[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-sports-clubs-group-of-f-k-e-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-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":173,"content_type_view":174,"extra_breadcrumbs":175,"body":177,"body_blocks":188,"related_pages":192},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":171,"translations":172},{"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-sports-clubs-group-of-f-k-e-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-","3bfcac94-1c06-11e5-bb45-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-sports-clubs-group-of-f-k-e-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002Fmemorandum-of-agreement-between-sports-clubs-group-of-f-k-e-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002F","Memorandum of Agreement between Sports Clubs Group of F.K.E. and Kenya Union of Domestic, Hotels, Educational Institutions, Hospitals and Allied Workers - 2015","KEN Sports Clubs Group - 2015","Kenya - KEN Sports Clubs Group - 2015","KEN Sports Clubs Group - 2015 - Entertainment, culture, sports",{"name":41,"data":42},"SPORTS CLUB GROUP CBA - 2015.html","\n              \n              \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 SPORTS CLUBS GROUP OF F.K.E. AND KENYA\nUNION OF DOMESTIC, HOTELS, EDUCATIONAL INSTITUTIONS, HOSPITALS AND ALLIED\nWORKERS \u003C\u002Fh1>\n\n\u003Cp>______________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF WAGES AND OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the Recognition Agreement between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No employee already in the service of any Club shall receive terms and\nconditions of service subsequent to the signing of this Agreement less\nfavourable than the terms and conditions of his\u002Fher service at that date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOTE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. (a) This Agreement has been reached taking the current individual basic\nminimum wages contained in each group as basic minimum salary\u002Fwages for newly\nemployed employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Notwithstanding wages laid down in this Agreement, the Group will abide\nby any general order in a case where it may be necessary to adjust wages\naccordingly whenever it comes into effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. BASIC MONTHLY MINIMUM WAGES:\u003C\u002Fh2>\n\n\u003Cp>(a) The basic monthly minimum wages for employees shall be those laid down\nin this Agreement, with a mid-monthly advance not exceeding half of the\nemployee's salary\u002Fwages and shall be paid to any employee who wishes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any employee who uses motorized grass cutting equipment (grader, push\nspiking machine, heavy and medium rollers and manual \u002Fpush lawn mowers) will in\naddition to his basic wages be granted an allowance of Kshs.700.00 per\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. GENERAL INCREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>An employee, who was in the service of the employer on 31st December, 2014\nwill receive a wage increase of 9% with effect from 1st January, 2015.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2016\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee, who will be in the service of the employer on 31st December,\n2015 will receive a further wage increase of 9% with effect from 1st January,\n2016. The above increment will be on top of individual's current salary\napplicable at that time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. EMPLOYER MAY PAY HIGHER WAGES:\u003C\u002Fh2>\n\n\u003Cp>Wage rates shall be as negotiated and agreed upon between the Union and the\nEmployers. However, the employer shall be at liberty to pay higher rates(s) to\nany individual employee(s) at his absolute discretion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART II - OTHER TERMS AND CONDITIONS OF SERVICE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. HOURS OF WORK:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working week shall consist of 50 hours for indoor staff and 46\nhours for the outdoor staff spread over 6 days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. OVERTIME:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime shall be payable for hours worked in excess of the normal hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(a) For hours worked on normal working days at double the normal hourly rate\nor time off on another working day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b) For hours worked on normal rest days and Gazetted Public Holidays at\ntwice the normal hourly rate or time off on another working day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) For the purpose of calculating payment of overtime the normal hourly\nrate shall be taken as one hundred and ninety nine (1\u002F199) of an employee's\nmonthly basic wage (outdoor staff).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) For the purpose of calculating payment of overtime for the indoor staff\nthe normal hourly rate shall be taken as (1\u002F217th) of an employee's monthly\nbasic wage (indoor staff).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>After completion of each period of 12 months' consecutive service with the\nemployer, an employee shall be entitled to annual leave covering a period of 28\nworking days with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. LEAVE TRAVELLING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(a) When proceeding on annual leave, an employee shall be entitled to Kshs.\n3,950\u002F= leave travelling allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where annual leave is accumulated, leave travelling allowance shall be\naccumulated as well.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desirous of taking leave on compassionate grounds shall be\ngranted five (5) days with full pay in any one year. (For purposes of\ncompassionate leave, it will refer to father, mother, spouse and own\nchildren).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Every employee who is not provided with free housing accommodation by his\nemployer shall be entitled, in addition to the basic monthly wage to a housing\nallowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>1\u002F1\u002F2016\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a \n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Nairobi, Mombasa and \n\n        \u003Cp>Kisumu Citie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Shs6,300\u002F=\u003C\u002Ftd>\n      \u003Ctd>Shs6,600\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Municipalities of:\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Nakuru, Eldoret,\u003C\u002Fp>\n\n        \u003Cp>Kitale, Kakamega, Embu,\u003C\u002Fp>\n\n        \u003Cp>Meru, Thika, Nyeri, Kericho,\u003C\u002Fp>\n\n        \u003Cp>Kisii, Nanyuki, Nyahururu,\u003C\u002Fp>\n\n        \u003Cp>Machakos, Malindi and Town\u003C\u002Fp>\n\n        \u003Cp>Council of Naivasha, Muranga,\u003C\u002Fp>\n\n        \u003Cp>Kiambu, Limuru, Mamburui andShs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>Other areas\u003C\u002Ftd>\n      \u003Ctd>Shs.4,550\u002F=\u003C\u002Ftd>\n      \u003Ctd>4,850\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">In cases where two employees share one room for\n        accommodation, a house allowance equal to half of the monthly house\n        allowance shall be given\u002Fpaid to each employee every month.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>After the probationary period, employees shall be entitled to sick leave\nwith pay in any period of 12 months consecutive service according to length of\nservice as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>(a) An employee with 5 years' service or less:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(i) The first 30 days with full pay and\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Thereafter the next 30 days with half pay\u003C\u002Fp>\n\n\u003Cp>(iii) Thereafter the next 15 days without pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee with over 5 - 10 years' service:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first 40 days with full pay, and\u003C\u002Fp>\n\n\u003Cp>(ii) The next 30 days with half pay\u003C\u002Fp>\n\n\u003Cp>(iii) Thereafter the next 30 days without pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee with over 10 or more years' service:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first 60 days with full pay and\u003C\u002Fp>\n\n\u003Cp>(ii) The next 60 days with half pay.\u003C\u002Fp>\n\n\u003Cp>(iii) The next 30 days without pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) Thereafter, the employer may retire an employee on medical grounds on\nrecommendation by a qualified medical practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee shall not be entitled to the payment (referred to in\nparagraphs (a), (b) and (c) of this clause unless he produced to the employer a\ncertificate of incapacity covering the period of sick leave claimed, signed by\na duly qualified medical practitioner or a person acting on such practitioner's\nbehalf in charge of a dispensary of Medical Aid Centre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) An employee shall not be eligible to sick leave under this clause in\nrespect of any incapacity due to gross negligence on his part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. MATERNITY LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) Female employees shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her annual leave for that year, but shall be\npaid her leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Child-birth in respect of female employees shall not be deemed to be\nsickness as provided for under clause 7 of Part II of this Agreement and the\nemployer shall not be required to meet medical costs incurred thereon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(c) A female employee who takes maternity leave shall not incur any loss of\nprivilege during such period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Where a replacement is engaged for the purpose of replacing a female\nemployee who has gone on maternity leave, such engagement shall be of a\ntemporary nature only and the service of the replacement will be terminated\nautomatically on the return of the full-time employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(e) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. MEDICAL TREATMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) Employees covered by this Agreement shall be provided with medical\ntreatment in the manner prescribed by the Employment Act (Medical Treatment)\nRules (1977) as may be amended from time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In case of emergency, an employee may attend and receive treatment at a\npublic hospital\u002Fdispensary approved by the employer and shall meet all expenses\nincurred.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. UNIFORMS:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetypolicy\">\u003Cp>All permanent staff will be provided with uniforms subject to the following\nconditions:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Such uniforms shall remain the property of the employer and may only be\nworn by the employee when on duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Uniforms for indoor staff will be laundered by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An issue of soap of not less than one bar per month will be provided to\noutdoor staff who will be responsible for the cleanliness of their own\nuniforms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) All staff will have two uniforms to allow for a change during\nlaundering.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Uniforms to be replaced as necessary but in any event not less than two\npairs each year. Where the employer fails to provide uniforms and an employee\nuses his personal clothes while on duty, the employee will be entitled to cash\ncompensation in lieu of uniforms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Gum-boots will be provided to all outdoor staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) Shirts and ties will be provided where necessary and in accordance with\nthe type of uniform issued.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(h) Shoes will be provided to indoor staff. The type of shoes to be provided\nwill be discussed between the Management and works Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Shoes that become unserviceable will be replaced when necessary and in\nany event will be provided every year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Notwithstanding anything above no employee shall be provided with less\nthan what was the practice before this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. CASUAL EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>The employer shall employ workers on casual basis for a period not exceeding\none continuous month. The mode of payment shall either be daily, weekly or\nfortnightly or as agreed by the parties concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. ACTING APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>Where an employee is to work in full acting capacity for a period of not\nless than fifteen (15) days in an occupation or grade for which the basic\nminimum wage is higher than the basic wage he normally earns he shall be paid\nacting allowance which shall not be less than the difference between such\nhigher basic minimum wage and his normal basic wage. The acting appointment\nwill be confirmed in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. GAZETTED PUBLIC HOLIDAYS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(a) Employees will be granted leave with full pay on all gazetted Public\nHolidays, provided that they do not absent themselves from work without\npermission on the preceding day and subject to their reporting to duty on the\nday following the gazetted public holiday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is required to work on Public Holiday, he will be\ncompensated with one day in lieu of his public day or be paid at twice his\nbasic hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. WEEKLY REST DAYS:\u003C\u002Fh2>\n\n\u003Cp>An employee shall be entitled to one rest day in every period of seven\ndays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employer and an employee may, by mutual consent, agree to the\ndeferment of the employee's rest days in alternate weeks; up to a maximum of 14\ndays may be accumulated under this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The days accumulated in accordance with paragraph (a) will be taken at\none time as leave with full pay, in addition to annual leave provided for in\nclause 3 of part II of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee's rest days are deferred in accordance with paragraph\n(a) of this clause such employee's working hours shall not exceed 58 hours in\nany week for indoor staff and 53 hours for outdoor staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee's day-off falls on a Gazetted Public Holiday and the\nemployee does not work on that day his\u002Fher rest day shall be deemed to have\nbeen deferred. If however, he works on his rest day which falls on a Gazetted\nPublic Holiday he will be compensated with 2 days (i.e. public holiday and his\nrest day) or be paid double his normal rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. ENGAGEMENT, PROBATION AND APPOINTMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) All persons engaged by an employer shall be on probation in the first\ninstance. The probationary period shall not exceed two months duration except\nfor an employee who has been employed by any sports club recognized by the\nGroup or the particular employer for at least one month whose probationary\nperiod shall be one month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) During the probationary period employment may be terminated by either\nparty by giving 30 days' notice or wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) On engagement, an employee shall be given two copies of a letter of\nappointment, of which he shall sign the original and return it to the employer.\nThe letter shall indicate clearly the job and wages offered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) On successful completion of the probationary period, an employee shall\nautomatically be confirmed in his appointment and shall be placed on monthly\nterms of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) The employer shall, at all times, reserve the right to require an\nemployee to submit himself for medical examination. Such an examination shall\nbe at the expense of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. WARNING PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning which shall be entered\nin the employee's employment record and shall remain valid for a period of nine\nmonths from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first and second warning(s) will be recorded in the employee's file\nand copied to the Shopsteward and the Union office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The third and final warning shall be copied to both Shopsteward and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If the employee has had ten (10) years or more of service with the same\nemployer and calling for a fourth warning within 270 working days of the third\nwarning then the employer shall be entitled to terminate the services of such\nan employee in accordance with Clause 17 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) If an employee with less than 10 years continuous service with an\nemployer commits a fourth offence within 270 working days from the date of the\nthird warning, such employee shall be liable to termination as per clause 17 of\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) If an employee completes 270 working days from the date of the last\nwarning without any further offence any warning(s) recorded on his file shall\nbe cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) All warnings issued shall be subject to written appeal by the employee\nwithin 7 days of the date of the warning. The management will respond within 14\nworking days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. TERMINATION OF EMPLOYMENT:\u003C\u002Fh2>\n\n\u003Cp>(a) After the completion of the probationary period employment shall be\nterminable by either party by giving written notice or by the payment of wages\nin lieu of notice as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) For employees with up to 5 years' continuous service - two months' notice\nor pay in lieu.\u003C\u002Fp>\n\n\u003Cp>ii) For employees with over 5 years' continuous service - three months'\nnotice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) For employees with 10 years but less than 20 years -Five (5) months'\nnotice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv) For employees with 20 and above years service - six (6) months' notice\nor pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v) Where the employee's services are terminated before the completion of one\nmonth he\u002Fshe shall be paid house allowance on pro-rata basis according to the\nnumber of days worked in that month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Nothing in this clause shall prejudice the right of either party to\nterminate employment summarily for a lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) On termination of services, or summary dismissal, reasons shall be given\nin writing to the employee with copies to the Shopsteward and the Union\noffices.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. CERTIFICATE OF SERVICE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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 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 the\ncharacter or 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>In the event of redundancy, the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Union shall be informed in writing at least one month in advance of\nthe reasons for and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The principle of \"LAST IN, FIRST OUT\" shall be adopted in the particular\ncategory of employees affected, subject to all other factors such as skill,\nmerit, ability, and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The redundant employee shall be entitled to the appropriate period of\nnotice or pay in lieu of and other terminal benefits covered by his\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d)In the event of change in Management of an establishment the incoming\nManagement undertakes to continue the employment of employees with full\nbenefits of the past service. In such case employees shall not be deemed to be\nor, falling under the definition of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Management means Management committee or Board.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(f) The redundant employee shall be entitled to severance pay at the rate of\n30 days' wage for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) The notices shall be given\u002Fissued to the employees according to clause\n17 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. RETIREMENT BENEFITS:\u003C\u002Fh2>\n\n\u003Cp>(a) An employee who has attained the age of 55 years may retire or be\nretired. Employees may also opt to retire voluntarily on attainment of 50\nyears. On retirement, an employee who has been in the service of the same\nemployer shall, be entitled to be paid by his employer retirement benefits in\naddition to the sum due from the N.S.S.F.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) On retirement the employee shall be entitled to be paid by his\u002Fher\nemployer retirement benefits at the rate of 30 days' salary for each completed\nyear of service at the rate of pay applicable at the date of retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Alternatively, if an employee is a member of a registered retirement benefit\nscheme run by the employer, the employer may accrue his\u002Fher retirement benefits\nin the employee’s account as employer’s contribution in the scheme at the\nrate applicable depending on the length of service with the employer (paragraph\nb and d).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On retirement\u002Ftermination\u002Fresignation the employee will access his or her\nretirement benefits in accordance with the Retirement Benefits Authority Act,\nthe Retirement Benefits Authority Rules and Regulations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) In absence of any official record, proof of an employee's age shall be\nevidenced by a certificate issued for that purpose by duly qualified medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) If an employee's services are terminated for reasons other than gross\nmisconduct before attaining the appropriate retirement age, he shall be\nentitled to gratuity equal to 24 days pay for each completed year of service as\nprovided for in paragraphs (b) and (c) of this clause. Gratuity shall also be\npaid in cases of resignation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that an employee who is terminated or resigns after completion of\n15 years service will be entitled to thirty (30) days pay for each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) In all cases of retirement whether upon attaining retirement age or on\nmedical grounds, the employee's service shall be terminated as per the\nprovisions of clause 17 of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>Whenever any vacancies for promotion shall fall within the Club, these will\nbe posted on the notice board and as far as possible preference will be given\nto any suitable employee(s) in service for such promotion. But selection will\nbe done at the discretion of the Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. CHECK-OFF\u003C\u002Fh2>\n\n\u003Cp>a) The employer shall deduct Union subscription monthly from the wages of\nthose employees who are members of the Union. The subscriptions so deducted by\nthe employer shall be paid direct to a Bank Account nominated by the Union not\nlater than the tenth days of the month immediately following that in which\ndeductions have been made subject to such regulations as may be made by the\nMinister for Labour from time to time.\u003C\u002Fp>\n\n\u003Cp>b) No employee shall revoke the check-off unless he\u002Fshe has resigned his\u002Fher\nmembership from the Union in writing. It is also agreed that the employer will\nencourage new appointees in all groups to become Union members by sending out\nUnion forms with appointment letters.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. DEATH OF AN EMPLOYEE WHILE IN SERVICE\u002FEMPLOYMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a) If an employee is killed or dies while in employment or service the\nemployer shall at his expense provide a coffin and transport to the deceased as\nwell as his\u002Fher belongings to his\u002Fher place of burial\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Where the employment of an employee is terminated by death of an\nemployee, the employer shall pay gratuity to the family of the deceased at the\nrate of 30 (thirty) days for each completed year of service at the rate\napplicable at the time of death.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>With effect from the implementation of this agreement (1st January, 2003)\nall employees who are in the service of the Sports Club and who have completed\n5 years or more will get a one off payment as long service award as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) 5 years-Kshs.3,400\u002F=\u003C\u002Fp>\n\n\u003Cp>ii) 10 years-Kshs.3,900\u002F=\u003C\u002Fp>\n\n\u003Cp>iii) 15 years-Kshs.4,800\u002F=\u003C\u002Fp>\n\n\u003Cp>iv) 20 years-Kshs.5,900\u002F=\u003C\u002Fp>\n\n\u003Cp>v) 25 years-Kshs.6,900\u002F=\u003C\u002Fp>\n\n\u003Cp>vi) 30 years & Over-Kshs.8,900\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where this payment exists, then such establishment will continue with the\nsame system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. EMPLOYEES COMMUNICATION\u003C\u002Fh2>\n\n\u003Cp>An employer’s written communication to an employee concerning the terms\nand conditions of employment should be delivered to or collected by the\nemployee, who should sign an accompanying delivery book to acknowledge receipt\nthereof and the date of delivery or collection should be recorded in such\ndelivery book.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. SUSPENSION\u002FINTERDICTION\u003C\u002Fh2>\n\n\u003Cp>The employer reserves the right to suspend an employee from employment with\nfull pay up to a maximum of 15 days pending investigating into alleged gross\nmisconduct or other offences, then he\u002Fshe shall be summarily dismissed or\nterminated with effect from the date of the employers decision upon completion\nof the investigations. Should the employee be found guilty of gross misconduct\nor other offences, then he\u002Fshe shall be summarily dismissed or terminated with\neffect from the date of the employer's decision upon completion of the\ninvestigations. Should the employee be found innocent of gross misconduct or\nother offences, then he\u002Fshe shall be reinstated forthwith.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the employee's case is under investigation by the police or is pending\nbefore a criminal court, the employee's suspension shall be extended without\npay until the result of the police investigation or court action is known.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. NIGHT TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>a) Where there is no public transport between the hours of 7:00 p.m. and\n7:00 a.m. then the employer will provide transport so that employees reach\ntheir respective places of accommodation\u002Fwork with safety after night work and\nin the early morning for the start of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Where there is existing transport arrangements provided by the employers\nthis will continue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Where an establishment fails to provide transport as per the contents of\nthis clause, compensation will be payable to affected employee as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Between 7:00 p.m. and 9:00 p.m.........Kshs. 550\u002F=\u003C\u002Fp>\n\n\u003Cp>After 9:00 p.m.........................................Kshs. 700\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such compensation will be by way of reimbursement and will be agreed upon by\nthe employer and the works committee or where there is no works committee in a\nparticular establishment, the local Union representative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Employee will be entitled to payment of Commuter Allowance in\nestablishments that have introduced it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. PAID EDUCATIONAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>Upon the request of an employee for educational\u002Ftraining leave, the employer\nmay allow such employee to proceed to a recognised educational institution for\ntraining and grant such leave with full pay as is necessary. Such leave not to\nbe unreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. NATIONAL SOCIAL SECURITY FUND\u003C\u002Fh2>\n\n\u003Cp>When an employer receives dockets from N.S.S.F. he shall be responsible for\nissuing them to the employees concerned without delay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who obtains written approval from the Management to us his\u002Fher\ntools shall be paid Tools Allowance equivalent to 25% of the employees’ daily\nrate of pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31. SERVICE CHARGE\u003C\u002Fh2>\n\n\u003Cp>(a) The employer may operate a service charge on accommodation, food,\nbeverages and any other services where a charge is levied whether they are paid\nby cash or credit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The percentages levied for service charge shall vary between 6-10% as\nper the ability of each establishment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The money collected through service charge shall be distributed equally\nto all unionisable employees (with exception of management) on terms to be\nagreed by the Works Committee of an individual establishment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The employer will retain 10% of the amount collected for administration\npurposes. The balance 90% being distributed as per sub-clause c.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32. AGENCY FEE\u003C\u002Fh2>\n\n\u003Cp>The provisions of Section 49 of the labour Relations Act, 2007 shall\napply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33. PART III - EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall supersede all previous agreements between the parties\nand shall be effective from 1st January, 2015 and thereafter it shall remain in\nforce for a period of two years. After the expiry date, the agreement shall\ncontinue in operation until such time as either party, by giving three months\nwritten notice shall signify their wish to amend.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE GROUP:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................................................\u003C\u002Fp>\n\n\u003Cp>DR. ADRIEL KABAARA\u003C\u002Fp>\n\n\u003Cp>VET LAB SPORTS CLUB\u003C\u002Fp>\n\n\u003Cp>..............................................................................\u003C\u002Fp>\n\n\u003Cp>GEORGE MULLEH\u003C\u002Fp>\n\n\u003Cp>LIMURU COUNTRY CLUB\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................................................\u003C\u002Fp>\n\n\u003Cp>BEATRICE ABIGAEL WANJIKU\u003C\u002Fp>\n\n\u003Cp>UNITED KENYA CLUB\u003C\u002Fp>\n\n\u003Cp>.........................................................................\u003C\u002Fp>\n\n\u003Cp>AQUINAS MUNG’ATIA\u003C\u002Fp>\n\n\u003Cp>MUTHAIGA GOLF CLUB\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.......................................................................\u003C\u002Fp>\n\n\u003Cp>DAVID N. NYAKUNDI\u003C\u002Fp>\n\n\u003Cp>SIGONA GOLF CLUB\u003C\u002Fp>\n\n\u003Cp>........................................................................\u003C\u002Fp>\n\n\u003Cp>JOHN C. KARANJA\u003C\u002Fp>\n\n\u003Cp>PARKLANDS SPORTS CLUB\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>ALBERT NJERU\u003C\u002Fp>\n\n\u003Cp>SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>........................................................................\u003C\u002Fp>\n\n\u003Cp>COLONEL OUNDAH\u003C\u002Fp>\n\n\u003Cp>SNR. DEPUTY GEN. SECRETARY\u003C\u002Fp>\n\n\u003Cp>...............................\u003C\u002Fp>\n\n\u003Cp>SAMMY MULEI\u003C\u002Fp>\n\n\u003Cp>ASS. SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>.....................................................................\u003C\u002Fp>\n\n\u003Cp>PAUL NDAMBO\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>PARKLANDS SPORTS CLUB\u003C\u002Fp>\n\n\u003Cp>.........................................................................\u003C\u002Fp>\n\n\u003Cp>WYCLIFFE KEYA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>MUTHAIGA GOLF CLUB\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………..........................................\u003C\u002Fp>\n\n\u003Cp>DOMINIC S. MWIMANI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARDSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>UNITED KENYA CLUBSIGONA GOLF CLUB\u003C\u002Fp>\n\n\u003Cp>.........................................................................\u003C\u002Fp>\n\n\u003Cp>HEZBORN GAYACHARLES NGIGI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARDSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>VET LABLIMURU COUNTRY CLUB\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>SALIM WA MWAWAZA\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED THIS ...................................... DAY OF\n.................................2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>THE BASIC MONTHLY WAGES FOR EMPLOYEES IN NAIROBI AREA AND MOMBASA\nMUNICIPALITY SHALL BE AS FOLLOWS:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART I: WAGES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE I\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a) Head Cashier\u003C\u002Ftd>\n      \u003Ctd>37,705.00\u003C\u002Ftd>\n      \u003Ctd>41,098.00\u003C\u002Ftd>\n      \u003Ctd>44,797.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Head House-keeper\u003C\u002Fp>\n\n        \u003Cp>•Head Security Guard\u003C\u002Fp>\n\n        \u003Cp>•F&B Controller\u003C\u002Fp>\n\n        \u003Cp>•Librarian\u003C\u002Fp>\n\n        \u003Cp>•Head Maintenance\u003C\u002Fp>\n\n        \u003Cp>•Head - In charge of all\u003C\u002Fp>\n\n        \u003Cp>Staff\u003C\u002Fp>\n\n        \u003Cp>•Head Store-keeper\u003C\u002Fp>\n\n        \u003Cp>•Gym Instructor\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c) Head Cook\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(i) Under 100 beds\n\n        \u003Cp>or covers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>38,372.00\u003C\u002Ftd>\n      \u003Ctd>41,825.00\u003C\u002Ftd>\n      \u003Ctd>45,589.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(ii) Over 100\n\n        \u003Cp>bed covers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>53,039.00\u003C\u002Ftd>\n      \u003Ctd>57,813.00\u003C\u002Ftd>\n      \u003Ctd>63,016.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade 2\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Head barman\n\n        \u003Cp>•Head waiter\u003C\u002Fp>\n\n        \u003Cp>•Assistant Head cook\u003C\u002Fp>\n\n        \u003Cp>•Telephone Operator\u003C\u002Fp>\n\n        \u003Cp>•Chief Clerk\u003C\u002Fp>\n\n        \u003Cp>•Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Purchasing Officer\u002FClerk\u003C\u002Fp>\n\n        \u003Cp>•Storeman\u002FStore Clerk\u003C\u002Fp>\n\n        \u003Cp>•Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>•Ledger Clerk\u003C\u002Fp>\n\n        \u003Cp>•Bond Clerk\u003C\u002Fp>\n\n        \u003Cp>•Book-keeper\u002FAccounts Clerk\u003C\u002Fp>\n\n        \u003Cp>•Electrician\u003C\u002Fp>\n\n        \u003Cp>•Swimming Instructor\u002FLifeguard\u003C\u002Fp>\n\n        \u003Cp>•Pool Cashier\u003C\u002Fp>\n\n        \u003Cp>•Typist\u003C\u002Fp>\n\n        \u003Cp>•House-keeper\u003C\u002Fp>\n\n        \u003Cp>•Assistant Librarian\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>36,250.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>39,513.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>43,069.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade 3\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Room service clerk\u003C\u002Fp>\n\n        \u003Cp>•Linen Room Clerk\u003C\u002Fp>\n\n        \u003Cp>•Boat driver\u003C\u002Fp>\n\n        \u003Cp>•Head porter\u003C\u002Fp>\n\n        \u003Cp>•Head Groundsman\u003C\u002Fp>\n\n        \u003Cp>•Nyapara\u003C\u002Fp>\n\n        \u003Cp>•Asst. Head waiter\u003C\u002Fp>\n\n        \u003Cp>•Ordinary cook\u003C\u002Fp>\n\n        \u003Cp>•Tractor driver\u003C\u002Fp>\n\n        \u003Cp>•Ground cutting\u003C\u002Fp>\n\n        \u003Cp>•Barman\u003C\u002Fp>\n\n        \u003Cp>•Dhobi I\u002FC\u003C\u002Fp>\n\n        \u003Cp>•Head Messenger\u003C\u002Fp>\n\n        \u003Cp>•Head Steward\u003C\u002Fp>\n\n        \u003Cp>•Head Caddimaster\u003C\u002Fp>\n\n        \u003Cp>•Golf Starter\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,424.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>24,442.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>26,642.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b) (i) Asst. Housekeeper\n\n        \u003Cp>(ii) Asst. Store-\u003C\u002Fp>\n\n        \u003Cp>Keeper\u003C\u002Fp>\n\n        \u003Cp>(iii) Assistant Swimming,\u003C\u002Fp>\n\n        \u003Cp>Pool Cashier\u003C\u002Fp>\n\n        \u003Cp>(iv) Doorman\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>27,571.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>29,994.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>32,693.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>• Snooker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>cum Cashier and\u003C\u002Fp>\n\n        \u003Cp>• Badminton Court\u003C\u002Fp>\n\n        \u003Cp>Attendant cum Cashier\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>31,005.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>33,795.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>36,837.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 4\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Office Messenger\u003C\u002Fp>\n\n        \u003Cp>•Head Shambaman\u003C\u002Fp>\n\n        \u003Cp>•Asst. Cook\u003C\u002Fp>\n\n        \u003Cp>•Cellar man\u003C\u002Fp>\n\n        \u003Cp>•Florist\u003C\u002Fp>\n\n        \u003Cp>•Steward\u003C\u002Fp>\n\n        \u003Cp>•Asst. Electrician\u003C\u002Fp>\n\n        \u003Cp>•Wine Waiter\u003C\u002Fp>\n\n        \u003Cp>•Dining Room waiters\u003C\u002Fp>\n\n        \u003Cp>•Bar Waiters\u003C\u002Fp>\n\n        \u003Cp>•Room Service Waiters\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>20,274.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,099.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>24,088.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head room steward\u003C\u002Fp>\n\n        \u003Cp>•Cleaner Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Clerk under training\u003C\u002Fp>\n\n        \u003Cp>•Floor Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Boiler man\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>20,995.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,885.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>24,944.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 5\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Motorised Grass\n\n        \u003Cp>•Hand Propelled\u003C\u002Fp>\n\n        \u003Cp>•Cutting Equipment\u003C\u002Fp>\n\n        \u003Cp>•Room Servant\u003C\u002Fp>\n\n        \u003Cp>•Pantry kitchen or\u003C\u002Fp>\n\n        \u003Cp>•Kitchen Helper\u003C\u002Fp>\n\n        \u003Cp>•Cloak-room attendant\u003C\u002Fp>\n\n        \u003Cp>•Grass Cutter\u003C\u002Fp>\n\n        \u003Cp>•Green Pitch workers\u003C\u002Fp>\n\n        \u003Cp>•Shambaman\u003C\u002Fp>\n\n        \u003Cp>•Ground Cutter\u003C\u002Fp>\n\n        \u003Cp>•Swimming Pool Attendant\u003C\u002Fp>\n\n        \u003Cp>•Sanitary Sweeper\u003C\u002Fp>\n\n        \u003Cp>•Locker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Badminton Attendant\u003C\u002Fp>\n\n        \u003Cp>•Courts Attendant\u003C\u002Fp>\n\n        \u003Cp>•Snooker Attendant\u003C\u002Fp>\n\n        \u003Cp>•Balls Collector\u003C\u002Fp>\n\n        \u003Cp>•Attendants\u003C\u002Fp>\n\n        \u003Cp>•Caddimaster\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>18,331.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>19,981.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,779.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE 2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MURANG'A, ELDORET, KITALE, KAKAMEGA, NYERI, EMBU, KISUMU, THIKA, KERICHO,\nKISII, MACHAKOS, NANYUKI, NAKURU, MALINDI, NYAHURURU, KIAMBU AND LIMURU, TOWN\nCOUNCIL OF NAIVASHA AND MAMBURUI MUNICIPALITIES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 1\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a) Head Cashier\u003C\u002Ftd>\n      \u003Ctd>30,203.00\u003C\u002Ftd>\n      \u003Ctd>32,921.00\u003C\u002Ftd>\n      \u003Ctd>35,884.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Head Store keeper\u003C\u002Fp>\n\n        \u003Cp>•Head Security Guard\u003C\u002Fp>\n\n        \u003Cp>•Head of maintenance\u003C\u002Fp>\n\n        \u003Cp>•Head In charge of\u003C\u002Fp>\n\n        \u003Cp>all staff\u003C\u002Fp>\n\n        \u003Cp>•Head Store keeper\u003C\u002Fp>\n\n        \u003Cp>•Gym Instructor\u003C\u002Fp>\n\n        \u003Cp>•Librarian\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>23,847.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>25,993.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>28,333.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Head Cook - over 110\n\n        \u003Cp>beds\u002Fcovers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>38,372.00\u003C\u002Ftd>\n      \u003Ctd>41,825.00\u003C\u002Ftd>\n      \u003Ctd>45,590.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Under 110 beds\n\n        \u003Cp>covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>36,265.00\u003C\u002Ftd>\n      \u003Ctd>39,529.00\u003C\u002Ftd>\n      \u003Ctd>43,086.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 2\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Telephone Operator\u003C\u002Fp>\n\n        \u003Cp>•Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Purchasing Officer\u002F\u003C\u002Fp>\n\n        \u003Cp>•Clerk\u003C\u002Fp>\n\n        \u003Cp>•Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>•Ledger Clerk\u003C\u002Fp>\n\n        \u003Cp>•Head Swimming Pool\u003C\u002Fp>\n\n        \u003Cp>•Cashier\u002FTypist\u003C\u002Fp>\n\n        \u003Cp>•Head Barman\u003C\u002Fp>\n\n        \u003Cp>•Accounts Clerk\u003C\u002Fp>\n\n        \u003Cp>•House Keeper\u003C\u002Fp>\n\n        \u003Cp>•Head Waiter\u003C\u002Fp>\n\n        \u003Cp>•Swimming Instructor\u002FLifeguard\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>23,464.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>25,576.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>27,878.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b) Assistant Head Cook\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(i)Over 100 beds\u002F\n\n        \u003Cp>covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>25,615.00\u003C\u002Ftd>\n      \u003Ctd>27,920.00\u003C\u002Ftd>\n      \u003Ctd>30,433.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(ii)Under 100 bed\n\n        \u003Cp>covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>24,533.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>27,831.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>30,336.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>•Electrician\u003C\u002Fp>\n\n        \u003Cp>•Head waiters\u003C\u002Fp>\n\n        \u003Cp>50 overs\u003C\u002Fp>\n\n        \u003Cp>•Head waiters\u003C\u002Fp>\n\n        \u003Cp>under 50 covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>23,464.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>25,576.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>27,878.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 3\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Assistant Head Waiter\u003C\u002Fp>\n\n        \u003Cp>•Linen Room Clerk\u003C\u002Fp>\n\n        \u003Cp>•Boat Driver\u003C\u002Fp>\n\n        \u003Cp>•Assistant Housekeeper\u003C\u002Fp>\n\n        \u003Cp>•Head Porter\u003C\u002Fp>\n\n        \u003Cp>•Head Groundsman\u003C\u002Fp>\n\n        \u003Cp>•Tractor Driver Ground Cutting\u003C\u002Fp>\n\n        \u003Cp>•Barman\u003C\u002Fp>\n\n        \u003Cp>•Head Steward\u003C\u002Fp>\n\n        \u003Cp>•Dhobi I\u002FC\u003C\u002Fp>\n\n        \u003Cp>•Assistant Electrician\u003C\u002Fp>\n\n        \u003Cp>•Head Messenger\u003C\u002Fp>\n\n        \u003Cp>•Room Service Clerk\u003C\u002Fp>\n\n        \u003Cp>•Cook\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,043.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>24,027.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>26,189.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 4\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Room Service Waiters\n\n        \u003Cp>•Office Messenger\u003C\u002Fp>\n\n        \u003Cp>•Head Shambaman\u003C\u002Fp>\n\n        \u003Cp>•Assistant Cook\u003C\u002Fp>\n\n        \u003Cp>•Clerk Under Training\u003C\u002Fp>\n\n        \u003Cp>•Head Room Steward\u003C\u002Fp>\n\n        \u003Cp>•Boiler man \u003C\u002Fp>\n\n        \u003Cp>•Assistant Electrician\u003C\u002Fp>\n\n        \u003Cp>•Cleaner Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Floor Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Dining Room Waiters\u003C\u002Fp>\n\n        \u003Cp>•Bar Waiters\u003C\u002Fp>\n\n        \u003Cp>•Gym Assistant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>20,274.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,099.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>24,088.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 5\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES AS AT 31\u002F12\u002F2014 ENTRY POINT i.e. OLD WAGE\u003C\u002Ftd>\n      \u003Ctd>CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES\n        W.E.F. 1\u002F1\u002F2015\u003C\u002Ftd>\n      \u003Ctd>WAGES FOR 2016 W.E.F. 1\u002F1\u002F2016 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>•Caddimaster\n\n        \u003Cp>•Room Steward\u003C\u002Fp>\n\n        \u003Cp>•Dhobi\u003C\u002Fp>\n\n        \u003Cp>•Pantry Kitchen\u003C\u002Fp>\n\n        \u003Cp>•Cloak Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Sanitary Sweeper\u003C\u002Fp>\n\n        \u003Cp>•Swimming Pool Attendant \u003C\u002Fp>\n\n        \u003Cp>•Pitch work\u002Fwood cutter\u003C\u002Fp>\n\n        \u003Cp>•Groundsman\u003C\u002Fp>\n\n        \u003Cp>•Car Washer\u003C\u002Fp>\n\n        \u003Cp>•Motorised Cutting Equipment\u003C\u002Fp>\n\n        \u003Cp>•Locker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Snooker Room Attendant16,232.0017,693.0019,285.00\u003C\u002Fp>\n\n        \u003Cp>•Squash Attendant\u003C\u002Fp>\n\n        \u003Cp>•Gym Attendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>16,232.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>17,693.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>19,285.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST\nJANUARY 2015 (NAIROBI AREA AND MOMBASA)\u003C\u002Fp>\n\n\u003Cp>GRADE 1\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a) Head Cashier\u003C\u002Ftd>\n      \u003Ctd>34,756.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Head House-keeper\u003C\u002Fp>\n\n        \u003Cp>•Head Security Guard\u003C\u002Fp>\n\n        \u003Cp>•F&B Controller\u003C\u002Fp>\n\n        \u003Cp>•Librarian\u003C\u002Fp>\n\n        \u003Cp>•Head Maintenance\u003C\u002Fp>\n\n        \u003Cp>•Head - In charge of all\u003C\u002Fp>\n\n        \u003Cp>•Staff\u003C\u002Fp>\n\n        \u003Cp>•Head Store-keeper\u003C\u002Fp>\n\n        \u003Cp>•Gym Instructor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c) Head Cook\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(i) Under 100 beds\n\n        \u003Cp>or covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>35,371.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(ii) Over 100\n\n        \u003Cp>bed covers \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>48,890.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade 2\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>•Head barman\n\n        \u003Cp>•Head waiter\u003C\u002Fp>\n\n        \u003Cp>•Assistant Head cook\u003C\u002Fp>\n\n        \u003Cp>•Telephone Operator\u003C\u002Fp>\n\n        \u003Cp>•Chief Clerk\u003C\u002Fp>\n\n        \u003Cp>•Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Purchasing Officer\u002FClerk\u003C\u002Fp>\n\n        \u003Cp>•Storeman\u002FStore Clerk\u003C\u002Fp>\n\n        \u003Cp>•Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>•Ledger Clerk\u003C\u002Fp>\n\n        \u003Cp>•Bond Clerk\u003C\u002Fp>\n\n        \u003Cp>•Book-keeper\u002FAccounts Clerk\u003C\u002Fp>\n\n        \u003Cp>•Electrician\u003C\u002Fp>\n\n        \u003Cp>•Swimming Instructor\u002FLifeguard\u003C\u002Fp>\n\n        \u003Cp>•Pool Cashier\u003C\u002Fp>\n\n        \u003Cp>•Typist\u003C\u002Fp>\n\n        \u003Cp>•House-keeper\u003C\u002Fp>\n\n        \u003Cp>•Assistant Librarian\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>33,414.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST\nJANUARY 2015\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Room service clerk\u003C\u002Fp>\n\n        \u003Cp>•Linen Room Clerk\u003C\u002Fp>\n\n        \u003Cp>•Boat driver\u003C\u002Fp>\n\n        \u003Cp>•Head porter\u003C\u002Fp>\n\n        \u003Cp>•Head Groundsman\u003C\u002Fp>\n\n        \u003Cp>•Nyapara\u003C\u002Fp>\n\n        \u003Cp>•Asst. Head waiter\u003C\u002Fp>\n\n        \u003Cp>•Ordinary cook\u003C\u002Fp>\n\n        \u003Cp>•Tractor driver\u003C\u002Fp>\n\n        \u003Cp>•Ground cutting\u003C\u002Fp>\n\n        \u003Cp>•Barman\u003C\u002Fp>\n\n        \u003Cp>•Dhobi I\u002FC\u003C\u002Fp>\n\n        \u003Cp>•Head Messenger\u003C\u002Fp>\n\n        \u003Cp>•Head Steward\u003C\u002Fp>\n\n        \u003Cp>•Head Caddimaster\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>20,670.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b) (i) Asst. Housekeeper\n\n        \u003Cp>(ii) Asst. Store-Keeper\u003C\u002Fp>\n\n        \u003Cp>(iii) Assistant Swimming, Pool Cashier\u003C\u002Fp>\n\n        \u003Cp>(iv) Doorman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>25,364.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>• Snooker Room Attendant cum Cashier and\u003C\u002Fp>\n\n        \u003Cp>• Badminton Court Attendant cum Cashier\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>28,580.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 4\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Office Messenger\u003C\u002Fp>\n\n        \u003Cp>•Head Shambaman\u003C\u002Fp>\n\n        \u003Cp>•Asst. Cook\u003C\u002Fp>\n\n        \u003Cp>•Cellar man\u003C\u002Fp>\n\n        \u003Cp>•Florist\u003C\u002Fp>\n\n        \u003Cp>•Steward \u003C\u002Fp>\n\n        \u003Cp>•Asst. Electrician\u003C\u002Fp>\n\n        \u003Cp>•Wine Waiter\u003C\u002Fp>\n\n        \u003Cp>•Dining Room waiters\u003C\u002Fp>\n\n        \u003Cp>•Bar Waiters\u003C\u002Fp>\n\n        \u003Cp>•Room Service Waiters\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>18,688.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head room steward\u003C\u002Fp>\n\n        \u003Cp>•Cleaner Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Clerk under training \u003C\u002Fp>\n\n        \u003Cp>•Floor Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Boiler man\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>19,353.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST\nJANUARY 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>•Motorised Grass\n\n        \u003Cp>•Hand Propelled\u003C\u002Fp>\n\n        \u003Cp>•Cutting Equipment\u003C\u002Fp>\n\n        \u003Cp>•Room Servant\u003C\u002Fp>\n\n        \u003Cp>•Pantry kitchen or\u003C\u002Fp>\n\n        \u003Cp>•Kitchen Helper\u003C\u002Fp>\n\n        \u003Cp>•Cloak-room attendant\u003C\u002Fp>\n\n        \u003Cp>•Grass Cutter\u003C\u002Fp>\n\n        \u003Cp>•Green Pitch workers\u003C\u002Fp>\n\n        \u003Cp>•Shambaman\u003C\u002Fp>\n\n        \u003Cp>•Ground Cutter\u003C\u002Fp>\n\n        \u003Cp>•Swimming Pool Attendant\u003C\u002Fp>\n\n        \u003Cp>•Sanitary Sweeper\u003C\u002Fp>\n\n        \u003Cp>•Locker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Badminton Attendant\u003C\u002Fp>\n\n        \u003Cp>•Courts Attendant\u003C\u002Fp>\n\n        \u003Cp>•Snooker Attendant\u003C\u002Fp>\n\n        \u003Cp>•Balls Collector\u003C\u002Fp>\n\n        \u003Cp>•Attendants\u003C\u002Fp>\n\n        \u003Cp>•Caddimaster\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>16,897.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE 5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST\nJANUARY 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MURANG'A, ELDORET, KITALE, KAKAMEGA, NYERI, EMBU, KISUMU, THIKA, KERICHO,\nKISII, MACHAKOS, NANYUKI, NAKURU, MALINDI, NYAHURURU, KIAMBU AND LIMURU, TOWN\nCOUNCIL OF NAIVASHA AND MAMBURUI MUNICIPALITIES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 1\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a) Head Cashier\u003C\u002Ftd>\n      \u003Ctd>27,841.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Head Store keeper\u003C\u002Fp>\n\n        \u003Cp>•Head Security Guard\u003C\u002Fp>\n\n        \u003Cp>•Head of maintenance\u003C\u002Fp>\n\n        \u003Cp>•Head In charge of\u003C\u002Fp>\n\n        \u003Cp>all staff\u003C\u002Fp>\n\n        \u003Cp>•Head Store keeper\u003C\u002Fp>\n\n        \u003Cp>•Gym Instructor\u003C\u002Fp>\n\n        \u003Cp>•Librarian\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,982.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>• Head Cook - over 110 beds\u002Fcovers\u003C\u002Fp>\n\n        \u003Cp>• Under 110 beds covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>35,37*.00\u003C\u002Fp>\n\n        \u003Cp>33,428.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Telephone Operator\u003C\u002Fp>\n\n        \u003Cp>•Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Purchasing Officer\u002F\u003C\u002Fp>\n\n        \u003Cp>•Clerk\u003C\u002Fp>\n\n        \u003Cp>•Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>•Ledger Clerk\u003C\u002Fp>\n\n        \u003Cp>•Head Swimming Pool\u003C\u002Fp>\n\n        \u003Cp>•Cashier\u002FTypist\u003C\u002Fp>\n\n        \u003Cp>•Head Barman\u003C\u002Fp>\n\n        \u003Cp>•Accounts Clerk\u003C\u002Fp>\n\n        \u003Cp>•House Keeper\u003C\u002Fp>\n\n        \u003Cp>•Head Waiter\u003C\u002Fp>\n\n        \u003Cp>•Swimming Instructor\u002FLifeguard\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,629.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)Assistant Head Cook\n\n        \u003Cp>(i) Over 100 beds\u002F covers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(ii) Under 100 bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>23,612.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,614.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>•Electrician\u003C\u002Fp>\n\n        \u003Cp>•Head waiters 50 covers\u003C\u002Fp>\n\n        \u003Cp>•Head waiters under 50 covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,629.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 3\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Assistant Head Waiter\u003C\u002Fp>\n\n        \u003Cp>•Linen Room Clerk\u003C\u002Fp>\n\n        \u003Cp>•Boat Driver\u003C\u002Fp>\n\n        \u003Cp>•Assistant Housekeeper\u003C\u002Fp>\n\n        \u003Cp>•Head Porter\u003C\u002Fp>\n\n        \u003Cp>•Head Groundsman\u003C\u002Fp>\n\n        \u003Cp>•Tractor Driver Ground Cutting\u003C\u002Fp>\n\n        \u003Cp>•Barman\u003C\u002Fp>\n\n        \u003Cp>•Head Steward\u003C\u002Fp>\n\n        \u003Cp>•Dhobi I\u002FC\u003C\u002Fp>\n\n        \u003Cp>•Assistant Electrician\u003C\u002Fp>\n\n        \u003Cp>•Head Messenger\u003C\u002Fp>\n\n        \u003Cp>•Room Service Clerk\u003C\u002Fp>\n\n        \u003Cp>•Cook\u003C\u002Fp>\n\n        \u003Cp>•Golf Starter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>20,319.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 4\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>•Room Service Waiters\n\n        \u003Cp>•Office Messenger\u003C\u002Fp>\n\n        \u003Cp>•Head Shambaman\u003C\u002Fp>\n\n        \u003Cp>•Assistant Cook\u003C\u002Fp>\n\n        \u003Cp>•Clerk Under Training\u003C\u002Fp>\n\n        \u003Cp>•Head Room Steward\u003C\u002Fp>\n\n        \u003Cp>•Boiler man\u003C\u002Fp>\n\n        \u003Cp>•Assistant Electrician\u003C\u002Fp>\n\n        \u003Cp>•Cleaner Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Floor Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Dining Room Waiters\u003C\u002Fp>\n\n        \u003Cp>•Bar Waiters\u003C\u002Fp>\n\n        \u003Cp>•Gym Assistant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>18,688.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 5\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>•Caddimaster\n\n        \u003Cp>•Room Steward\u003C\u002Fp>\n\n        \u003Cp>•Dhobi\u003C\u002Fp>\n\n        \u003Cp>•Pantry Kitchen\u003C\u002Fp>\n\n        \u003Cp>•Cloak Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Sanitary Sweeper\u003C\u002Fp>\n\n        \u003Cp>•Swimming Pool Attendant \u003C\u002Fp>\n\n        \u003Cp>•Pitch work\u002Fwood cutter\u003C\u002Fp>\n\n        \u003Cp>•Groundsman\u003C\u002Fp>\n\n        \u003Cp>•Car Washer\u003C\u002Fp>\n\n        \u003Cp>•Motorised Cutting Equipment\u003C\u002Fp>\n\n        \u003Cp>•Locker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Snooker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Squash Attendant\u003C\u002Fp>\n\n        \u003Cp>•Gym Attendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,962.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,962.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 6\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a) ARTISANS\n\n        \u003Cp>(i) Ungraded Artisan\u003C\u002Fp>\n\n        \u003Cp>(ii) With TTC Grade III\u003C\u002Fp>\n\n        \u003Cp>(iii) With TTC Grade II\u003C\u002Fp>\n\n        \u003Cp>(iv) With TTC Grade I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>21,119.00\u003C\u002Fp>\n\n        \u003Cp>26,571.00\u003C\u002Fp>\n\n        \u003Cp>29,331.00\u003C\u002Fp>\n\n        \u003Cp>35,319.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)DRIVERS\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(i) Cars\u002FLight Vans\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(ii) Medium-sized vehicles\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(iii) Heavy Commercial vehicles\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,119.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>26,571.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>35,319.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c) Watchman\u003C\u002Ftd>\n      \u003Ctd>17,464.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(d) Cashier\u003C\u002Ftd>\n      \u003Ctd>35,319.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE 6\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>OTHER AREAS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 1\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Head Cashier\u003C\u002Fp>\n\n        \u003Cp>•Head Waiter\u003C\u002Fp>\n\n        \u003Cp>•Head Storekeeper\u003C\u002Fp>\n\n        \u003Cp>•Head Housekeeper\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>27,841.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,778.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head of Maintenance\u003C\u002Fp>\n\n        \u003Cp>•Head Cook - over 100 bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>35,347.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>•Head Cook under 199 bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>33,429.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 2\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Head Waiter over 50 covers\u003C\u002Fp>\n\n        \u003Cp>•Head Waiter under 50 covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>22,616.00\u003C\u002Fp>\n\n        \u003Cp>21,626.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Typist\u003C\u002Fp>\n\n        \u003Cp>•Head barman\u003C\u002Fp>\n\n        \u003Cp>•House Keeper\u003C\u002Fp>\n\n        \u003Cp>•Telephone Operator\u003C\u002Fp>\n\n        \u003Cp>•Chief Clerk\u003C\u002Fp>\n\n        \u003Cp>•Receptionist\u003C\u002Fp>\n\n        \u003Cp>•Store Keeper\u003C\u002Fp>\n\n        \u003Cp>•Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>•Ledger Clerk\u003C\u002Fp>\n\n        \u003Cp>•General Clerk\u003C\u002Fp>\n\n        \u003Cp>•Bond Clerk\u003C\u002Fp>\n\n        \u003Cp>•Book-Keeper\u002FAccounts Clerk\u003C\u002Fp>\n\n        \u003Cp>•Head Swimming Pool\u003C\u002Fp>\n\n        \u003Cp>•Attendant\u002Fcum Cashier\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,614.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>•Assistant Head Cook over 100 bed covers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>•Assistant Head Cook under 100 bed covers\u003C\u002Fp>\n\n        \u003Cp>•Electrician\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>22,614.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,676.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 3\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Linen Room Clerk\u003C\u002Fp>\n\n        \u003Cp>•Boat Driver\u003C\u002Fp>\n\n        \u003Cp>•Head Porter\u003C\u002Fp>\n\n        \u003Cp>•Head Groundsman\u003C\u002Fp>\n\n        \u003Cp>•Nyapara\u003C\u002Fp>\n\n        \u003Cp>•Tractor Driver\u003C\u002Fp>\n\n        \u003Cp>•Ground Cutting\u003C\u002Fp>\n\n        \u003Cp>•Barman\u003C\u002Fp>\n\n        \u003Cp>•Dhobi I\u002FC\u003C\u002Fp>\n\n        \u003Cp>•Head Messenger\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,676.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Snooker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•cum Cashier\u002FBadminton\u003C\u002Fp>\n\n        \u003Cp>•Court Attendant cum\u003C\u002Fp>\n\n        \u003Cp>•Cashier\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>13,326.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>•Room Service Clerk\u003C\u002Fp>\n\n        \u003Cp>•Assistant Swimming\u003C\u002Fp>\n\n        \u003Cp>•Pool Cashier\u003C\u002Fp>\n\n        \u003Cp>•Assistant Storekeeper\u003C\u002Fp>\n\n        \u003Cp>•Assistant Housekeeper\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>17,589.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>(d) Assistant Head Waiter Under 50 bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>18,377.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>(e) Assistant Head Waiter Over 50 bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>19,070.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>(f) Ordinary Cook Over 100 bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>19,070.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>(g)Ordinary Cook Under 100 Bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>18,377.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 4\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)\n\n        \u003Cp>•Dining Room Waiters\u003C\u002Fp>\n\n        \u003Cp>•Head Shambaman\u003C\u002Fp>\n\n        \u003Cp>•Assistant Cook\u003C\u002Fp>\n\n        \u003Cp>•Callerman\u003C\u002Fp>\n\n        \u003Cp>•Florist\u003C\u002Fp>\n\n        \u003Cp>•Assistant Electrician\u003C\u002Fp>\n\n        \u003Cp>•Steward Room Waiter\u003C\u002Fp>\n\n        \u003Cp>•Office Messenger\u003C\u002Fp>\n\n        \u003Cp>•Wine Waiter\u003C\u002Fp>\n\n        \u003Cp>•Floor Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Cleaner Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Bar Waiters\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>16,830.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\n\n        \u003Cp>•Head Bedroom Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Boiler man\u003C\u002Fp>\n\n        \u003Cp>•Clerk under training\u003C\u002Fp>\n\n        \u003Cp>•Cleaner Supervisor\u003C\u002Fp>\n\n        \u003Cp>•Room Service Waiters\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)\n\n        \u003Cp>•Assistant Cook over\u003C\u002Fp>\n\n        \u003Cp>•100 bed covers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>16,213.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 5\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>•Caddimaster\n\n        \u003Cp>•Room Servant\u003C\u002Fp>\n\n        \u003Cp>•Pantry Kitchen\u003C\u002Fp>\n\n        \u003Cp>•Dhobi I\u002FC\u003C\u002Fp>\n\n        \u003Cp>•Swimming Pool Attendant\u003C\u002Fp>\n\n        \u003Cp>•Cloakroom Attendant\u003C\u002Fp>\n\n        \u003Cp>•Rink\u002FGreen Pitch workers\u003C\u002Fp>\n\n        \u003Cp>•Shambaman\u002FCarwasher\u003C\u002Fp>\n\n        \u003Cp>•Wood cutter\u002FGrass cutter\u003C\u002Fp>\n\n        \u003Cp>•Motorised Grad hand\u003C\u002Fp>\n\n        \u003Cp>•Propelled Cutting Equipment\u003C\u002Fp>\n\n        \u003Cp>•Locker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>•Snooker Room Attendant\u002F\u003C\u002Fp>\n\n        \u003Cp>•Badminton Courts Attendant\u003C\u002Fp>\n\n        \u003Cp>•Squash Attendant\u003C\u002Fp>\n\n        \u003Cp>•Ball Collectors\u002FAttendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,986.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 6\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a)ARTISANS\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(i) Ungraded Artisans\u003C\u002Fp>\n\n        \u003Cp>(ii) Plumber\u003C\u002Fp>\n\n        \u003Cp>(ii) With TTC Grade III\u003C\u002Fp>\n\n        \u003Cp>(iii) With TTC Grade II\u003C\u002Fp>\n\n        \u003Cp>(iv) With TTC Grade I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>16,830.00\u003C\u002Fp>\n\n        \u003Cp>16,830.00\u003C\u002Fp>\n\n        \u003Cp>21,791.00\u003C\u002Fp>\n\n        \u003Cp>24,700.00\u003C\u002Fp>\n\n        \u003Cp>31,170.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)DRIVERS\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(i) Cars\u002FLight vans\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(ii) Medium sized vehicles\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(iii) Heavy Commercial vehicles\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>25,447.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,791.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>31,170.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c)Watchman\u003C\u002Ftd>\n      \u003Ctd>12,403.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(d) Cashier \u003C\u002Ftd>\n      \u003Ctd>31,170.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            \n            ",{"dayspweek_select":44,"contracttrialperiod":48,"maternitydiscrimination":52,"wageincreaseperc1":56,"dayspweek":60,"longserviceallowanceamount1":62,"childcare":66,"STRUCINCR_trigger":70,"funeralpay":72,"paidmaternityleaveduration":76,"maternityotherclause":80,"maxsicknesspayperc":84,"OVERTIME_trigger":87,"holidaysdays":91,"SENIOR_trigger":95,"healthcareaccess":98,"SUNDAY_trigger":102,"hourspweek_select":106,"ANNLEAVE_trigger":108,"healthandsafetypolicy":112,"overtimeallowanceperc1":116,"hourspweek":120,"paidpaternityleavepay":122,"contracttrial":126,"schedulesrestpw":128,"longserviceallowancetype1":132,"longserviceallowancetype2":135,"SCHEDULE_trigger":137,"paidpaternityleave":139,"sicknesspay":141,"sicknessmaxdaysnr":145,"sundayallowanceperc1":147,"contractseverancepay1":149,"bankholidays1":153,"paidmaternityleavepay":157,"sicknessmaxdays":159,"paidmaternityleave":163,"contractseverancepay":165,"PAIDLEAV_trigger":167,"paidpaternityleaveduration":169},{"bindId":45,"name":46,"text":47},"dayspweek_select","The normal working week shall consist of","The normal working week shall consist of 50 hours for indoor staff and 46\nhours for the outdoor staff spread over 6 days of the week.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) All persons engaged by an employer s","(a) All persons engaged by an employer shall be on probation in the first\ninstance. The probationary period shall not exceed two months duration except\nfor an employee who has been employed by any sports club recognized by the\nGroup or the particular employer for at least one month whose probationary\nperiod shall be one month.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","(c) A female employee who takes maternit","(c) A female employee who takes maternity leave shall not incur any loss of\nprivilege during such period.\n\n\n\n(d) Where a replacement is engaged for the purpose of replacing a female\nemployee who has gone on maternity leave, such engagement shall be of a\ntemporary nature only and the service of the replacement will be terminated\nautomatically on the return of the full-time employee.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","An employee, who was in the service of t","An employee, who was in the service of the employer on 31st December, 2014\nwill receive a wage increase of 9% with effect from 1st January, 2015.",{"bindId":61,"name":46,"text":47},"dayspweek",{"bindId":63,"name":64,"text":65},"longserviceallowanceamount1","With effect from the implementation of t","With effect from the implementation of this agreement (1st January, 2003)\nall employees who are in the service of the Sports Club and who have completed\n5 years or more will get a one off payment as long service award as\nfollows:-\n\n\n\ni) 5 years-Kshs.3,400\u002F=",{"bindId":67,"name":68,"text":69},"childcare","An employee desirous of taking leave on ","An employee desirous of taking leave on compassionate grounds shall be\ngranted five (5) days with full pay in any one year. (For purposes of\ncompassionate leave, it will refer to father, mother, spouse and own\nchildren).",{"bindId":71,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":73,"name":74,"text":75},"funeralpay","a) If an employee is killed or dies whil","a) If an employee is killed or dies while in employment or service the\nemployer shall at his expense provide a coffin and transport to the deceased as\nwell as his\u002Fher belongings to his\u002Fher place of burial\n\n\n\nb) Where the employment of an employee is terminated by death of an\nemployee, the employer shall pay gratuity to the family of the deceased at the\nrate of 30 (thirty) days for each completed year of service at the rate\napplicable at the time of death.",{"bindId":77,"name":78,"text":79},"paidmaternityleaveduration","(a) Female employees shall be entitled t","(a) Female employees shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her annual leave for that year, but shall be\npaid her leave travelling allowance.",{"bindId":81,"name":82,"text":83},"maternityotherclause","(b) Child-birth in respect of female emp","(b) Child-birth in respect of female employees shall not be deemed to be\nsickness as provided for under clause 7 of Part II of this Agreement and the\nemployer shall not be required to meet medical costs incurred thereon.",{"bindId":85,"name":86,"text":86},"maxsicknesspayperc","(i) The first 30 days with full pay and",{"bindId":88,"name":89,"text":90},"OVERTIME_trigger","Overtime shall be payable for hours work","Overtime shall be payable for hours worked in excess of the normal hourly\nrate.\n\n\n\n(a) For hours worked on normal working days at double the normal hourly rate\nor time off on another working day.\n\n(b) For hours worked on normal rest days and Gazetted Public Holidays at\ntwice the normal hourly rate or time off on another working day.\n\n\n\n(c) For the purpose of calculating payment of overtime the normal hourly\nrate shall be taken as one hundred and ninety nine (1\u002F199) of an employee's\nmonthly basic wage (outdoor staff).\n\n\n\n(d) For the purpose of calculating payment of overtime for the indoor staff\nthe normal hourly rate shall be taken as (1\u002F217th) of an employee's monthly\nbasic wage (indoor staff).",{"bindId":92,"name":93,"text":94},"holidaysdays","After completion of each period of 12 mo","After completion of each period of 12 months' consecutive service with the\nemployer, an employee shall be entitled to annual leave covering a period of 28\nworking days with full pay.",{"bindId":96,"name":64,"text":97},"SENIOR_trigger","With effect from the implementation of this agreement (1st January, 2003)\nall employees who are in the service of the Sports Club and who have completed\n5 years or more will get a one off payment as long service award as\nfollows:-\n\n\n\ni) 5 years-Kshs.3,400\u002F=\n\nii) 10 years-Kshs.3,900\u002F=\n\niii) 15 years-Kshs.4,800\u002F=\n\niv) 20 years-Kshs.5,900\u002F=\n\nv) 25 years-Kshs.6,900\u002F=\n\nvi) 30 years & Over-Kshs.8,900\u002F=\n\n\n\nWhere this payment exists, then such establishment will continue with the\nsame system.",{"bindId":99,"name":100,"text":101},"healthcareaccess","(a) Employees covered by this Agreement ","(a) Employees covered by this Agreement shall be provided with medical\ntreatment in the manner prescribed by the Employment Act (Medical Treatment)\nRules (1977) as may be amended from time to time.\n\n\n\n(b) In case of emergency, an employee may attend and receive treatment at a\npublic hospital\u002Fdispensary approved by the employer and shall meet all expenses\nincurred.",{"bindId":103,"name":104,"text":105},"SUNDAY_trigger","(b) For hours worked on normal rest days","(b) For hours worked on normal rest days and Gazetted Public Holidays at\ntwice the normal hourly rate or time off on another working day.",{"bindId":107,"name":46,"text":47},"hourspweek_select",{"bindId":109,"name":110,"text":111},"ANNLEAVE_trigger","(a) When proceeding on annual leave, an ","(a) When proceeding on annual leave, an employee shall be entitled to Kshs.\n3,950\u002F= leave travelling allowance.\n\n\n\n(b) Where annual leave is accumulated, leave travelling allowance shall be\naccumulated as well.",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","All permanent staff will be provided wit","All permanent staff will be provided with uniforms subject to the following\nconditions:-\n\n\n\n(a) Such uniforms shall remain the property of the employer and may only be\nworn by the employee when on duty.\n\n\n\n(b) Uniforms for indoor staff will be laundered by the employer.\n\n\n\n(c) An issue of soap of not less than one bar per month will be provided to\noutdoor staff who will be responsible for the cleanliness of their own\nuniforms.\n\n\n\n(d) All staff will have two uniforms to allow for a change during\nlaundering.\n\n\n\n(e) Uniforms to be replaced as necessary but in any event not less than two\npairs each year. Where the employer fails to provide uniforms and an employee\nuses his personal clothes while on duty, the employee will be entitled to cash\ncompensation in lieu of uniforms.\n\n\n\n(f) Gum-boots will be provided to all outdoor staff.\n\n\n\n(g) Shirts and ties will be provided where necessary and in accordance with\nthe type of uniform issued.\n\n\n\n(h) Shoes will be provided to indoor staff. The type of shoes to be provided\nwill be discussed between the Management and works Committee.\n\n\n\n(i) Shoes that become unserviceable will be replaced when necessary and in\nany event will be provided every year.\n\n\n\n(ii) Notwithstanding anything above no employee shall be provided with less\nthan what was the practice before this Agreement.",{"bindId":117,"name":118,"text":119},"overtimeallowanceperc1","(a) For hours worked on normal working d","(a) For hours worked on normal working days at double the normal hourly rate\nor time off on another working day.",{"bindId":121,"name":46,"text":47},"hourspweek",{"bindId":123,"name":124,"text":125},"paidpaternityleavepay","(e) A male employee shall be entitled to","(e) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":127,"name":50,"text":51},"contracttrial",{"bindId":129,"name":130,"text":131},"schedulesrestpw","An employee shall be entitled to one res","An employee shall be entitled to one rest day in every period of seven\ndays.\n\n\n\nProvided that:-\n\n\n\n(a) An employer and an employee may, by mutual consent, agree to the\ndeferment of the employee's rest days in alternate weeks; up to a maximum of 14\ndays may be accumulated under this agreement.\n\n\n\n(b) The days accumulated in accordance with paragraph (a) will be taken at\none time as leave with full pay, in addition to annual leave provided for in\nclause 3 of part II of this Agreement.\n\n\n\n(c) Where an employee's rest days are deferred in accordance with paragraph\n(a) of this clause such employee's working hours shall not exceed 58 hours in\nany week for indoor staff and 53 hours for outdoor staff.\n\n\n\n(d) Where an employee's day-off falls on a Gazetted Public Holiday and the\nemployee does not work on that day his\u002Fher rest day shall be deemed to have\nbeen deferred. If however, he works on his rest day which falls on a Gazetted\nPublic Holiday he will be compensated with 2 days (i.e. public holiday and his\nrest day) or be paid double his normal rate.",{"bindId":133,"name":64,"text":134},"longserviceallowancetype1","With effect from the implementation of this agreement (1st January, 2003)\nall employees who are in the service of the Sports Club and who have completed\n5 years or more will get a one off payment as long service award as\nfollows:-",{"bindId":136,"name":64,"text":134},"longserviceallowancetype2",{"bindId":138,"name":130,"text":131},"SCHEDULE_trigger",{"bindId":140,"name":124,"text":125},"paidpaternityleave",{"bindId":142,"name":143,"text":144},"sicknesspay","(a) An employee with 5 years' service or","(a) An employee with 5 years' service or less:-\n\n\n\n(i) The first 30 days with full pay and\n\n(ii) Thereafter the next 30 days with half pay\n\n(iii) Thereafter the next 15 days without pay.\n\n\n\n(b) An employee with over 5 - 10 years' service:-\n\n\n\n(i) The first 40 days with full pay, and\n\n(ii) The next 30 days with half pay\n\n(iii) Thereafter the next 30 days without pay.\n\n\n\n(c) An employee with over 10 or more years' service:-\n\n\n\n(i) The first 60 days with full pay and\n\n(ii) The next 60 days with half pay.\n\n(iii) The next 30 days without pay.",{"bindId":146,"name":143,"text":144},"sicknessmaxdaysnr",{"bindId":148,"name":104,"text":105},"sundayallowanceperc1",{"bindId":150,"name":151,"text":152},"contractseverancepay1","(f) The redundant employee shall be enti","(f) The redundant employee shall be entitled to severance pay at the rate of\n30 days' wage for each completed year of service.",{"bindId":154,"name":155,"text":156},"bankholidays1","(a) Employees will be granted leave with","(a) Employees will be granted leave with full pay on all gazetted Public\nHolidays, provided that they do not absent themselves from work without\npermission on the preceding day and subject to their reporting to duty on the\nday following the gazetted public holiday.\n\n\n\n(b) Where an employee is required to work on Public Holiday, he will be\ncompensated with one day in lieu of his public day or be paid at twice his\nbasic hourly rate.",{"bindId":158,"name":78,"text":79},"paidmaternityleavepay",{"bindId":160,"name":161,"text":162},"sicknessmaxdays","(i) The first 30 days with full pay and ","(i) The first 30 days with full pay and\n\n(ii) Thereafter the next 30 days with half pay\n\n(iii) Thereafter the next 15 days without pay.\n\n\n\n(b) An employee with over 5 - 10 years' service:-\n\n\n\n(i) The first 40 days with full pay, and\n\n(ii) The next 30 days with half pay\n\n(iii) Thereafter the next 30 days without pay.\n\n\n\n(c) An employee with over 10 or more years' service:-\n\n\n\n(i) The first 60 days with full pay and\n\n(ii) The next 60 days with half pay.\n\n(iii) The next 30 days without pay.",{"bindId":164,"name":78,"text":79},"paidmaternityleave",{"bindId":166,"name":151,"text":152},"contractseverancepay",{"bindId":168,"name":93,"text":94},"PAIDLEAV_trigger",{"bindId":170,"name":124,"text":125},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Sports Clubs Group - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Entertainment, culture, sports\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Activities of sport clubs\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Sports Clubs Group\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Union of Domestic Hotels, Educational Institutes, Hospitals 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        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 150 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → 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: → \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: → 60 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: → 50.0\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: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), 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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 3950.0\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: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → KES 3400.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[176],{"title":37,"slug":33},[178],{"type":179,"data":180},"call_to_action_body_block",{"title":181,"description":182,"variant":183,"link":184},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":181,"url":185,"description":181,"rel":186,"type":187},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[189],{"type":179,"data":190},{"title":181,"description":182,"variant":183,"link":191},{"title":181,"url":185,"description":181,"rel":186,"type":187},[]]