[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-st-christopher-s-schools-and-kenya-union-of-domestic-hotel-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":200,"content_type_view":201,"extra_breadcrumbs":202,"body":204,"body_blocks":215,"related_pages":219},920,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_KE","2025-07-28T09:18:30.282135+00:00","2026-04-02T09:37:04.363849+00:00","\u002Fcms\u002Fpages\u002F920\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Kenya","en-ke",{"title":20,"slug":21},"Work in Kenya","work-in-kenya",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T11:18:30.282135+02:00","2026-04-02T11:37:04.515436+02:00",{"cba":32,"clauses":43,"details":198,"translations":199},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"memorandum-of-agreement-between-st-christopher-s-schools-and-kenya-union-of-domestic-hotel-educational-institutions-hospitals-and-allied-workers","52bb3492-db2a-11e2-9c27-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-st-christopher-s-schools-and-kenya-union-of-domestic-hotel-educational-institutions-hospitals-and-allied-workers\u002Fmemorandum-of-agreement-between-st-christopher-s-schools-and-kenya-union-of-domestic-hotel-educational-institutions-hospitals-and-allied-workers\u002F","Memorandum of Agreement Between St. Christopher's Schools and Kenya Union of Domestic, Hotel, Educational Institutions, Hospitals and Allied Workers - 2012","KEN St. Christopher s Schools - 2012","Kenya - KEN St. Christopher s Schools - 2012","KEN St. Christopher s Schools - 2012 - Education, research",{"name":41,"data":42},"ST CHRISTOPHERS CBA 2012.html","\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>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">Between\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">ST.\nCHRISTOPHER'S SCHOOLS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">And\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA UNION\nOF DOMESTIC, HOTEL, EDUCATIONAL INSTITUTIONS, HOSPITALS AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">TERMS AND\nCONDITIONS OF SERVICE\u003C\u002Fh1>\n\n\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fp>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\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 and as provided for in the current Industrial\nRelations Charter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>2.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cp>The first three months of engagement shall be treated as the probationary\nperiod. During this period, employment may be terminable by either party giving\n14 working days notice or pay in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of forty eight hours spread over six\ndays of the week, provided that an employee who is required to work in excess\nof such hours shall be paid for overtime for the excess hours worked and\nprovided also that a Watchman shall work 58 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype1\" class=\"cbaClause highlight\">\u003Ch3>4.OVERTIME\u003C\u002Fh3>\n\n\u003Cp>For the time worked in excess of the normal number of hours of work in a\nweek the following rates shall apply:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Monday to Saturday One and half times for excess hours worked.\u003C\u002Fp>\n\n\u003Cp>(b) Sundays and Gazetted public Holidays Double time for hours worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such overtime must however be authorized by the Management.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>5.ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cp>(a) After the completion of 12 months continuous service with the same\nemployer, an employee shall be entitled to 26 working days Annual Leave with\nfull pay. After the completion of 3 month service, an employee will be entitled\nto leave on a pro rata basis in case his\u002Fher services are terminated in the\nnormal circumstances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In the event of Gazetted Public Holidays falling within the leave\nperiod, such public holidays shall be added to the leave entitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The date of an employee's leave shall normally fall due after completion\nof every 12 months service from his\u002Fher date of engagement but will be taken at\nthe convenience of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) A member of staff who is prevented by illness from carrying out his\u002Fher\nnormal duties shall be required to furnish the employer with a medical\ncertificate duly issued by a recognised medical practitioner to this effect\nwithin 3(three) days of absence.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Ch3>6.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cp>Employees desiring to take leave on compassionate grounds shall, by prior\narrangement with the school, be granted such leave with pay up to his earned\nleave entitlement under Clause 5 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher Annual leave. An employee may in addition\nto the compassionate leave with pay taken as above, be granted further or\nextended compassionate leave of 5 days without pay in one year at the\ndiscretion of the school. Such leave will not be unreasonably withheld.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>a) A woman employee shall be granted three months maternity leave with full\npay provided that a woman who has taken three month's maternity leave shall not\nforfeit her Annual Leave in that year. A woman employee proceeding on maternity\nleave shall be entitled to leave travelling allowance as per paragraph 17 in\nthis agreement. Employees will be entitled to this benefit on completion of the\nprobationary period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>b) A female employee who takes maternity leave shall not loose her\nprivileges after completion of such leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>c) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays,\nshall be paid double for time worked as provided for by overtime clause 4 b.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspaytype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>9.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>An employee who is unable to carry out his\u002Fher duty due to sickness shall be\nentitled in any period of twelve months to 30 days leave with full pay, and\nhalf pay for the next succeeding 15 days subject to the production of Medical\nCertificate to that effect, signed by a qualified medical or an aided Medical\nCentre. The employer reserves the right to request the employer's Medical\nPractitioner to re examine the employee in case the need arises. This benefit\nwill be effective to employees who have completed their probationary period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Ch3>10.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The Medical Treatment Rules under the Employment Act 2007 shall apply.\nHowever, treatment will be restricted to government, Local authority Hospitals\nand Clinics.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After satisfactory completion of the probationary period, employment may be\nterminated by either party by giving notice or pay in lieu of as shown\nbelow:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Employees with less than 3 years service 1 month notice or pay in\nlieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Employees with between 3 years and 5 years service 2 months notice or\npay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Employees with service of 5 years and above but less than 10 years 3\nmonths notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Employee with 10 or more years service 4 months notice or pay in\nlieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>a) An employee who is guilty of an offense other than gross misconduct or\nother lawful cause of dismissal, may be given a written warning which shall be\nentered in the employee's employment record card and shall remain valid for a\nperiod of 12 months from the date of issue. If, within the 12 months period,\nthe employee commits a similar or any other offence which does not warrant\ndismissal, he will be further warned in writing in his\u002Fher employment record\ncard and the two warnings shall remain valid for a period of 12 months from the\ndate of the second warning. If, within 12 months period the employee commits\nfurther offence which does not warrant dismissal, he will be liable to summary\ndismissal for any other offence which he may commit thereafter. A final letter\nof warning will be issued and will remain valid for a period of 12 months from\nthe date of issue. First and second warnings will be copied to the shopsteward.\nFinal warning will be copied to the General Secretary. All warnings are subject\nto appeal by the employees to the employer within seven days of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) After the completion of 12 months without committing any offence, any\nwarning letters in file shall be treated as invalid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than one month in an occupation or grade for which the basic\nminimum wage prescribed under clause 22 of this Agreement is higher than the\nbasic wage normally entered by the employee, he shall be paid acting allowance\nat a rate not less than the difference between such higher basic minimum wages\nand his basic wage. Staff who are to act in higher grades are to be informed in\nwriting by his\u002Fher immediate superiors before he\u002Fshe commences his\u002Fher\nduties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(i) Every employee shall be given a certificate of service by his\u002Fher\nemployer upon the termination of his\u002Fher employment unless such employment has\ncontinued for a period of not less than four weeks consecutively, and every\nsuch certificate shall contain:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>(b) The Name of the employee;\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced;\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment;\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased; and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Subject to the sub section (i) of this Section the School is not bound\nto give any employee any testimonial reference or certificate relating to the\ncharacter of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Any employer who wilfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub section (i) of this Section, or\nwho in a certificate of service includes a statement which he knows to be\nfalse, shall be guilty of an offense.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>15.PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>Protective clothing will be issued as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Men will be issued with two pairs of gumboots and 2 suits during the 2\nyears of the agreement. Each pair will be given in each year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Women cleaners will be issued with a pair of light gumboots and 2\naprons, each pair to be given in each year of the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Watchmen will be provided with a kabuti, a whistle, torch with batteries\nand a simi or a spear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However should a pair of uniform get torn in the cause of the period of the\nCollective Bargaining agreement it will be replaced once after the old one has\nbeen returned to the school. A bar of soap shall be provided for those who do\nnot wash in the school using school facilities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All uniforms remain the property of the employer at all times.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>16.INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cp>This will be treated in accordance with Work Injury Benefits Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee travelling on Annual Leave shall be entitled to leave travelling\nallowance of Shs.3,000.00 per year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(a) Definition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purpose of this Agreement, redundancy shall mean loss of employment\nthrough no fault of the employee concerned, occasioned by re organization,\nmechanization, or lack of orders, or closure of the school. The Trade Disputes\nAct will be observed in its entirety.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the employer will endeavour to arrange\nsuitable alternative employment with the institution. This employment may not\nbe of the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and therefore, eligible\nfor the entitlements outlined in Section (d) in this Clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In deciding which employees are to be declared redundant, the School will\nassess the relative merits, ability and reliability of the affected employees,\nbut when these factors are equal the discharge will be on the basis of\nseniority. Membership or non membership of the Union will not be a deciding\nfactor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant, he will be entitled\nto:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The normal notice or pay in lieu of notice as defined in the\nagreement.\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and any other remuneration which may be due\nto him calculated up to the date on which he ceased to work.\u003C\u002Fp>\n\n\u003Cp>(iii) Pro rata leave and leave allowance entitlement in accordance with the\nagreement.\u003C\u002Fp>\n\n\u003Cp>(iv) Severance pay on the basis of 16 days pay for each completed year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee of the School who is not provided with free accommodation by the\nManagement shall receive house allowance of Kshs.3,500 per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.LETTER OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>(a) A letter of appointment shall be issued to all the employees to which\nthis Section refers at the time of engagement, in the form prescribed in\nAppendix 1\u002FA hereto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any employee of St. Christopher's Schools may at the discretion of the\nmanagement be required to undergo medical examination by a registered medical\nPractitioner if the Management felt the need to do so.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The registered medical practitioner will be of the Management's choice\nand the medical charges will be paid by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) On satisfactory completion of probationary period, the person engaged\nwill be confirmed in his\u002Fher appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Ch3>21.EDUCATIONAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cp>Upon the request of the employee through the Union for educational training\nleave, the School will grant such employee unpaid leave to proceed to a\nrecognized educational institution for training, provided that such leave does\nnot exceed 5 days in each year. Such leave will be at the convenience of the\nmanagement. The educational\u002Ftraining and leave should be agreed by the Manager\nor his\u002Fher recognized deputy and must be relevant to the needs of the\nschool.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Educational Paid Leave shall be granted for training and not more than 5\ndays as long as it is relevant to the needs of the School and is in recognized\neducational institution and is one sponsored by the Union on matters dealing\nwith Industrial Relations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Ch3>22.WAGE AND WAGES INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>Basic Minimum Rates of pay exclusive of housing allowance shall be as\nfollows;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Gradew.e.f 1\u002F1\u002F2012w.e.f. 1\u002F5\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Gardener, Cleaners,\u003C\u002Fp>\n\n\u003Cp>Day Watchman))7,590\u002F=8,580\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Assistant Cooks)7,590\u002F=8,580\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Cooks)8,195\u002F=9,270\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Night watchman)8,465\u002F=9,575\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Class\u002FLab Assistant)9,815\u002F=11,105\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Swimming Pool\u003C\u002Fp>\n\n\u003Cp>Attendant)8,600\u002F=9,725\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Drivers:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Cars and light vans)10,240\u002F=11,585\u002F=\u003C\u002Fp>\n\n\u003Cp>ii) Medium sized vehicles)12,880\u002F=14,565\u002F=\u003C\u002Fp>\n\n\u003Cp>iii) Heavy commercial )\u003C\u002Fp>\n\n\u003Cp>vehicles)17,120\u002F=19,365\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•A driver will however be expected to drive any type of school vehicle\nprovided he has the required driving licence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>B General Wage increase\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>All unionisable employees who were in employment as at 31st December, 2011\nwill receive a wage increase based on their individual wages as under;-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st year w.e.f.1\u002F1\u002F2012-10%\u003C\u002Fp>\n\n\u003Cp>2nd year w.e.f.1\u002F1\u002F2013-10%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.GRATUITY\u003C\u002Fh3>\n\n\u003Cp>An employee who resigns or whose services are terminated for reasons other\nthan gross misconduct shall be entitled to gratuity as provided for the\nEmployment Act, 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective from 1st January 2012 and shall remain in\nforce for a period of two years. Thereafter any party wishing to amend it will\ngive the other party two months written notice setting out in detail all\namendments required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF KUDHEIHA WORKERS\u003C\u002Fp>\n\n\u003Cp>\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>.............................................................................\u003C\u002Fp>\n\n\u003Cp>DOREEN J. NYASIOMWANGI GACHIENGU\u003C\u002Fp>\n\n\u003Cp>FOR BRANCH SECRETARYSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF ST. CHRISTOPHER'S KINDERGARTEN & PREPARATORY\nSCHOOL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>........................................................\u003C\u002Fp>\n\n\u003Cp>(J. KAMAU)\u003C\u002Fp>\n\n\u003Cp>FOR CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................................\u003C\u002Fp>\n\n\u003Cp>(C. OHAGA)\u003C\u002Fp>\n\n\u003Cp>MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>....................................................\u003C\u002Fp>\n\n\u003Cp>G. R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED THIS ..................... DAY OF\n..................................2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 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if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-st-christopher-s-schools-and-kenya-union-of-domestic-hotel-educational-institutions-hospitals-and-allied-workers\u002Fmemorandum-of-agreement-between-st-christopher-s-schools-and-kenya-union-of-domestic-hotel-educational-institutions-hospitals-and-allied-workers\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"wageincreasetype":60,"wageincreaseperc1":64,"dayspweek":66,"hourspweek_select":70,"childcare":72,"wageincreasetype2":76,"STRUCINCR_trigger":78,"contracttrialperiod":80,"maxsicknesspayperc":84,"jobclassifaction1":86,"OVERTIME_trigger":90,"overtimeallowancetype1":94,"holidaysdays":96,"maxsicknesspaytype":100,"wageincreasedate_date":102,"healthcareaccess":106,"jobwagegroups":110,"healthinsurance":113,"SUNDAY_trigger":115,"ANNLEAVE_trigger":117,"sundayallowancetype":121,"healthandsafetypolicy":123,"overtimeallowanceperc1":127,"hourspweek":129,"paidpaternityleavepay":131,"holidaysweeks":135,"schedulesrestpw":139,"PAIDLEAV_trigger":141,"dayspweek_select":143,"annleaveallowancetype":145,"paidmaternityleaveall":147,"SCHEDULE_trigger":149,"contracttrial":151,"paidpaternityleave":153,"sicknesspay":155,"sicknessmaxdaysnr":157,"sundayallowanceperc1":159,"LOWWAGE_trigger":161,"annleaveallowanceamount1":163,"sicknessmaxdays":165,"contractseverancepay1":167,"bankholidays1":171,"overtimeallowancetype":173,"overtimeallowancetypeperiod":175,"paidmaternityleavepay":177,"maternitydiscrimination":180,"trainingprogrammes":184,"paidmaternityleave":188,"wageincreasedate":190,"contractseverancepay":192,"jobsecuritymothers":194,"paidpaternityleaveduration":196},{"bindId":45,"name":46,"text":47},"disabilitypay","16.INJURY BY ACCIDENT This will be treat","16.INJURY BY ACCIDENT\n\nThis will be treated in accordance with Work Injury Benefits Act, 2007.",{"bindId":49,"name":50,"text":51},"lowwageamount","Basic Minimum Rates of pay exclusive of ","Basic Minimum Rates of pay exclusive of housing allowance shall be as\nfollows;\n\n\n\nGradew.e.f 1\u002F1\u002F2012w.e.f. 1\u002F5\u002F2013\n\n\n\na) Gardener, Cleaners,\n\nDay Watchman))7,590\u002F=8,580\u002F=\n\n\n\nb) Assistant Cooks)7,590\u002F=8,580\u002F=\n\n\n\nc) Cooks)8,195\u002F=9,270\u002F=\n\n\n\nd) Night watchman)8,465\u002F=9,575\u002F=\n\n\n\ne) Class\u002FLab Assistant)9,815\u002F=11,105\u002F=\n\n\n\nf) Swimming Pool\n\nAttendant)8,600\u002F=9,725\u002F=\n\n\n\ng) Drivers:\n\n\n\ni) Cars and light vans)10,240\u002F=11,585\u002F=\n\nii) Medium sized vehicles)12,880\u002F=14,565\u002F=\n\niii) Heavy commercial )\n\nvehicles)17,120\u002F=19,365\u002F=",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","a) A woman employee shall be granted thr","a) A woman employee shall be granted three months maternity leave with full\npay provided that a woman who has taken three month's maternity leave shall not\nforfeit her Annual Leave in that year. A woman employee proceeding on maternity\nleave shall be entitled to leave travelling allowance as per paragraph 17 in\nthis agreement. Employees will be entitled to this benefit on completion of the\nprobationary period.\n\n\n\nb) A female employee who takes maternity leave shall not loose her\nprivileges after completion of such leave.\n\n\n\nc) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","9.SICK LEAVE An employee who is unable t","9.SICK LEAVE\n\nAn employee who is unable to carry out his\u002Fher duty due to sickness shall be\nentitled in any period of twelve months to 30 days leave with full pay, and\nhalf pay for the next succeeding 15 days subject to the production of Medical\nCertificate to that effect, signed by a qualified medical or an aided Medical\nCentre. The employer reserves the right to request the employer's Medical\nPractitioner to re examine the employee in case the need arises. This benefit\nwill be effective to employees who have completed their probationary period.",{"bindId":61,"name":62,"text":63},"wageincreasetype","B General Wage increase All unionisable ","B General Wage increase\n\n\n\nAll unionisable employees who were in employment as at 31st December, 2011\nwill receive a wage increase based on their individual wages as under;-\n\n\n\n1st year w.e.f.1\u002F1\u002F2012-10%\n\n2nd year w.e.f.1\u002F1\u002F2013-10%",{"bindId":65,"name":62,"text":63},"wageincreaseperc1",{"bindId":67,"name":68,"text":69},"dayspweek","The normal working week shall consist of","The normal working week shall consist of forty eight hours spread over six\ndays of the week, provided that an employee who is required to work in excess\nof such hours shall be paid for overtime for the excess hours worked and\nprovided also that a Watchman shall work 58 hours per week.",{"bindId":71,"name":68,"text":69},"hourspweek_select",{"bindId":73,"name":74,"text":75},"childcare","6.COMPASSIONATE LEAVE Employees desiring","6.COMPASSIONATE LEAVE\n\nEmployees desiring to take leave on compassionate grounds shall, by prior\narrangement with the school, be granted such leave with pay up to his earned\nleave entitlement under Clause 5 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher Annual leave. An employee may in addition\nto the compassionate leave with pay taken as above, be granted further or\nextended compassionate leave of 5 days without pay in one year at the\ndiscretion of the school. Such leave will not be unreasonably withheld.",{"bindId":77,"name":62,"text":63},"wageincreasetype2",{"bindId":79,"name":62,"text":63},"STRUCINCR_trigger",{"bindId":81,"name":82,"text":83},"contracttrialperiod","2.PROBATIONARY PERIOD The first three mo","2.PROBATIONARY PERIOD\n\nThe first three months of engagement shall be treated as the probationary\nperiod. During this period, employment may be terminable by either party giving\n14 working days notice or pay in lieu.",{"bindId":85,"name":58,"text":59},"maxsicknesspayperc",{"bindId":87,"name":88,"text":89},"jobclassifaction1","22.WAGE AND WAGES INCREASE Basic Minimum","22.WAGE AND WAGES INCREASE\n\nBasic Minimum Rates of pay exclusive of housing allowance shall be as\nfollows;\n\n\n\nGradew.e.f 1\u002F1\u002F2012w.e.f. 1\u002F5\u002F2013\n\n\n\na) Gardener, Cleaners,\n\nDay Watchman))7,590\u002F=8,580\u002F=\n\n\n\nb) Assistant Cooks)7,590\u002F=8,580\u002F=\n\n\n\nc) Cooks)8,195\u002F=9,270\u002F=\n\n\n\nd) Night watchman)8,465\u002F=9,575\u002F=\n\n\n\ne) Class\u002FLab Assistant)9,815\u002F=11,105\u002F=\n\n\n\nf) Swimming Pool\n\nAttendant)8,600\u002F=9,725\u002F=\n\n\n\ng) Drivers:\n\n\n\ni) Cars and light vans)10,240\u002F=11,585\u002F=\n\nii) Medium sized vehicles)12,880\u002F=14,565\u002F=\n\niii) Heavy commercial )\n\nvehicles)17,120\u002F=19,365\u002F=\n\n\n\n•A driver will however be expected to drive any type of school vehicle\nprovided he has the required driving licence.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","4.OVERTIME For the time worked in excess","4.OVERTIME\n\nFor the time worked in excess of the normal number of hours of work in a\nweek the following rates shall apply:\n\n\n\n(a) Monday to Saturday One and half times for excess hours worked.\n\n(b) Sundays and Gazetted public Holidays Double time for hours worked.\n\n\n\nSuch overtime must however be authorized by the Management.",{"bindId":95,"name":92,"text":93},"overtimeallowancetype1",{"bindId":97,"name":98,"text":99},"holidaysdays","5.ANNUAL PAID LEAVE (a) After the comple","5.ANNUAL PAID LEAVE\n\n(a) After the completion of 12 months continuous service with the same\nemployer, an employee shall be entitled to 26 working days Annual Leave with\nfull pay. After the completion of 3 month service, an employee will be entitled\nto leave on a pro rata basis in case his\u002Fher services are terminated in the\nnormal circumstances.\n\n\n\n(b) In the event of Gazetted Public Holidays falling within the leave\nperiod, such public holidays shall be added to the leave entitlement.\n\n\n\n(c) The date of an employee's leave shall normally fall due after completion\nof every 12 months service from his\u002Fher date of engagement but will be taken at\nthe convenience of the employer.\n\n\n\n(d) A member of staff who is prevented by illness from carrying out his\u002Fher\nnormal duties shall be required to furnish the employer with a medical\ncertificate duly issued by a recognised medical practitioner to this effect\nwithin 3(three) days of absence.",{"bindId":101,"name":58,"text":59},"maxsicknesspaytype",{"bindId":103,"name":104,"text":105},"wageincreasedate_date","All unionisable employees who were in em","All unionisable employees who were in employment as at 31st December, 2011\nwill receive a wage increase based on their individual wages as under;-\n\n\n\n1st year w.e.f.1\u002F1\u002F2012-10%\n\n2nd year w.e.f.1\u002F1\u002F2013-10%",{"bindId":107,"name":108,"text":109},"healthcareaccess","10.MEDICAL TREATMENT The Medical Treatme","10.MEDICAL TREATMENT\n\nThe Medical Treatment Rules under the Employment Act 2007 shall apply.\nHowever, treatment will be restricted to government, Local authority Hospitals\nand Clinics.",{"bindId":111,"name":88,"text":112},"jobwagegroups","22.WAGE AND WAGES INCREASE\n\nBasic Minimum Rates of pay exclusive of housing allowance shall be as\nfollows;\n\n\n\nGradew.e.f 1\u002F1\u002F2012w.e.f. 1\u002F5\u002F2013\n\n\n\na) Gardener, Cleaners,\n\nDay Watchman))7,590\u002F=8,580\u002F=\n\n\n\nb) Assistant Cooks)7,590\u002F=8,580\u002F=\n\n\n\nc) Cooks)8,195\u002F=9,270\u002F=\n\n\n\nd) Night watchman)8,465\u002F=9,575\u002F=\n\n\n\ne) Class\u002FLab Assistant)9,815\u002F=11,105\u002F=\n\n\n\nf) Swimming Pool\n\nAttendant)8,600\u002F=9,725\u002F=\n\n\n\ng) Drivers:\n\n\n\ni) Cars and light vans)10,240\u002F=11,585\u002F=\n\nii) Medium sized vehicles)12,880\u002F=14,565\u002F=\n\niii) Heavy commercial )\n\nvehicles)17,120\u002F=19,365\u002F=",{"bindId":114,"name":108,"text":109},"healthinsurance",{"bindId":116,"name":92,"text":93},"SUNDAY_trigger",{"bindId":118,"name":119,"text":120},"ANNLEAVE_trigger","An employee travelling on Annual Leave s","An employee travelling on Annual Leave shall be entitled to leave travelling\nallowance of Shs.3,000.00 per year.",{"bindId":122,"name":92,"text":93},"sundayallowancetype",{"bindId":124,"name":125,"text":126},"healthandsafetypolicy","15.PROTECTIVE CLOTHING Protective clothi","15.PROTECTIVE CLOTHING\n\nProtective clothing will be issued as follows:\n\n\n\n(a) Men will be issued with two pairs of gumboots and 2 suits during the 2\nyears of the agreement. Each pair will be given in each year.\n\n\n\n(b) Women cleaners will be issued with a pair of light gumboots and 2\naprons, each pair to be given in each year of the agreement.\n\n\n\n(c) Watchmen will be provided with a kabuti, a whistle, torch with batteries\nand a simi or a spear.\n\n\n\nHowever should a pair of uniform get torn in the cause of the period of the\nCollective Bargaining agreement it will be replaced once after the old one has\nbeen returned to the school. A bar of soap shall be provided for those who do\nnot wash in the school using school facilities.\n\n\n\nAll uniforms remain the property of the employer at all times.",{"bindId":128,"name":92,"text":93},"overtimeallowanceperc1",{"bindId":130,"name":68,"text":69},"hourspweek",{"bindId":132,"name":133,"text":134},"paidpaternityleavepay","c) A male employee shall be entitled to ","c) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":136,"name":137,"text":138},"holidaysweeks","(a) After the completion of 12 months co","(a) After the completion of 12 months continuous service with the same\nemployer, an employee shall be entitled to 26 working days Annual Leave with\nfull pay. After the completion of 3 month service, an employee will be entitled\nto leave on a pro rata basis in case his\u002Fher services are terminated in the\nnormal circumstances.\n\n\n\n(b) In the event of Gazetted Public Holidays falling within the leave\nperiod, such public holidays shall be added to the leave entitlement.\n\n\n\n(c) The date of an employee's leave shall normally fall due after completion\nof every 12 months service from his\u002Fher date of engagement but will be taken at\nthe convenience of the employer.\n\n\n\n(d) A member of staff who is prevented by illness from carrying out his\u002Fher\nnormal duties shall be required to furnish the employer with a medical\ncertificate duly issued by a recognised medical practitioner to this effect\nwithin 3(three) days of absence.",{"bindId":140,"name":68,"text":69},"schedulesrestpw",{"bindId":142,"name":98,"text":99},"PAIDLEAV_trigger",{"bindId":144,"name":68,"text":69},"dayspweek_select",{"bindId":146,"name":119,"text":120},"annleaveallowancetype",{"bindId":148,"name":54,"text":55},"paidmaternityleaveall",{"bindId":150,"name":68,"text":69},"SCHEDULE_trigger",{"bindId":152,"name":82,"text":83},"contracttrial",{"bindId":154,"name":54,"text":55},"paidpaternityleave",{"bindId":156,"name":58,"text":59},"sicknesspay",{"bindId":158,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":160,"name":92,"text":93},"sundayallowanceperc1",{"bindId":162,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":164,"name":119,"text":120},"annleaveallowanceamount1",{"bindId":166,"name":58,"text":59},"sicknessmaxdays",{"bindId":168,"name":169,"text":170},"contractseverancepay1","(a) Definition For the purpose of this A","(a) Definition\n\n\n\nFor the purpose of this Agreement, redundancy shall mean loss of employment\nthrough no fault of the employee concerned, occasioned by re organization,\nmechanization, or lack of orders, or closure of the school. The Trade Disputes\nAct will be observed in its entirety.\n\n\n\n(b) Alternative Employment\n\n\n\nIn an effort to avoid redundancy, the employer will endeavour to arrange\nsuitable alternative employment with the institution. This employment may not\nbe of the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and therefore, eligible\nfor the entitlements outlined in Section (d) in this Clause.\n\n\n\n(c) Selection of Redundant Employees\n\n\n\nIn deciding which employees are to be declared redundant, the School will\nassess the relative merits, ability and reliability of the affected employees,\nbut when these factors are equal the discharge will be on the basis of\nseniority. Membership or non membership of the Union will not be a deciding\nfactor.\n\n\n\n(d) Entitlement of Redundant Employees\n\n\n\nIn the event of an employee being declared redundant, he will be entitled\nto:\n\n\n\n\n\n(i) The normal notice or pay in lieu of notice as defined in the\nagreement.\n\n(ii) Payment of wages, overtime and any other remuneration which may be due\nto him calculated up to the date on which he ceased to work.\n\n(iii) Pro rata leave and leave allowance entitlement in accordance with the\nagreement.\n\n(iv) Severance pay on the basis of 16 days pay for each completed year of\nservice.",{"bindId":172,"name":137,"text":138},"bankholidays1",{"bindId":174,"name":92,"text":93},"overtimeallowancetype",{"bindId":176,"name":92,"text":93},"overtimeallowancetypeperiod",{"bindId":178,"name":54,"text":179},"paidmaternityleavepay","a) A woman employee shall be granted three months maternity leave with full\npay provided that a woman who has taken three month's maternity leave shall not\nforfeit her Annual Leave in that year. A woman employee proceeding on maternity\nleave shall be entitled to leave travelling allowance as per paragraph 17 in\nthis agreement. Employees will be entitled to this benefit on completion of the\nprobationary period.",{"bindId":181,"name":182,"text":183},"maternitydiscrimination","b) A female employee who takes maternity","b) A female employee who takes maternity leave shall not loose her\nprivileges after completion of such leave.",{"bindId":185,"name":186,"text":187},"trainingprogrammes","21.EDUCATIONAL PAID LEAVE Upon the reque","21.EDUCATIONAL PAID LEAVE\n\nUpon the request of the employee through the Union for educational training\nleave, the School will grant such employee unpaid leave to proceed to a\nrecognized educational institution for training, provided that such leave does\nnot exceed 5 days in each year. Such leave will be at the convenience of the\nmanagement. The educational\u002Ftraining and leave should be agreed by the Manager\nor his\u002Fher recognized deputy and must be relevant to the needs of the\nschool.\n\n\n\nEducational Paid Leave shall be granted for training and not more than 5\ndays as long as it is relevant to the needs of the School and is in recognized\neducational institution and is one sponsored by the Union on matters dealing\nwith Industrial Relations.",{"bindId":189,"name":54,"text":55},"paidmaternityleave",{"bindId":191,"name":104,"text":105},"wageincreasedate",{"bindId":193,"name":169,"text":170},"contractseverancepay",{"bindId":195,"name":54,"text":55},"jobsecuritymothers",{"bindId":197,"name":54,"text":55},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN St. Christopher s Schools - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-01-01\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: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → General secondary education, Pre-primary education, Primary education\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        St. Christopher's Schools\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 20 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 45 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2012-01\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 3000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[203],{"title":37,"slug":33},[205],{"type":206,"data":207},"call_to_action_body_block",{"title":208,"description":209,"variant":210,"link":211},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":208,"url":212,"description":208,"rel":213,"type":214},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[216],{"type":206,"data":217},{"title":208,"description":209,"variant":210,"link":218},{"title":208,"url":212,"description":208,"rel":213,"type":214},[]]