[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-smart-printers-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-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":206,"content_type_view":207,"extra_breadcrumbs":208,"body":210,"body_blocks":221,"related_pages":225},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":204,"translations":205},{"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-smart-printers-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers","6989f67a-db1d-11e2-aa5d-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-smart-printers-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers_1\u002Fmemorandum-of-agreement-between-smart-printers-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers\u002F","Memorandum Of Agreement Between Smart Printers Limited And The Kenya Union Of Printing, Publishing, Paper Manufacturers And Allied Workers - 2010","KEN Smart Printers Limited - 2010","Kenya - KEN Smart Printers Limited - 2010","KEN Smart Printers Limited - 2010 - Manufacturing, Publishing, printing, media",{"name":41,"data":42},"Smart Printers CBA 2013.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">SMART\nPRINTERS LIMITED (EMPLOYER)\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">THE KENYA\nUNION OF PRINTING, PUBLISHING, PAPER MANUFACTURERS AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>(a)Both parties to this agreement meeting together in a free heart and\nvoluntary association have agreed to enter into the following common Agreement\nin matters of Wages and other Terms and Conditions of Employment (services) to\nbe negotiated between them to cover unionisahle employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Any other worker or any category of employees who are not union members\nby virtue of their faith or other reasons and wish to be covered or enjoy the\nbenefits achieved and accrued out of the CBA shall have to pay a service charge\nof 2% per month of their basic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.WAGES AND SALARIES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>The following increase shall apply on the current basic salary:-\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>Low income earners group\n\n        \u003Cp>(Those earning below Kshs. 15,000\u002F-)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Upper income earners\n\n        \u003Cp>(Those earning above 15,000\u002F-)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>First year 12% w.e.f. 1st Oct. 2012\n\n        \u003Cp>Second year 12% w.e.f. 1st Oct. 2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>First year 8% w.e.f. 1st Oct. 2012\n\n        \u003Cp>Second year 8% w.e.f. 1st Oct. 2013\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\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\">\u003Cp>The normal working week shall consist of 45 hours spread over six days in a\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) Over time shall be paid as follows, in respect of hours worked over\nthe\u003C\u002Fp>\n\n\u003Cp>above normal working hours per week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal day - one and half\u003C\u002Fp>\n\n\u003Cp>Rest day and gazetted public holidays – two times\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The basic hourly rate for any employee shall be calculated by the\nfollowing formula:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(Employee's basic salary per month x 12) \u002F 2340\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>a. After completion of each period of twelve (12) months of continuous\nservices, an employee shall be entitled to twenty Four (24) working days\nleave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The time of taking leave shall, whenever possible, be arranged mutually\nbetween the employer and employees. An employee intending to go on annual leave\nshall give 30 days’ notice in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Annual leave may be accumulated to a maximum of forty six (46) days on\ncompletion of 1½ years service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. An employee who fails to resume duty after leave without permission or\nsatisfactory reason will be regarded as being absent without permission and\nwill be liable to summary dismissal as provided for by Section 44(4) of the\nEmployment Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on authorized annual leave shall be entitled to\n3,500\u002F- (three thousand Five Hundred shillings) payable in advance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>7.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>a. Employees will be entitled to 30 days sick with full pay and further 20\ndays on half pay per annum subject to a registered medical practitioner's\ncertificate for approval.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. In case of actual continuous hospitalization, the sick leave will be\nextended to include individual's prorata leave due, subject to medical\nverification thereof. It will be at the management’s discretion to continue\nthe employment or terminate the same.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. An employee shall not be entitled to sick leave unless he produces a\nmedical certificate of incapacity covering the period of sick leave claimed;\nsigned by a company medical practitioner or a person acting on his behalf.\u003C\u002Fp>\n\n\u003Cp>d. An employee shall not be eligible for sick leave in respect of incapacity\ndue to gross neglect on his\u002Fher part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Time spent at the medical centre in excess of such time as may be\nreasonably required for treatment or certification will be considered as sick\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Ch3>8. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cp>a. An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the company be granted such leave up to his earned leave\nentitlement and the leave shall subsequently be set off against his\u002Fher annual\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. An employee may, in addition to leave provided in sub-paragraph (a) above\nbe granted 5 days compassionate leave without pay in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>a. Any employee who is guilty of an offence other than gross misconduct or\nother lawful cause for dismissal may be given a written warning which shall be\nentered in the employee's record and shall remain valid for period of twelve\n(12) months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. If within the twelve (12) months period the employee commits a similar\noffence which does not warrant dismissal he will be warned in writing and the\nwarning will be entered in his file.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. If within twelve months period the employee commits a further offence\nwhich does not warrant dismissal, he will be issued with a final letter of\nwarning which will make him liable to dismissal for any other offence he may\ncommit thereafter. A final letter or warning will remain valid for a period of\none year from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. An employee who has been warned once, twice or thrice and who completes a\nperiod of 365 days of service without a further fault shall have any warning(s)\nrecorded cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.TERMINATION OF SERVICES\u003C\u002Fh3>\n\n\u003Cp>a. After completion of satisfactory probationary period; service will he\nterminable by either party giving notice or pay in lieu thereof as outlined\nhereunder\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Employees with 1 to 10 completed years of service 1 month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Employees with over 10 completed years of service 2 months\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who has served the company for a minimum of ten continuous years\nand wishes to voluntarily resign from the company will be paid 7 days basic pay\nfor each completed year of service as gratuity. However, this does not\nprejudice the employer to summarily dismiss an employee for gross misconduct as\nprovided for by Section 44(4) of the Employment Act, 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>11.INJURY\u003C\u002Fh3>\n\n\u003Cp>In case of sustained injury while on normal duties, the provisions of the\nWork Injury Benefits Act 2007 shall apply\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>12.MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>The provisions of the Employment Act, 2007, shall apply. However, paternity\nleave shall cover the registered wife and the employee shall give 30 days prior\nnotice\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>13.RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cp>a. Retirement age shall be 55 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Any employee who is dismissed summarily for gross misconduct shall not be\nentitled to any benefits under this clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. An employee who qualifies for retirement shall be paid 17 (seventeen)\ndays pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.PAYMENT OF WAGES AND SALARIES\u003C\u002Fh3>\n\n\u003Cp>a. Salaries shall continue to be paid in arrears at the last day of the\nmonth\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Mid month advances shall be paid on the l 5th day of the month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. In case of need to extend normal pay day, employees need to be notified\nin advance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. All payments\u002Fdeductions will be made on the pay slips\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.PROBATION\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>A newly engaged employee shall serve a probation of three months. Either\nparty may terminate probation by giving 7 days notice in writing or by payment\nin lieu of such notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work for a period of not less than one\nmonth in a grade or occupation which the basic minimum wage is higher than the\nbasic wage normally earned by the employee, he shall be paid an acting\nallowance at a rate not less than the difference between that higher basic\nminimum wage and his\u002Fher basic wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>17.GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>The company shall observe all public holidays in the Republic of Kenya.\nAnnual leave may be extended by the number of public holidays as above that\nfall within the authorized leave period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Ch3>18.TRAINING\u003C\u002Fh3>\n\n\u003Cp>The Company shall grant leave of absence to Shopstewards\u002Fmembers with full\npay to attend seminar\u002Ftraining sponsored or through the union\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.CHECK-OFF SYSTEM\u003C\u002Fh3>\n\n\u003Cp>Check off system will continue to be operated by the company in accordance\nwith the provisions of the Labour relations Act, 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>20.PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>The company shall provide two (2) overalls\u002Fdust coats per year and shall\nprovide a bar of soap per month for washing them.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(a) Redundancy shall mean loss of employment, occupation, job or career by\ninvoluntary means at no fault of the employee, involving a 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 or\noccupation and loss of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The Union shall be informed one month in advance of the reasons and\nextent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) In the event of an employee being declared redundant, he\u002Fshall be\nentitled to:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Severance pay at the rate of Eighteen (18) days wages for every\ncompleted year of service based on the basic wages being earned at the time\u003C\u002Fp>\n\n\u003Cp>(ii) 1 (one) month notice or one month’s basic pay in lieu of notice, as\ndefined in the agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Pro-rata leave and leave allowance entitled in accordance with the\nagreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) In deciding which employee shall be declared redundant, the company\nwill assess the relative merits, ability and reliability of the affected\nemployees, but when these factors are equal, the discharge will be on the basis\nof seniority. Membership and non-membership of the Union will not be a\nfactor.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Ch3>22.NIGHT SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Payment will be made as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Heavy machines Kshs.300\u002F= per night.\u003C\u002Fp>\n\n\u003Cp>(ii) Plate making\u002FCTP numbering folding, polar and die cutting, 201 &\n313 machines Kshs. 150\u002F= per night.\u003C\u002Fp>\n\n\u003Cp>(iii) All other machines Kshs. 100\u002F= per night.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.SHIFT DIFFERENTIAL\u003C\u002Fh3>\n\n\u003Cp>The current provision shall continue to apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees not housed by the company shall be entitled to a housing allowance\nof' Three Thousand Five Hundred (3,500\u002F-). However, employees earning more than\nthree thousand as house allowance shall continue enjoying the same.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>25.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The provision of Section 34 of the Employers Act 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>An employee be suspended for a period of two weeks on half pay for purposes\nof investigation for disciplinary action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Where a vacancy exists in the company the Management will give due\nconsideration to the existing employees provided that those to be considered\nposses the relevant minimum qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>28.TRANSPORT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee may be required to work between 6.30p.m. and 9.30p.m such\nan employee will be paid Kshs. 150\u002F= for purposes of transport.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvoucherstype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight focus\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Ch3>29.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee travelling for duty from his appointed place of work will be\npaid as follows :-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast -100\u002F-\u003C\u002Fp>\n\n\u003Cp>Lunch -100\u002F-\u003C\u002Fp>\n\n\u003Cp>Dinner-200\u002F-\u003C\u002Fp>\n\n\u003Cp>Accommodation-500\u002F-\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.DEATH\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>When an employee dies while in service, an employer shall contribute\nKshs.50,000\u002F- towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31.CERTIFICATE OF EMPLOYMENT\u002FSERVICE\u003C\u002Fh3>\n\n\u003Cp>(a) Letters of confirmation to be issued to employees who have\nsatisfactorily completed their probation period indicating their duties,\ndesignationand other responsibilities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On termination, retirement or resignation a certificate of service shall\nbe issued to the concerned employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32. EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall come into operation from1st October 2010 and shall\nremain for a period of two years. Thereafter it shall be observed until\namended.\u003C\u002Fp>\n\n\u003Cp>Any party wishing to amend the agreement shall be required to give three\nmonths written notice giving details of the desired amendment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>MINIMUM BASIC RATES\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>TITLE\u003C\u002Ftd>\n      \u003Ctd>MINIMUM BASIC WAGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SM 74\u003C\u002Ftd>\n      \u003Ctd>35,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SM 52\u003C\u002Ftd>\n      \u003Ctd>30,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GTO 52\u003C\u002Ftd>\n      \u003Ctd>17,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MOE 5201*2\u003C\u002Ftd>\n      \u003Ctd>17,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>PLATE PROCESSOR\u003C\u002Ftd>\n      \u003Ctd>12,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>POLARS MICS\u003C\u002Ftd>\n      \u003Ctd>12,160.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GUILLOTIN M\u002FCS\u003C\u002Ftd>\n      \u003Ctd>12,160.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>COLLECTION M\u002FCS\u003C\u002Ftd>\n      \u003Ctd>12,160.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>STITCHING M\u002FCS\u003C\u002Ftd>\n      \u003Ctd>12,160.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>PERFORATION M\u002FCS\u003C\u002Ftd>\n      \u003Ctd>12,160.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GESTENER M\u002FC\u003C\u002Ftd>\n      \u003Ctd>12,160.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NUMBERING FOLDING, DIECUTTING M\u002FCS\u003C\u002Ftd>\n      \u003Ctd>11,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MEDIUM SIZE VEHICLE\u003C\u002Ftd>\n      \u003Ctd>11,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UNGRADED ARTISAN\u003C\u002Ftd>\n      \u003Ctd>12,160.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ARTISAN GRADE III\u003C\u002Ftd>\n      \u003Ctd>12,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ARTISAN GRADE II\u003C\u002Ftd>\n      \u003Ctd>13,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ARTISAN GRADE I\u003C\u002Ftd>\n      \u003Ctd>15,500.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………..…………………………..\u003C\u002Fp>\n\n\u003Cp>DIRECTORGENERAL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………..…………………………..\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARYDEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARYSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>A.O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER, FKE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS ………………….. 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",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"pensionfund":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":72,"childcare":76,"wageincreasetype2":80,"STRUCINCR_trigger":82,"funeralpay":84,"MEALALL_trigger":88,"contracttrialperiod":92,"maxsicknesspayperc":96,"wageincreasetype":98,"mealvouchersamount":100,"commutingallowancetype":102,"OVERTIME_trigger":106,"holidaysdays":110,"jobclassifaction1":114,"healthcareaccess":116,"shiftallowancetype":120,"healthinsurance":124,"COMMUTE_trigger":126,"SUNDAY_trigger":128,"ANNLEAVE_trigger":130,"sundayallowancetype":134,"healthandsafetypolicy":136,"overtimeallowanceperc1":140,"mealvoucherstype1":142,"hourspweek":144,"contracttrial":146,"schedulesrestpw":148,"commutingallowanceamount1":150,"dayspweek_select":152,"annleaveallowancetype":154,"paidmaternityleaveall":156,"SCHEDULE_trigger":158,"paidpaternityleave":160,"sicknesspay":162,"sicknessmaxdaysnr":164,"NOCTPREM_trigger":166,"shiftallowanceamount1":168,"sundayallowanceperc1":170,"LOWWAGE_trigger":172,"annleaveallowanceamount1":174,"sicknessmaxdays":176,"contractseverancepay1":178,"bankholidays1":182,"overtimeallowancetype":186,"overtimeallowancetypeperiod":188,"trainingprogrammes":190,"paidmaternityleave":194,"contractseverancepay":196,"PAIDLEAV_trigger":198,"paidpaternityleaveduration":200,"jobsecuritymothers":202},{"bindId":45,"name":46,"text":47},"disabilitypay","11.INJURY In case of sustained injury wh","11.INJURY\n\nIn case of sustained injury while on normal duties, the provisions of the\nWork Injury Benefits Act 2007 shall apply",{"bindId":49,"name":50,"text":51},"lowwageamount","MINIMUM BASIC RATES TITLE MINIMUM BASIC ","MINIMUM BASIC RATES\n\n\n  \n  \n  \n  \n    \n      TITLE\n      MINIMUM BASIC WAGE\n    \n    \n      SM 74\n      35,000.00\n    \n    \n      SM 52\n      30,000.00\n    \n    \n      GTO 52\n      17,000.00\n    \n    \n      MOE 5201*2\n      17,000.00\n    \n    \n      PLATE PROCESSOR\n      12,000.00\n    \n    \n      POLARS MICS\n      12,160.00\n    \n    \n      GUILLOTIN M\u002FCS\n      12,160.00\n    \n    \n      COLLECTION M\u002FCS\n      12,160.00\n    \n    \n      STITCHING M\u002FCS\n      12,160.00\n    \n    \n      PERFORATION M\u002FCS\n      12,160.00\n    \n    \n      GESTENER M\u002FC\n      12,160.00\n    \n    \n      NUMBERING FOLDING, DIECUTTING M\u002FCS\n      11,500.00\n    \n    \n      MEDIUM SIZE VEHICLE\n      11,500.00\n    \n    \n      UNGRADED ARTISAN\n      12,160.00\n    \n    \n      ARTISAN GRADE III\n      12,000.00\n    \n    \n      ARTISAN GRADE II\n      13,000.00\n    \n    \n      ARTISAN GRADE I\n      15,500.00",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","12.MATERNITY LEAVE\u002FPATERNITY LEAVE The p","12.MATERNITY LEAVE\u002FPATERNITY LEAVE\n\nThe provisions of the Employment Act, 2007, shall apply. However, paternity\nleave shall cover the registered wife and the employee shall give 30 days prior\nnotice",{"bindId":57,"name":58,"text":59},"maxsicknesspay","7.SICK LEAVE a. Employees will be entitl","7.SICK LEAVE\n\na. Employees will be entitled to 30 days sick with full pay and further 20\ndays on half pay per annum subject to a registered medical practitioner's\ncertificate for approval.\n\n\n\nb. In case of actual continuous hospitalization, the sick leave will be\nextended to include individual's prorata leave due, subject to medical\nverification thereof. It will be at the management’s discretion to continue\nthe employment or terminate the same.\n\n\n\nc. An employee shall not be entitled to sick leave unless he produces a\nmedical certificate of incapacity covering the period of sick leave claimed;\nsigned by a company medical practitioner or a person acting on his behalf.\n\nd. An employee shall not be eligible for sick leave in respect of incapacity\ndue to gross neglect on his\u002Fher part.\n\n\n\nc. Time spent at the medical centre in excess of such time as may be\nreasonably required for treatment or certification will be considered as sick\nleave.",{"bindId":61,"name":62,"text":63},"pensionfund","13.RETIREMENT BENEFITS a. Retirement age","13.RETIREMENT BENEFITS\n\na. Retirement age shall be 55 years\n\n\n\nb. Any employee who is dismissed summarily for gross misconduct shall not be\nentitled to any benefits under this clause.\n\n\n\nc. An employee who qualifies for retirement shall be paid 17 (seventeen)\ndays pay for each completed year of service.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","The following increase shall apply on th","The following increase shall apply on the current basic salary:-\n\n\n  \n  \n  \n  \n    \n      Low income earners group\n\n        (Those earning below Kshs. 15,000\u002F-)\n      \n      Upper income earners\n\n        (Those earning above 15,000\u002F-)\n      \n    \n    \n      First year 12% w.e.f. 1st Oct. 2012\n\n        Second year 12% w.e.f. 1st Oct. 2013\n      \n      First year 8% w.e.f. 1st Oct. 2012\n\n        Second year 8% w.e.f. 1st Oct. 2013",{"bindId":69,"name":70,"text":71},"dayspweek","The normal working week shall consist of","The normal working week shall consist of 45 hours spread over six days in a\nweek.",{"bindId":73,"name":74,"text":75},"hourspweek_select","3.HOURS OF WORK The normal working week ","3.HOURS OF WORK\n\nThe normal working week shall consist of 45 hours spread over six days in a\nweek.",{"bindId":77,"name":78,"text":79},"childcare","8. COMPASSIONATE LEAVE a. An employee de","8. COMPASSIONATE LEAVE\n\na. An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the company be granted such leave up to his earned leave\nentitlement and the leave shall subsequently be set off against his\u002Fher annual\nleave.\n\n\n\nb. An employee may, in addition to leave provided in sub-paragraph (a) above\nbe granted 5 days compassionate leave without pay in any one year.",{"bindId":81,"name":66,"text":67},"wageincreasetype2",{"bindId":83,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":85,"name":86,"text":87},"funeralpay","When an employee dies while in service, ","When an employee dies while in service, an employer shall contribute\nKshs.50,000\u002F- towards funeral expenses.",{"bindId":89,"name":90,"text":91},"MEALALL_trigger","29.SAFARI ALLOWANCE An employee travelli","29.SAFARI ALLOWANCE\n\nAn employee travelling for duty from his appointed place of work will be\npaid as follows :-\n\n\n\nBreakfast -100\u002F-\n\nLunch -100\u002F-\n\nDinner-200\u002F-\n\nAccommodation-500\u002F-",{"bindId":93,"name":94,"text":95},"contracttrialperiod","A newly engaged employee shall serve a p","A newly engaged employee shall serve a probation of three months. Either\nparty may terminate probation by giving 7 days notice in writing or by payment\nin lieu of such notice.",{"bindId":97,"name":58,"text":59},"maxsicknesspayperc",{"bindId":99,"name":66,"text":67},"wageincreasetype",{"bindId":101,"name":90,"text":91},"mealvouchersamount",{"bindId":103,"name":104,"text":105},"commutingallowancetype","28.TRANSPORT ALLOWANCE Where an employee","28.TRANSPORT ALLOWANCE\n\nWhere an employee may be required to work between 6.30p.m. and 9.30p.m such\nan employee will be paid Kshs. 150\u002F= for purposes of transport.",{"bindId":107,"name":108,"text":109},"OVERTIME_trigger","(a) Over time shall be paid as follows, ","(a) Over time shall be paid as follows, in respect of hours worked over\nthe\n\nabove normal working hours per week\n\n\n\nNormal day - one and half\n\nRest day and gazetted public holidays – two times\n\n\n\n(b) The basic hourly rate for any employee shall be calculated by the\nfollowing formula:-\n\n\n\n(Employee's basic salary per month x 12) \u002F 2340",{"bindId":111,"name":112,"text":113},"holidaysdays","a. After completion of each period of tw","a. After completion of each period of twelve (12) months of continuous\nservices, an employee shall be entitled to twenty Four (24) working days\nleave\n\n\n\nb. The time of taking leave shall, whenever possible, be arranged mutually\nbetween the employer and employees. An employee intending to go on annual leave\nshall give 30 days’ notice in advance.\n\n\n\nc. Annual leave may be accumulated to a maximum of forty six (46) days on\ncompletion of 1½ years service\n\n\n\nd. An employee who fails to resume duty after leave without permission or\nsatisfactory reason will be regarded as being absent without permission and\nwill be liable to summary dismissal as provided for by Section 44(4) of the\nEmployment Act, 2007.",{"bindId":115,"name":50,"text":51},"jobclassifaction1",{"bindId":117,"name":118,"text":119},"healthcareaccess","25.MEDICAL TREATMENT The provision of Se","25.MEDICAL TREATMENT\n\nThe provision of Section 34 of the Employers Act 2007 shall apply.",{"bindId":121,"name":122,"text":123},"shiftallowancetype","22.NIGHT SHIFT ALLOWANCE Payment will be","22.NIGHT SHIFT ALLOWANCE\n\nPayment will be made as follows:-\n\n\n\n(i) Heavy machines Kshs.300\u002F= per night.\n\n(ii) Plate making\u002FCTP numbering folding, polar and die cutting, 201 &\n313 machines Kshs. 150\u002F= per night.\n\n(iii) All other machines Kshs. 100\u002F= per night.",{"bindId":125,"name":118,"text":119},"healthinsurance",{"bindId":127,"name":104,"text":105},"COMMUTE_trigger",{"bindId":129,"name":108,"text":109},"SUNDAY_trigger",{"bindId":131,"name":132,"text":133},"ANNLEAVE_trigger","An employee proceeding on authorized ann","An employee proceeding on authorized annual leave shall be entitled to\n3,500\u002F- (three thousand Five Hundred shillings) payable in advance.",{"bindId":135,"name":108,"text":109},"sundayallowancetype",{"bindId":137,"name":138,"text":139},"healthandsafetypolicy","20.PROTECTIVE CLOTHING The company shall","20.PROTECTIVE CLOTHING\n\nThe company shall provide two (2) overalls\u002Fdust coats per year and shall\nprovide a bar of soap per month for washing them.",{"bindId":141,"name":108,"text":109},"overtimeallowanceperc1",{"bindId":143,"name":90,"text":91},"mealvoucherstype1",{"bindId":145,"name":74,"text":75},"hourspweek",{"bindId":147,"name":94,"text":95},"contracttrial",{"bindId":149,"name":70,"text":71},"schedulesrestpw",{"bindId":151,"name":104,"text":105},"commutingallowanceamount1",{"bindId":153,"name":70,"text":71},"dayspweek_select",{"bindId":155,"name":132,"text":133},"annleaveallowancetype",{"bindId":157,"name":54,"text":55},"paidmaternityleaveall",{"bindId":159,"name":70,"text":71},"SCHEDULE_trigger",{"bindId":161,"name":54,"text":55},"paidpaternityleave",{"bindId":163,"name":58,"text":59},"sicknesspay",{"bindId":165,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":167,"name":122,"text":123},"NOCTPREM_trigger",{"bindId":169,"name":122,"text":123},"shiftallowanceamount1",{"bindId":171,"name":108,"text":109},"sundayallowanceperc1",{"bindId":173,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":175,"name":132,"text":133},"annleaveallowanceamount1",{"bindId":177,"name":58,"text":59},"sicknessmaxdays",{"bindId":179,"name":180,"text":181},"contractseverancepay1","(a) Redundancy shall mean loss of employ","(a) Redundancy shall mean loss of employment, occupation, job or career by\ninvoluntary means at no fault of the employee, involving a 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 or\noccupation and loss of employment.\n\n\n\n(b) The Union shall be informed one month in advance of the reasons and\nextent of the intended redundancy.\n\n\n\n(c) In the event of an employee being declared redundant, he\u002Fshall be\nentitled to:\n\n\n\n(i) Severance pay at the rate of Eighteen (18) days wages for every\ncompleted year of service based on the basic wages being earned at the time\n\n(ii) 1 (one) month notice or one month’s basic pay in lieu of notice, as\ndefined in the agreement\n\n\n\n(iii) Pro-rata leave and leave allowance entitled in accordance with the\nagreement\n\n\n\n(iv) In deciding which employee shall be declared redundant, the company\nwill assess the relative merits, ability and reliability of the affected\nemployees, but when these factors are equal, the discharge will be on the basis\nof seniority. Membership and non-membership of the Union will not be a\nfactor.",{"bindId":183,"name":184,"text":185},"bankholidays1","17.GAZETTED PUBLIC HOLIDAYS The company ","17.GAZETTED PUBLIC HOLIDAYS\n\nThe company shall observe all public holidays in the Republic of Kenya.\nAnnual leave may be extended by the number of public holidays as above that\nfall within the authorized leave period.",{"bindId":187,"name":108,"text":109},"overtimeallowancetype",{"bindId":189,"name":108,"text":109},"overtimeallowancetypeperiod",{"bindId":191,"name":192,"text":193},"trainingprogrammes","18.TRAINING The Company shall grant leav","18.TRAINING\n\nThe Company shall grant leave of absence to Shopstewards\u002Fmembers with full\npay to attend seminar\u002Ftraining sponsored or through the union",{"bindId":195,"name":54,"text":55},"paidmaternityleave",{"bindId":197,"name":180,"text":181},"contractseverancepay",{"bindId":199,"name":112,"text":113},"PAIDLEAV_trigger",{"bindId":201,"name":54,"text":55},"paidpaternityleaveduration",{"bindId":203,"name":54,"text":55},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Smart Printers Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-09-30\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, Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other printing, Manufacture of paper and paper products\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                        Smart Printers 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 Printing, Publishing, Paper Manufacturers and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 50 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: → \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: → Yes\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            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → \u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 1 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: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, 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), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March)\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: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2012-10\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 300.0 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 3500.0\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                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 150.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 100.0 per meal\n            \u003C\u002Fdiv>\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",[209],{"title":37,"slug":33},[211],{"type":212,"data":213},"call_to_action_body_block",{"title":214,"description":215,"variant":216,"link":217},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":214,"url":218,"description":214,"rel":219,"type":220},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[222],{"type":212,"data":223},{"title":214,"description":215,"variant":216,"link":224},{"title":214,"url":218,"description":214,"rel":219,"type":220},[]]