[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-straight-line-enterprises-limited-and-the-tailors-and-textiles-workers-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":212,"content_type_view":213,"extra_breadcrumbs":214,"body":216,"body_blocks":227,"related_pages":231},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":210,"translations":211},{"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-straight-line-enterprises-limited-and-the-tailors-and-textiles-workers-union-","dc0f7d06-dd56-11e2-bd64-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-straight-line-enterprises-limited-and-the-tailors-and-textiles-workers-union-_1\u002Fmemorandum-of-agreement-between-straight-line-enterprises-limited-and-the-tailors-and-textiles-workers-union-\u002F","Memorandum Of Agreement Between Straight Line Enterprises Limited  And The Tailors And Textiles Workers Union ","KEN Straight Line Enterprises Limited - 2012","Kenya - KEN Straight Line Enterprises Limited - 2012","KEN Straight Line Enterprises Limited - 2012 - Manufacturing",{"name":41,"data":42},"STRAIGHTLINE CBA - 2012.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>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;\">STRAIGHT LINE\nENTERPRISES LIMITED (HEREINAFTER REFERRED\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">TO AS THE\n\"EMPLOYER) OF THE FIRST PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">and\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">THE TAILORS\nAND TEXTILES WORKERS UNION (HEREINAFTER\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">REFERRED TO\nAS THE \"UNION\") OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">****\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF TERMS AND CONDITIONS OF SERVICE AND WAGES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>M\u002FS. Straight Line Enterprises Limited (hereinafter referred to as the\n\"employer\") and the Tailors and Textiles Workers' Union (hereinafter referred\nto as the \"Union\" meeting together in free heart and voluntary association\nagree to, and enter into the foregoing common Agreement in the matter of Terms\nand Conditions of Service negotiated between them at the Joint Negotiating\nCommittee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>1.PROBATION\u003C\u002Fh3>\n\n\u003Cp>The first three months of engagement shall be treated as probationary\nperiod. During this period services of an employee shall be terminable by 7\ndays notice or pay in lieu given by either party terminating the employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Ch3>2.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>The working week shall consist of 45 hours spread over 5 days of the week,\nprovided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Except in the case of shift work, an employee's normal working hours shall\nbe nine hours per day on five days in each week.\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-overtimeallowancetype1\" 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\">\u003Ch3>3.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be paid in the following manner:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) For time worked between Monday and Saturday in excess of the normal\nworking hours per week specified in paragraph two of this agreement, at one and\na half times the basic hourly rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) For time worked during Sundays and Gazetted Public Holidays at double\ntimes the basic hourly rate.\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\u003Ch3>4.HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every employee who is not provided with free housing accommodation shall be\nentitled in addition to the basic month's wages, to a housing allowance of\nKshs. 3,300\u002F= per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>a) After the completion of 12 months continuous service with an employer, an\nemployee will be entitled to 24 working days leave with full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Where employment is terminated after the completion of two or more months\nservice, leave entitlement will be on pro-rata basis.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Ch3>6.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>i) An employee will be entitled to Kshs. 3,900\u002F= leave travelling allowance.\nThe money will be given at the time of proceeding on leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Where an employee is requested by his\u002Fher employer to remain working\ninstead of taking his\u002Fher leave the number of leave days will be paid in cash\nplus leave travelling allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii)Where an employee requests to receive cash in lieu of leave, such\nemployee will not be entitled to leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(i) An employee shall be granted compassionate unpaid leave on application\nby mutual agreement between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Compassionate leave may by prior arrangement by the employee with the\nemployer, be treated as paid leave and subsequently set off against the\nemployee's annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>8.GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>(i) An employee shall be granted Gazetted Public Holidays with full pay.\u003C\u002Fp>\n\n\u003Cp>(ii) If it falls within leave period, the employee will be granted\nadditional paid leave days on top.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\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 focus\">\u003Ch3>9.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>After two months continuous service with an employer, an employee will be\nentitled to a maximum of 40 days sick leave with full pay and thereafter to a\nmaximum of 40 days sick leave with half pay in each period of twelve month's\nconsecutive service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee shall be entitled to such payment unless he produces to the\nemployer a certificate of incapacity covering period of sick leave claimed\nsigned by a medical practitioner in charge of a dispensary or medical aid\ncentre, or by a person authorised by him in writing and acting on his\nbehalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee shall not be eligible for sick leave under this clause in\nrespect of any incapacity due to gross neglect on his part.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>After 24 working days of acting in a higher category\u002Fgrade than his\u002Fher own,\nan employee will receive the minimum wages for the category\u002F grade he\u002Fshe is\nacting on or in the alternative where his\u002Fher basic wages already supersedes\nthe basic minimum wage of the job he\u002Fshe is acting, he\u002Fshe shall be given an\nallowance which is equivalent to the difference of the two groups. The request\nwill be in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who is guilty of an offence other than gross misconduct or\nother lawful cause of dismissal may be given a written warning which shall\nremain valid for a period of 12 months from the date of issue. If, similar or\nany other offence which does not warrant dismissal, he\u002Fshe will be further\nwarned in writing and the warning shall be recorded in his\u002Fher employment\nrecord card, and the two warnings shall remain valid for a period of 12 months\nfrom the date of the second warning. If within this period of 12 months the\nemployee commits a further offence which does not warrant dismissal, he\u002Fshe\nwill be issued with a final letter of warning which will make him or her liable\nto summary dismissal for any other offence which he\u002Fshe will commit thereafter.\nA final letter of warning will remain valid for a period of 12 months from the\ndate of issue. A copy of the final warning shall be sent to the Branch\nSecretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If an employee refuses to accept the warning letter the shopsteward\nshall be called to witness and if he\u002Fshe refuses to accept in the presence of\nthe shopsteward he\u002Fshe will be dismissed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee who has been served with a warning letter shall have the\nright to appeal within three working days on receipt of the warning letter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After the completion of the probation period, employment is terminable by\neither party as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 - 5 years service-one months written notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5 - 10 years service-two months written notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Over 10 years service-three months written notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch3>13.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) In case of redundancy, the principle of \"Last In, First Out\" will apply\nfor the selection of employees affected by redundancy, taking into account,\nseniority, ability, length of service etc., subject to closer consultation with\nthe Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Those affected by redundancy shall be considered for the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Be offered other employment if any available.\u003C\u002Fp>\n\n\u003Cp>(ii) Receive normal specified period of notice.\u003C\u002Fp>\n\n\u003Cp>(iii) Receive severance pay calculated at 18 days pay for each completed\nyear of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>14.MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>The provision of the Employment Act, 2007 will apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>15.PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>(a) All parties and associated personnel dealing with inks will be provided\nwith 2 dust coats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Stitching department employees will be provided with 2 dust coats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The uniforms will remain the property of the Company and they will be\nreplaced after the normal tear and wear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Washing will be the responsibility of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.CASUAL EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>The provision of the Employment Act, 2007 will apply\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Although promotion is a management prerogative, where vacancies of\npromotional nature arise, the employer shall give first consideration to\nexisting employees with the department or group in which vacancy occurs taking\nqualifications, merit, ability, experience and length of service into\nconsideration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>18.COMPANY TRANSPORT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-commutingallowancetype1\" class=\"cbaClause highlight\">\u003Cp>Employees working after 6:30 p.m. will be provided with transport or be paid\nKshs.100\u002F= to cater for bus fare.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>19.DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>In the event of death of an employee the management will contribute Kshs.\n55,000\u002F= towards the burial expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>20.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The Medical Treatment Rules will apply. However treatment be restricted to\nGovernment or Local Authority Hospitals.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.LETTER OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Each employee shall be issued with a letter or document of appointment by\nthe employer indicating the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name and address of the employer\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date of engagement\u003C\u002Fp>\n\n\u003Cp>(d) The nature of work or occupation\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be give a certificate of service by his\u002Fher employer\nupon the termination of his\u002Fher employment and every such certificate shall\ncontain the following:-\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 the 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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>23.RETIREMENT BENEFITS SERVICE GRATUITY\u003C\u002Fh3>\n\n\u003Cp>a) The retirement age will be 55 years for male and 50 years for female\nemployees. The employee and the employer through mutual consent may extend the\nretirement age.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee may retire or be retired by the employer on grounds of ill\nhealth in which case a qualified medical doctors certificate will be required\nto certify this. The company may send an employee recommended for retirement to\nits own doctors for a second opinion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) The retirement benefits clause shall only apply to employees who retire\nfrom employment on grounds of ill health, age, death and termination at the\ninitiative of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who resigns from employment or is dismissed on the account of\ngross misconduct shall not be entitled to retirement benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) i) On retirement issuance of appropriate notice will only apply to\nretirement on age and termination at the initiative of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) For an employee to qualify to earn retirement benefits he\u002Fshe must have\nrendered five (5) years or more continuous service with the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) On retirement, an employee shall be entitled to the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5-10 years of service10 days pay for each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10-15 years of service12 days pay for each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Over 15 year of service15 days pay for each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e)T he retirement benefits clause shall be effective as from 1st July,\n1998.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagejobtype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SKILLEVEL_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Ch3>24.BASIC MINIMUM WAGES (EXCLUDING HOUSING ALLOWANCE W.E.F. 1ST JULY\n2010\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>Grade 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>General Workers, Packers Assistants: 8,580\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade 2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Troners, Button-hole and button: 9,270\u002F=\u003C\u002Fp>\n\n\u003Cp>fixing, Machinists, Packers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mass Production Machinist,: 9,730\u002F=\u003C\u002Fp>\n\n\u003Cp>Screen Printers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade 4\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Drivers (Light vehicles) Embroiders: 11,105\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\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\">\u003Ch3>25GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>a) Every employee covered by this agreement and who was with the company as\nat the 1st July, 2012 whose monthly minimum wages is below the specified new\nminimum as at that date shall be brought to the new minimum applicable to\nhis\u002Fher grade or be granted a 8% wage increase whichever is the greater but not\nboth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) All employees, who shall be in employment in the industry as at 1st July,\n2012 shall be entitled to further general increase of 7.5% on their wages as at\n30th June, 2013 effective from 1st July, 2013.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall come into force with effective from 1st July, 2012 and\nshall remain in-force for a period of 2 years from the date, thereafter it\nshall continue in force until amended. Either party desiring to amend this\nagreement shall give one month's notice in writing to the other expressing the\nintention and detailing any suggested amendments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE M\u002FS STRAIGHT LINE LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>......................................\u003C\u002Fp>\n\n\u003Cp>(P. MALHOTRA)\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE TAILORS AND TEXTILES WORKERS' UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................................\u003C\u002Fp>\n\n\u003Cp>EZRA OJUKA\u003C\u002Fp>\n\n\u003Cp>DEPUTY NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.................................................\u003C\u002Fp>\n\n\u003Cp>NICHOLAS KISOI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...............................................\u003C\u002Fp>\n\n\u003Cp>ABISAI O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE 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>Dated and Signed at Nairobi this....................... Day of\n..................... 2012.\u003C\u002Fp>\n\n\u003Cp>\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 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else 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-straight-line-enterprises-limited-and-the-tailors-and-textiles-workers-union-_1\u002Fmemorandum-of-agreement-between-straight-line-enterprises-limited-and-the-tailors-and-textiles-workers-union-\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            ",{"hourspday_select":44,"lowwageamount":48,"contracttrialperiod":52,"maxsicknesspay":56,"pensionfund":60,"WAGES_determined":64,"wageincreaseperc1":68,"dayspweek":72,"hourspweek_select":76,"childcare":78,"wageincreasetype2":82,"STRUCINCR_trigger":84,"hourspday":86,"funeralpay":88,"paidmaternityleaveduration":92,"SKILLEVEL_trigger":96,"maxsicknesspayperc":98,"jobclassifaction1":100,"commutingallowancetype":104,"OVERTIME_trigger":108,"overtimeallowancetype1":112,"holidaysdays":114,"maxsicknesspaytype":118,"wageincreasedate_date":120,"healthcareaccess":124,"jobwagegroups":128,"healthinsurance":130,"COMMUTE_trigger":132,"SUNDAY_trigger":134,"jobwagejobtype":138,"wageincreasetype":140,"sundayallowancetype":142,"healthandsafetypolicy":144,"overtimeallowanceperc1":148,"commutingallowancetype1":150,"hourspweek":154,"schedulesrestpw":156,"PAIDLEAV_trigger":158,"commutingallowanceamount1":160,"dayspweek_select":162,"annleaveallowancetype":164,"paidmaternityleaveall":168,"SCHEDULE_trigger":170,"contracttrial":172,"paidpaternityleave":174,"sicknesspay":176,"jobsecuritymothers":178,"sundayallowanceperc1":180,"LOWWAGE_trigger":182,"annleaveallowanceamount1":184,"contractseverancepay1":186,"bankholidays1":190,"overtimeallowancetype":194,"overtimeallowancetypeperiod":196,"sicknessmaxdays":198,"paidmaternityleave":200,"wageincreasedate":202,"contractseverancepay":204,"ANNLEAVE_trigger":206,"paidpaternityleaveduration":208},{"bindId":45,"name":46,"text":47},"hourspday_select","2.HOURS OF WORK The working week shall c","2.HOURS OF WORK\n\nThe working week shall consist of 45 hours spread over 5 days of the week,\nprovided that:-\n\n\n\nExcept in the case of shift work, an employee's normal working hours shall\nbe nine hours per day on five days in each week.",{"bindId":49,"name":50,"text":51},"lowwageamount","24.BASIC MINIMUM WAGES (EXCLUDING HOUSIN","24.BASIC MINIMUM WAGES (EXCLUDING HOUSING ALLOWANCE W.E.F. 1ST JULY\n2010\n\nGrade 1\n\n\n\nGeneral Workers, Packers Assistants: 8,580\u002F=\n\n\n\nGrade 2\n\n\n\nTroners, Button-hole and button: 9,270\u002F=\n\nfixing, Machinists, Packers\n\n\n\nGrade 3\n\n\n\nMass Production Machinist,: 9,730\u002F=\n\nScreen Printers\n\n\n\nGrade 4\n\n\n\nDrivers (Light vehicles) Embroiders: 11,105\u002F=",{"bindId":53,"name":54,"text":55},"contracttrialperiod","1.PROBATION The first three months of en","1.PROBATION\n\nThe first three months of engagement shall be treated as probationary\nperiod. During this period services of an employee shall be terminable by 7\ndays notice or pay in lieu given by either party terminating the employment.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","9.SICK LEAVE After two months continuous","9.SICK LEAVE\n\nAfter two months continuous service with an employer, an employee will be\nentitled to a maximum of 40 days sick leave with full pay and thereafter to a\nmaximum of 40 days sick leave with half pay in each period of twelve month's\nconsecutive service.\n\n\n\nProvided that:\n\n\n\n(i) An employee shall be entitled to such payment unless he produces to the\nemployer a certificate of incapacity covering period of sick leave claimed\nsigned by a medical practitioner in charge of a dispensary or medical aid\ncentre, or by a person authorised by him in writing and acting on his\nbehalf.\n\n\n\n(ii) An employee shall not be eligible for sick leave under this clause in\nrespect of any incapacity due to gross neglect on his part.",{"bindId":61,"name":62,"text":63},"pensionfund","23.RETIREMENT BENEFITS SERVICE GRATUITY ","23.RETIREMENT BENEFITS SERVICE GRATUITY\n\na) The retirement age will be 55 years for male and 50 years for female\nemployees. The employee and the employer through mutual consent may extend the\nretirement age.\n\n\n\nb) An employee may retire or be retired by the employer on grounds of ill\nhealth in which case a qualified medical doctors certificate will be required\nto certify this. The company may send an employee recommended for retirement to\nits own doctors for a second opinion.\n\n\n\nc) The retirement benefits clause shall only apply to employees who retire\nfrom employment on grounds of ill health, age, death and termination at the\ninitiative of the employer.\n\n\n\nAn employee who resigns from employment or is dismissed on the account of\ngross misconduct shall not be entitled to retirement benefits.\n\n\n\nd) i) On retirement issuance of appropriate notice will only apply to\nretirement on age and termination at the initiative of the employer.\n\n\n\nii) For an employee to qualify to earn retirement benefits he\u002Fshe must have\nrendered five (5) years or more continuous service with the company.\n\n\n\niii) On retirement, an employee shall be entitled to the following:-\n\n\n\n5-10 years of service10 days pay for each completed year of service\n\n\n\n10-15 years of service12 days pay for each completed year of service\n\n\n\nOver 15 year of service15 days pay for each completed year of service\n\n\n\ne)T he retirement benefits clause shall be effective as from 1st July,\n1998.",{"bindId":65,"name":66,"text":67},"WAGES_determined","Each employee shall be issued with a let","Each employee shall be issued with a letter or document of appointment by\nthe employer indicating the following:\n\n\n\n(a) The name and address of the employer\n\n(b) The name of the employee\n\n(c) The date of engagement\n\n(d) The nature of work or occupation",{"bindId":69,"name":70,"text":71},"wageincreaseperc1","25GENERAL WAGE INCREASE a) Every employe","25GENERAL WAGE INCREASE\n\na) Every employee covered by this agreement and who was with the company as\nat the 1st July, 2012 whose monthly minimum wages is below the specified new\nminimum as at that date shall be brought to the new minimum applicable to\nhis\u002Fher grade or be granted a 8% wage increase whichever is the greater but not\nboth.\n\n\n\nb) All employees, who shall be in employment in the industry as at 1st July,\n2012 shall be entitled to further general increase of 7.5% on their wages as at\n30th June, 2013 effective from 1st July, 2013.",{"bindId":73,"name":74,"text":75},"dayspweek","The working week shall consist of 45 hou","The working week shall consist of 45 hours spread over 5 days of the week,\nprovided that:-\n\n\n\nExcept in the case of shift work, an employee's normal working hours shall\nbe nine hours per day on five days in each week.",{"bindId":77,"name":46,"text":47},"hourspweek_select",{"bindId":79,"name":80,"text":81},"childcare","(i) An employee shall be granted compass","(i) An employee shall be granted compassionate unpaid leave on application\nby mutual agreement between the parties.\n\n\n\n(ii) Compassionate leave may by prior arrangement by the employee with the\nemployer, be treated as paid leave and subsequently set off against the\nemployee's annual leave.",{"bindId":83,"name":70,"text":71},"wageincreasetype2",{"bindId":85,"name":70,"text":71},"STRUCINCR_trigger",{"bindId":87,"name":74,"text":75},"hourspday",{"bindId":89,"name":90,"text":91},"funeralpay","19.DEATH OF AN EMPLOYEE In the event of ","19.DEATH OF AN EMPLOYEE\n\nIn the event of death of an employee the management will contribute Kshs.\n55,000\u002F= towards the burial expenses.",{"bindId":93,"name":94,"text":95},"paidmaternityleaveduration","14.MATERNITY\u002FPATERNITY LEAVE The provisi","14.MATERNITY\u002FPATERNITY LEAVE\n\nThe provision of the Employment Act, 2007 will apply.",{"bindId":97,"name":50,"text":51},"SKILLEVEL_trigger",{"bindId":99,"name":58,"text":59},"maxsicknesspayperc",{"bindId":101,"name":102,"text":103},"jobclassifaction1","Grade 1 General Workers, Packers Assista","Grade 1\n\n\n\nGeneral Workers, Packers Assistants: 8,580\u002F=\n\n\n\nGrade 2\n\n\n\nTroners, Button-hole and button: 9,270\u002F=\n\nfixing, Machinists, Packers\n\n\n\nGrade 3\n\n\n\nMass Production Machinist,: 9,730\u002F=\n\nScreen Printers\n\n\n\nGrade 4\n\n\n\nDrivers (Light vehicles) Embroiders: 11,105\u002F=",{"bindId":105,"name":106,"text":107},"commutingallowancetype","18.COMPANY TRANSPORT Employees working a","18.COMPANY TRANSPORT\n\nEmployees working after 6:30 p.m. will be provided with transport or be paid\nKshs.100\u002F= to cater for bus fare.",{"bindId":109,"name":110,"text":111},"OVERTIME_trigger","3.OVERTIME Overtime shall be paid in the","3.OVERTIME\n\nOvertime shall be paid in the following manner:-\n\n\n\na) For time worked between Monday and Saturday in excess of the normal\nworking hours per week specified in paragraph two of this agreement, at one and\na half times the basic hourly rate.\n\n\n\nb) For time worked during Sundays and Gazetted Public Holidays at double\ntimes the basic hourly rate.",{"bindId":113,"name":110,"text":111},"overtimeallowancetype1",{"bindId":115,"name":116,"text":117},"holidaysdays","a) After the completion of 12 months con","a) After the completion of 12 months continuous service with an employer, an\nemployee will be entitled to 24 working days leave with full pay.\n\n\n\nb) Where employment is terminated after the completion of two or more months\nservice, leave entitlement will be on pro-rata basis.",{"bindId":119,"name":58,"text":59},"maxsicknesspaytype",{"bindId":121,"name":122,"text":123},"wageincreasedate_date","a) Every employee covered by this agreem","a) Every employee covered by this agreement and who was with the company as\nat the 1st July, 2012 whose monthly minimum wages is below the specified new\nminimum as at that date shall be brought to the new minimum applicable to\nhis\u002Fher grade or be granted a 8% wage increase whichever is the greater but not\nboth.\n\n\n\nb) All employees, who shall be in employment in the industry as at 1st July,\n2012 shall be entitled to further general increase of 7.5% on their wages as at\n30th June, 2013 effective from 1st July, 2013.",{"bindId":125,"name":126,"text":127},"healthcareaccess","20.MEDICAL TREATMENT The Medical Treatme","20.MEDICAL TREATMENT\n\nThe Medical Treatment Rules will apply. However treatment be restricted to\nGovernment or Local Authority Hospitals.",{"bindId":129,"name":50,"text":51},"jobwagegroups",{"bindId":131,"name":126,"text":127},"healthinsurance",{"bindId":133,"name":106,"text":107},"COMMUTE_trigger",{"bindId":135,"name":136,"text":137},"SUNDAY_trigger","Overtime shall be paid in the following ","Overtime shall be paid in the following manner:-\n\n\n\na) For time worked between Monday and Saturday in excess of the normal\nworking hours per week specified in paragraph two of this agreement, at one and\na half times the basic hourly rate.\n\n\n\nb) For time worked during Sundays and Gazetted Public Holidays at double\ntimes the basic hourly rate.",{"bindId":139,"name":50,"text":51},"jobwagejobtype",{"bindId":141,"name":70,"text":71},"wageincreasetype",{"bindId":143,"name":136,"text":137},"sundayallowancetype",{"bindId":145,"name":146,"text":147},"healthandsafetypolicy","15.PROTECTIVE CLOTHING (a) All parties a","15.PROTECTIVE CLOTHING\n\n(a) All parties and associated personnel dealing with inks will be provided\nwith 2 dust coats.\n\n\n\n(b) Stitching department employees will be provided with 2 dust coats.\n\n\n\n(c) The uniforms will remain the property of the Company and they will be\nreplaced after the normal tear and wear.\n\n\n\n(d) Washing will be the responsibility of the Company.",{"bindId":149,"name":110,"text":111},"overtimeallowanceperc1",{"bindId":151,"name":152,"text":153},"commutingallowancetype1","Employees working after 6:30 p.m. will b","Employees working after 6:30 p.m. will be provided with transport or be paid\nKshs.100\u002F= to cater for bus fare.",{"bindId":155,"name":74,"text":75},"hourspweek",{"bindId":157,"name":74,"text":75},"schedulesrestpw",{"bindId":159,"name":116,"text":117},"PAIDLEAV_trigger",{"bindId":161,"name":106,"text":107},"commutingallowanceamount1",{"bindId":163,"name":74,"text":75},"dayspweek_select",{"bindId":165,"name":166,"text":167},"annleaveallowancetype","6.LEAVE TRAVELLING ALLOWANCE i) An emplo","6.LEAVE TRAVELLING ALLOWANCE\n\ni) An employee will be entitled to Kshs. 3,900\u002F= leave travelling allowance.\nThe money will be given at the time of proceeding on leave.\n\n\n\n(ii) Where an employee is requested by his\u002Fher employer to remain working\ninstead of taking his\u002Fher leave the number of leave days will be paid in cash\nplus leave travelling allowance.\n\n\n\n(iii)Where an employee requests to receive cash in lieu of leave, such\nemployee will not be entitled to leave travelling allowance.",{"bindId":169,"name":94,"text":95},"paidmaternityleaveall",{"bindId":171,"name":74,"text":75},"SCHEDULE_trigger",{"bindId":173,"name":54,"text":55},"contracttrial",{"bindId":175,"name":94,"text":95},"paidpaternityleave",{"bindId":177,"name":58,"text":59},"sicknesspay",{"bindId":179,"name":94,"text":95},"jobsecuritymothers",{"bindId":181,"name":136,"text":137},"sundayallowanceperc1",{"bindId":183,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":185,"name":166,"text":167},"annleaveallowanceamount1",{"bindId":187,"name":188,"text":189},"contractseverancepay1","13.REDUNDANCY (a) In case of redundancy,","13.REDUNDANCY\n\n(a) In case of redundancy, the principle of \"Last In, First Out\" will apply\nfor the selection of employees affected by redundancy, taking into account,\nseniority, ability, length of service etc., subject to closer consultation with\nthe Union.\n\n\n\n(b) Those affected by redundancy shall be considered for the following:\n\n\n\n(i) Be offered other employment if any available.\n\n(ii) Receive normal specified period of notice.\n\n(iii) Receive severance pay calculated at 18 days pay for each completed\nyear of service.",{"bindId":191,"name":192,"text":193},"bankholidays1","8.GAZETTED PUBLIC HOLIDAYS (i) An employ","8.GAZETTED PUBLIC HOLIDAYS\n\n(i) An employee shall be granted Gazetted Public Holidays with full pay.\n\n(ii) If it falls within leave period, the employee will be granted\nadditional paid leave days on top.",{"bindId":195,"name":110,"text":111},"overtimeallowancetype",{"bindId":197,"name":110,"text":111},"overtimeallowancetypeperiod",{"bindId":199,"name":58,"text":59},"sicknessmaxdays",{"bindId":201,"name":94,"text":95},"paidmaternityleave",{"bindId":203,"name":122,"text":123},"wageincreasedate",{"bindId":205,"name":188,"text":189},"contractseverancepay",{"bindId":207,"name":166,"text":167},"ANNLEAVE_trigger",{"bindId":209,"name":94,"text":95},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Straight Line Enterprises Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\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                        Straight Line Enterprises Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Tailors and Textiles Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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): → 33 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 80 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.5 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-07\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 3900.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 100.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → 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",[215],{"title":37,"slug":33},[217],{"type":218,"data":219},"call_to_action_body_block",{"title":220,"description":221,"variant":222,"link":223},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":220,"url":224,"description":220,"rel":225,"type":226},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[228],{"type":218,"data":229},{"title":220,"description":221,"variant":222,"link":230},{"title":220,"url":224,"description":220,"rel":225,"type":226},[]]