAV_trigger",{"bindId":197,"name":142,"text":143},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Shamco Industries Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-04-30\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 wood and of products of wood and cork, except furniture; manufacture of articles of straw and plaiting materials\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                        Shamco 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                        COTU - Kenya Engineering 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 37 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 88 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: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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            \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: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-05\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 9.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 4250.0\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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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",[203],{"title":37,"slug":33},[205],{"type":206,"data":207},"call_to_action_body_block",{"title":208,"description":209,"variant":210,"link":211},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":208,"url":212,"description":208,"rel":213,"type":214},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[216],{"type":206,"data":217},{"title":208,"description":209,"variant":210,"link":218},{"title":208,"url":212,"description":208,"rel":213,"type":214},[]]