[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-sumaria-industries-limited-and-kenya-chemical-and-allied-workers-union-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":194,"content_type_view":195,"extra_breadcrumbs":196,"body":198,"body_blocks":209,"related_pages":213},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":192,"translations":193},{"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-sumaria-industries-limited-and-kenya-chemical-and-allied-workers-union-workers-","c561648e-de28-11e2-a22b-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-sumaria-industries-limited-and-kenya-chemical-and-allied-workers-union-workers-\u002Fmemorandum-of-agreement-between-sumaria-industries-limited-and-kenya-chemical-and-allied-workers-union-workers-\u002F","Memorandum of Agreement Between Sumaria Industries Limited and Kenya Chemical and Allied Workers Union Workers - 2012","KEN Sumaria Industries Limited - 2011","Kenya - KEN Sumaria Industries Limited - 2011","KEN Sumaria Industries Limited - 2011 - Manufacturing",{"name":41,"data":42},"SUMARIA Collective Agreement - 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;\">SUMARIA\nINDUSTRIES LIMITED (HEREINAFTER CALLED THE “EMPLOYER’) OF THE SECOND\nPART\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\nCHEMICAL AND ALLIED WORKERS UNION WORKERS (HEREINAFTER CALLED THE “UNION”)\nOF THE FIRST PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Cp>*****************\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions set out in this agreement shall be observed by the\nparties referred to above and shall apply to all employees of the Company\ncovered by definition given by union’s registered constitution and as\nprovided for by the FKE\u002FCOTU (K) agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>BASIC MINIMUM RATES OF PAY FOR THE GRADES SHOWN IN APPENDIX “A”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Outgoing Minimum \u003C\u002Fp>\n\n        \u003Cp>w.e.f. 01.11.11 \u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>w.e.f. 01.11.12\n\n        \u003Cp>(10% increase)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>w.e.f. 1.11.10 \n\n        \u003Cp>(10% increase)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1\u003C\u002Ftd>\n      \u003Ctd>21992\u002F=\u003C\u002Ftd>\n      \u003Ctd>24191= \u003C\u002Ftd>\n      \u003Ctd>26610\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2\u003C\u002Ftd>\n      \u003Ctd>19808\u002F=\u003C\u002Ftd>\n      \u003Ctd>21789\u002F=\u003C\u002Ftd>\n      \u003Ctd>23968\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3\u003C\u002Ftd>\n      \u003Ctd>17469\u002F=\u003C\u002Ftd>\n      \u003Ctd>19216\u002F=\u003C\u002Ftd>\n      \u003Ctd>21138\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4\u003C\u002Ftd>\n      \u003Ctd>16531\u002F= \u003C\u002Ftd>\n      \u003Ctd>18184\u002F=\u003C\u002Ftd>\n      \u003Ctd>20003\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 5\u003C\u002Ftd>\n      \u003Ctd>20736\u002F=\u003C\u002Ftd>\n      \u003Ctd>22810\u002F=\u003C\u002Ftd>\n      \u003Ctd>25091\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 6\u003C\u002Ftd>\n      \u003Ctd>13837\u002F=\u003C\u002Ftd>\n      \u003Ctd>15221\u002F=\u003C\u002Ftd>\n      \u003Ctd>16743\u002F=\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART II OTHER TERMS AND CONDITIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>The first three months of employment shall be treated as probationary\nperiod. For the first month of probation, any party intending to terminate\nservices shall give 48 hours notice or pay in lieu and second and third months\na notice of 7 days or pay in lieu shall be given.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise a total of forty-four (44) hours per week exclusive of meal break\nhours provided that an employee who is required to work in excess of 44 hours\nper week shall be paid for such excess hours at the appropriate rates as\nprovided by clause 5 of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.EX-GRATIA PAYMENT\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to an ex-gratia payment of Kshs. 16,000 if he\nleaves employment on the following grounds:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Retirement on age grounds\u003C\u002Fp>\n\n\u003Cp>(ii) Being retired by the Company\u003C\u002Fp>\n\n\u003Cp>(iii) Retirement on Medical Grounds\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that, the Company reserves the right to seek for a second medical\nopinion in respect to employees retiring on medical grounds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.OVERTIME RATES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime rates shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For hours worked on week days in excess of hours set out in clause (3)\none time and a half.\u003C\u002Fp>\n\n\u003Cp>(b) For hours worked on an employee’s normal rest days and gazetted public\nholidays, shall be paid double time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\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 by overtime clause.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>After each period of twelve consecutive months service with the employer, an\nemployee with less than 5 years service shall be entitled to annual leave of 26\nworking days with full pay but those employees who have been in the service of\nthe company for 5 years and over shall be entitled to 29 working days. In the\nevent of a statutory public holidays falling within the leave period, such\nholidays shall be added to the leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>8.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to sick leave upto a maximum of 45 days with\nfull pay and thereafter to sick leave upto a maximum of 45 days on half pay in\nthe period of twelve month continuous service, subject to the employee\nproducing a certificate of incapacity covering each period of sick leave\nclaimed, signed by a medical practitioner or a person acting on his behalf in a\ndispensary or Medical Aid Centre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.MATERNITY LEAVE\u003C\u002Fh3>\n\n\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\">\u003Cp>(a) A female employee shall be entitled to three months maternity leave with\nfull pay, provided that a woman who has taken three months maternity leave\nshall not forfeit her annual leave in that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Child-birth in respect of a female employee shall not be deemed sickness\nas provided for under clause No. 8 of this agreement and the employer shall not\nbe required to meet the medical expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(c) A female employee who has taken maternity leave shall not incur any loss\nof privileges during such a period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.COMPASSIONATE LEAVE AND LEAVE OF ABSENCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) Any employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer be granted such leave up to his\u002Fher earned\nleave entitlement under paragraph 7 of this agreement and the leave taken shall\nbe subsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee may, in addition to the leave period provided for in\nsub-paragraph (a) of this paragraph be granted five (5) days compassionate\nleave without pay in any one year.\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>11.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The Company undertakes to pay for the cost of medical treatment and medical\nexpenses in accordance with the provisions prescribed by the laws of Kenya\nrelative to employment of persons medical treatment rules. The payment of such\nmedical expenses will be made to all employees of the company, provided that\nsuch illnesses are those covered by the Act.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.UNIFORMS\u002FOVERALLS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>An employee who is required to wear uniforms or overall by nature of his\u002Fher\nwork or in accordance with the Factories Act shall be issued with two pairs of\nuniforms or overalls by the company. Such uniforms or overalls shall be\nreplaced with new pairs immediately after a period of 12 months as from the\ndate of issue. The uniforms or overalls shall remain the property of the\ncompany. The company shall be responsible for laundering such uniforms and\noveralls, and that where this is impracticable, the company will provide every\nemployee with one bar of washing soap each month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>13.INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cp>In the case of injury covered by Work Injury Benefits Act full pay will be\ngiven to the employee and where the Act requires the payment of half-pay during\na period of certified temporary disability, an employee shall be paid by the\ncompany his\u002Fher full wages\u002Fsalary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.EMPLOYEE IN ACTING CAPACITY\u003C\u002Fh3>\n\n\u003Cp>An employee temporarily acting in a higher grade job for a period of 21\nconsecutive days or more within one year, shall receive a minimum salary for\nthat grade for those days he\u002Fshe occupies the position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform his\u002Fher duties away from his\u002Fher\nprincipal place of work and as such is unable to take his\u002Fher breakfast, lunch\nor dinner at home, shall be entitled to the following allowances:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast-Kshs. 180\u003C\u002Fp>\n\n\u003Cp>Lunch- Kshs. 240\u003C\u002Fp>\n\n\u003Cp>Dinner-Kshs. 280\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition, an employee who spends a night away from his\u002Fher home while on\nduty shall get an extra Kshs. 950\u002F= for accommodation per night.\u003C\u002Fp>\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>16.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee travelling on annual leave will be entitled to the following\nallowances w.e.f. 1st November 2011:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st Year of the Agreement-Kshs. 7,350\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2nd Year of the Agreement-Kshs. 7,800\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight focus\">\u003Ch3>17.TRANSPORT FACILITIES\u003C\u002Fh3>\n\n\u003Cp>The company will provide transport to agreed points within city boundaries\nfor employees who start or leave work between 6.30 p.m. and 6.00 a.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause justifying dismissal may be given a warning which shall be entered\ninto the employee’s employment records card and shall remain valid for a\nperiod of twelve months from the date of issue. If, within the twelve months\nperiod the employee commits a similar offence or any other offence which does\nnot warrant dismissal, he will be further warned in writing in his employment\ncard, and the two warnings shall remain valid for a period of 12 months from\nthe date of the second warning. If the employee commits a further offence which\ndoes not warrant dismissal, he will be issued with a final letter of warning\nwhich will make him liable to summary dismissal for any other offence which he\nmay commit thereafter. A final letter of warning will remain valid for a period\nof one year from the date of issue. A copy of the final warning letter shall be\nsent to the National General Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(a) “Redundancy” means loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee, involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous, and the practice commonly known as abolition of office or\noccupation and loss of employment due to the Kenyanisation of business, but it\ndoes not include any such loss of employment by a domestic servant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This employment may not be\nof 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 clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Consultation\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to hold prior discussions\nwith the union concerning the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employees are to be declared redundant the company will\nassess the relative merit, 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 factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe will be entitled\nto:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The usual notice or pay in lieu of notice as defined in the\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)Payment of wages, overtime and any other remuneration due when he\u002Fshe\nceases work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Cash in lieu of pro rata leave entitlement in accordance with the\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Severance pay shall be paid at the following basic rates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Employees with up to 10 years service – 23 days pay for each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Employees with over 10 years service – 27 days pay for each completed\nyear of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After the probation period, contract shall be terminable by not less than\none month’s notice which should be given by either party or otherwise by the\npayment of either party, in lieu of notice of not less than one month’s pay\nexcept where an employee is summarily dismissed for gross misconduct or other\nlawful cause. For those employees with more than 5 years service – 2\nmonths’ notice or salary in lieu of such notice will be given by either\nparty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>21.GRATUITY\u002FSERVICE BENEFITS\u003C\u002Fh3>\n\n\u003Cp>An employee whose services are terminated for reasons other than gross\nmisconduct shall be entitled to Gratuity\u002FService benefits based on the\nemployees final basic salary as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Employees with up to 10 years service – 27 days pay for each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Employees with over 10 years service – 30 days pay for each completed\nyear of service.\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 given a certificate of service by his\u002Fher employer\nupon the termination of his\u002Fher employment, unless such employment has\ncontinued for a period of less than four consecutive weeks and every such\ncertificate shall contain:-\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The date when the employment ceased, and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subject to sub-section (1) of this section, no employer is bound to give to\nan employee any testimonials, reference or a certificate relating to the\ncharacter or performance of an employee. Any employer who willfully or by\nneglect fails to give an employee a certificate of service in accordance with\nthis sub-section or who in a certificate of service includes a statement which\nhe knows to be fault, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>23.FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cp>In the event of death of an employee, the company shall provide Kshs. 60,000\nto the next of kin towards meeting funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every employee of the company will be paid a housing allowance effective\nfrom 1st November, 2011 as outlined hereunder:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>w.e.f. 1.11.2011-Kshs. 4,700\u003C\u002Fp>\n\n\u003Cp>w.e.f. 1.11.2012-Kshs. 5,000\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Ch3>25.GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>1st year w.e.f. 1.11.2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every employee who was in the service as at 1st November, 2011 will be\nentitled to a general wage increase of 10% based on his\u002Fher personal basic rate\nwhich he\u002Fshe was earning prior to this date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2nd year w.e.f. 1.11.2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every employee in service as at 1st November, 2012 will be entitled to a\ngeneral wage increase of 10% based on his\u002Fher personal basic rate which he\u002Fshe\nwas earning prior to this date.\u003C\u002Fp>\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 be effective from 1st November, 2011 and shall remain\nin force for a period of 24 months from that date, and thereafter until it is\namended by mutual agreement between the company and the union, provided that\nthe party desiring to amend the agreement shall give one month’s notice of\nintention and shall set out in details the amendments or alterations which such\nparty desires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF SUMARIA INDUSTRIES LTD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTORHEAD OF HR, AFRICA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE KENYA CHEMICAL & ALLIED WORKERS’\nUNION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………..\u003C\u002Fp>\n\n\u003Cp>WERE DIBO OGUTU – O.G.W.\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\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>HEZRON OPIYO\u003C\u002Fp>\n\n\u003Cp>DEPUTY NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………\u003C\u002Fp>\n\n\u003Cp>GEORGE GWAKO\u003C\u002Fp>\n\n\u003Cp>RECRUITMENT\u002FINDUSTRIAL RELATIONS ASSISTANT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………\u003C\u002Fp>\n\n\u003Cp>JAMES KIRUBIPETER MUNYAO\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARDSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………..\u003C\u002Fp>\n\n\u003Cp>GEORGE R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER – F.K.E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED THIS …………… DAY OF ……………………………2012\u003C\u002Fp>\n\n\u003Cp>APPENDIX “A”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>JOB CLASSIFICATIONS AND GRADING SYSTEMS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-JOBTYPE_descriptions\" class=\"cbaClause highlight\">\u003Cp>GRADE I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade will cover skilled staff carrying out work requiring experience\nand skilled operation with a minimum of supervision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties of Grade I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Within this grade will come engineering staff with technical qualifications\nand long experience e.g. electricians, fitters and tanners. This grade will\nfurther be classified into three:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)Employees with Test Grade Certificate Grade 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Employees with Test Grade Certificate Grade 2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)Employees with Test Grade Certificate Grade 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This will cover skilled staff carrying out work requiring experience and\ntechnical ability with moderate supervision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties of Grade II (A)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)Senior Injection and Blow Moulding machine operators responsible for\nadjustments to moulding conditions on their own and other employees’ machines\nto maintain the condition set by machine setter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Senior Extrusion supervisors able to carry out adjustments to extrusion\nconditions to maintain quality standards and where set by machine setter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)Skilled employees in the engineering section, fitters and welders,\nquality controllers whose qualifications or experience do not qualify them for\nentry to the grade I.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d)Other employees who, although not employed on full-time grade (I) work,\npossess special qualifications which the company feels are to its benefit and\nis therefore prepared to give recognition to.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade II (B)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Senior Injector, Blow Moulding and Extrusion supervisors and similar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade will cover those employees whose duties require some degree of\nskill and\u002For experience. This grade will be appropriate to those employees\ngaining the necessary qualifications for appointment to Grade II and such\nemployees will normally be expected to carry out Grade II duties with extra\nsupervision during the absence of Grade II employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLERICAL GRADE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Senior Clerks carrying out responsible work\u002Fdispatch\u002Fstore clerks,\nresponsible for stock cards system with sticks responsible for company’s cash\nin keeping and giving out and entering into petty cash books.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>General Clerks carrying out any general work with moderate supervision and\ncopy typist with minimum of 60 w.p.m., telephone operator\u002Freceptionist,\nstore-keeper.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Junior Clerks with little or no experience to carry out work with extra\nsupervision or newly employed clerks, payroll clerks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)All employees not covered above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Machine attendants who are capable to run their machines without much\ntrouble.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade V\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)Car and Light Vans\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Medium-sized vehicles\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)Heavy Commercial Vehicles\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties of Grade V\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)Car and Light Vans not exceeding 2 tons T.W.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Medium-sized vehicles – over 2 tons and less than 8 tons T.W. with or\nwithout trailer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)Heavy Commercial Vehicles – 8 tons T.W. with or without trailer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade VI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade will cover all unskilled employees having the following\nresponsibilities:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cleaning, Sweeping, Labouring, Packing, Winding, Tea Making, Drivers Mate,\nLabelling, Wire Bending, Gardener, Day Watchman, Messenger, e.t.c.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties shall recheck the present grading system (job titles) to\nascertain that they are in line with statutory requirements. 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",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"maternitydiscrimination":60,"wageincreaseperc1":64,"hourspweek_select":68,"childcare":72,"wageincreasetype2":76,"STRUCINCR_trigger":78,"funeralpay":80,"contracttrialperiod":84,"maternityotherclause":88,"maxsicknesspayperc":92,"pensionfund":94,"OVERTIME_trigger":98,"holidaysdays":102,"jobclassifaction1":106,"wageincreasedate_date":110,"healthcareaccess":114,"jobwagegroups":118,"healthinsurance":120,"COMMUTE_trigger":122,"SUNDAY_trigger":126,"ANNLEAVE_trigger":128,"sundayallowancetype":132,"healthandsafetypolicy":134,"overtimeallowanceperc1":138,"commutingallowancetype1":140,"hourspweek":142,"schedulesrestpw":144,"JOBTYPE_descriptions":146,"PAIDLEAV_trigger":150,"annleaveallowancetype":152,"paidmaternityleaveall":154,"SCHEDULE_trigger":156,"contracttrial":158,"sicknesspay":160,"sicknessmaxdaysnr":162,"sundayallowanceperc1":164,"LOWWAGE_trigger":166,"annleaveallowanceamount1":168,"contractseverancepay1":170,"bankholidays1":174,"overtimeallowancetype":178,"overtimeallowancetypeperiod":180,"sicknessmaxdays":182,"paidmaternityleave":184,"wageincreasedate":186,"contractseverancepay":188,"jobsecuritymothers":190},{"bindId":45,"name":46,"text":47},"disabilitypay","13.INJURY BY ACCIDENT In the case of inj","13.INJURY BY ACCIDENT\n\nIn the case of injury covered by Work Injury Benefits Act full pay will be\ngiven to the employee and where the Act requires the payment of half-pay during\na period of certified temporary disability, an employee shall be paid by the\ncompany his\u002Fher full wages\u002Fsalary.",{"bindId":49,"name":50,"text":51},"lowwageamount","BASIC MINIMUM RATES OF PAY FOR THE GRADE","BASIC MINIMUM RATES OF PAY FOR THE GRADES SHOWN IN APPENDIX “A”\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      \n      Outgoing Minimum \n\n        w.e.f. 01.11.11 \n\n        \n      \n      w.e.f. 01.11.12\n\n        (10% increase)\n      \n      w.e.f. 1.11.10 \n\n        (10% increase)\n\n        \n      \n    \n    \n      Grade 1\n      21992\u002F=\n      24191= \n      26610\u002F=\n    \n    \n      Grade 2\n      19808\u002F=\n      21789\u002F=\n      23968\u002F=\n    \n    \n      Grade 3\n      17469\u002F=\n      19216\u002F=\n      21138\u002F=\n    \n    \n      Grade 4\n      16531\u002F= \n      18184\u002F=\n      20003\u002F=\n    \n    \n      Grade 5\n      20736\u002F=\n      22810\u002F=\n      25091\u002F=\n    \n    \n      Grade 6\n      13837\u002F=\n      15221\u002F=\n      16743\u002F=",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(a) A female employee shall be entitled ","(a) A female employee shall be entitled to three months maternity leave with\nfull pay, provided that a woman who has taken three months maternity leave\nshall not forfeit her annual leave in that year.\n\n\n\n(b) Child-birth in respect of a female employee shall not be deemed sickness\nas provided for under clause No. 8 of this agreement and the employer shall not\nbe required to meet the medical expenses.\n\n\n\n(c) A female employee who has taken maternity leave shall not incur any loss\nof privileges during such a period.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","8.SICK LEAVE An employee shall be entitl","8.SICK LEAVE\n\nAn employee shall be entitled to sick leave upto a maximum of 45 days with\nfull pay and thereafter to sick leave upto a maximum of 45 days on half pay in\nthe period of twelve month continuous service, subject to the employee\nproducing a certificate of incapacity covering each period of sick leave\nclaimed, signed by a medical practitioner or a person acting on his behalf in a\ndispensary or Medical Aid Centre.",{"bindId":61,"name":62,"text":63},"maternitydiscrimination","(c) A female employee who has taken mate","(c) A female employee who has taken maternity leave shall not incur any loss\nof privileges during such a period.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","25.GENERAL WAGE INCREASE 1st year w.e.f.","25.GENERAL WAGE INCREASE\n\n1st year w.e.f. 1.11.2011\n\n\n\nEvery employee who was in the service as at 1st November, 2011 will be\nentitled to a general wage increase of 10% based on his\u002Fher personal basic rate\nwhich he\u002Fshe was earning prior to this date.\n\n\n\n2nd year w.e.f. 1.11.2012\n\n\n\nEvery employee in service as at 1st November, 2012 will be entitled to a\ngeneral wage increase of 10% based on his\u002Fher personal basic rate which he\u002Fshe\nwas earning prior to this date.",{"bindId":69,"name":70,"text":71},"hourspweek_select","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise a total of forty-four (44) hours per week exclusive of meal break\nhours provided that an employee who is required to work in excess of 44 hours\nper week shall be paid for such excess hours at the appropriate rates as\nprovided by clause 5 of this agreement.",{"bindId":73,"name":74,"text":75},"childcare","(a) Any employee desiring to take leave ","(a) Any employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer be granted such leave up to his\u002Fher earned\nleave entitlement under paragraph 7 of this agreement and the leave taken shall\nbe subsequently set off against his\u002Fher annual leave.\n\n\n\n(b) An employee may, in addition to the leave period provided for in\nsub-paragraph (a) of this paragraph be granted five (5) days compassionate\nleave without pay in any one year.",{"bindId":77,"name":66,"text":67},"wageincreasetype2",{"bindId":79,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":81,"name":82,"text":83},"funeralpay","23.FUNERAL EXPENSES In the event of deat","23.FUNERAL EXPENSES\n\nIn the event of death of an employee, the company shall provide Kshs. 60,000\nto the next of kin towards meeting funeral expenses.",{"bindId":85,"name":86,"text":87},"contracttrialperiod","The first three months of employment sha","The first three months of employment shall be treated as probationary\nperiod. For the first month of probation, any party intending to terminate\nservices shall give 48 hours notice or pay in lieu and second and third months\na notice of 7 days or pay in lieu shall be given.",{"bindId":89,"name":90,"text":91},"maternityotherclause","(b) Child-birth in respect of a female e","(b) Child-birth in respect of a female employee shall not be deemed sickness\nas provided for under clause No. 8 of this agreement and the employer shall not\nbe required to meet the medical expenses.",{"bindId":93,"name":58,"text":59},"maxsicknesspayperc",{"bindId":95,"name":96,"text":97},"pensionfund","21.GRATUITY\u002FSERVICE BENEFITS An employee","21.GRATUITY\u002FSERVICE BENEFITS\n\nAn employee whose services are terminated for reasons other than gross\nmisconduct shall be entitled to Gratuity\u002FService benefits based on the\nemployees final basic salary as follows:-\n\n\n\n(i) Employees with up to 10 years service – 27 days pay for each completed\nyear of service.\n\n\n\n(ii) Employees with over 10 years service – 30 days pay for each completed\nyear of service.",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","Overtime rates shall be as follows:- (a)","Overtime rates shall be as follows:-\n\n\n\n(a) For hours worked on week days in excess of hours set out in clause (3)\none time and a half.\n\n(b) For hours worked on an employee’s normal rest days and gazetted public\nholidays, shall be paid double time.",{"bindId":103,"name":104,"text":105},"holidaysdays","After each period of twelve consecutive ","After each period of twelve consecutive months service with the employer, an\nemployee with less than 5 years service shall be entitled to annual leave of 26\nworking days with full pay but those employees who have been in the service of\nthe company for 5 years and over shall be entitled to 29 working days. In the\nevent of a statutory public holidays falling within the leave period, such\nholidays shall be added to the leave entitlement.",{"bindId":107,"name":108,"text":109},"jobclassifaction1","JOB CLASSIFICATIONS AND GRADING SYSTEMS ","JOB CLASSIFICATIONS AND GRADING SYSTEMS\n\n\n\nGRADE I\n\n\n\nThis grade will cover skilled staff carrying out work requiring experience\nand skilled operation with a minimum of supervision.\n\n\n\nDuties of Grade I\n\n\n\nWithin this grade will come engineering staff with technical qualifications\nand long experience e.g. electricians, fitters and tanners. This grade will\nfurther be classified into three:-\n\n\n\n(a)Employees with Test Grade Certificate Grade 1\n\n\n\n(b)Employees with Test Grade Certificate Grade 2\n\n\n\n(c)Employees with Test Grade Certificate Grade 3\n\n\n\nGrade II\n\n\n\nThis will cover skilled staff carrying out work requiring experience and\ntechnical ability with moderate supervision.\n\n\n\nDuties of Grade II (A)\n\n\n\n(a)Senior Injection and Blow Moulding machine operators responsible for\nadjustments to moulding conditions on their own and other employees’ machines\nto maintain the condition set by machine setter.\n\n\n\n(b)Senior Extrusion supervisors able to carry out adjustments to extrusion\nconditions to maintain quality standards and where set by machine setter.\n\n\n\n(c)Skilled employees in the engineering section, fitters and welders,\nquality controllers whose qualifications or experience do not qualify them for\nentry to the grade I.\n\n\n\n(d)Other employees who, although not employed on full-time grade (I) work,\npossess special qualifications which the company feels are to its benefit and\nis therefore prepared to give recognition to.\n\n\n\n\n\nGrade II (B)\n\n\n\nSenior Injector, Blow Moulding and Extrusion supervisors and similar.\n\n\n\nGrade III\n\n\n\nThis grade will cover those employees whose duties require some degree of\nskill and\u002For experience. This grade will be appropriate to those employees\ngaining the necessary qualifications for appointment to Grade II and such\nemployees will normally be expected to carry out Grade II duties with extra\nsupervision during the absence of Grade II employees.\n\n\n\nCLERICAL GRADE\n\n\n\nGrade I\n\n\n\nSenior Clerks carrying out responsible work\u002Fdispatch\u002Fstore clerks,\nresponsible for stock cards system with sticks responsible for company’s cash\nin keeping and giving out and entering into petty cash books.\n\n\n\nGrade II\n\n\n\nGeneral Clerks carrying out any general work with moderate supervision and\ncopy typist with minimum of 60 w.p.m., telephone operator\u002Freceptionist,\nstore-keeper.\n\n\n\nGrade III\n\n\n\nJunior Clerks with little or no experience to carry out work with extra\nsupervision or newly employed clerks, payroll clerks.\n\n\n\nGrade IV\n\n\n\n(a)All employees not covered above.\n\n\n\n(b)Machine attendants who are capable to run their machines without much\ntrouble.\n\n\n\nGrade V\n\n\n\n(a)Car and Light Vans\n\n\n\n(b)Medium-sized vehicles\n\n\n\n(c)Heavy Commercial Vehicles\n\n\n\n\n\nDuties of Grade V\n\n\n\n(a)Car and Light Vans not exceeding 2 tons T.W.\n\n\n\n(b)Medium-sized vehicles – over 2 tons and less than 8 tons T.W. with or\nwithout trailer\n\n\n\n(c)Heavy Commercial Vehicles – 8 tons T.W. with or without trailer\n\n\n\nGrade VI\n\n\n\nThis grade will cover all unskilled employees having the following\nresponsibilities:\n\n\n\nCleaning, Sweeping, Labouring, Packing, Winding, Tea Making, Drivers Mate,\nLabelling, Wire Bending, Gardener, Day Watchman, Messenger, e.t.c.",{"bindId":111,"name":112,"text":113},"wageincreasedate_date","1st year w.e.f. 1.11.2011 Every employee","1st year w.e.f. 1.11.2011\n\n\n\nEvery employee who was in the service as at 1st November, 2011 will be\nentitled to a general wage increase of 10% based on his\u002Fher personal basic rate\nwhich he\u002Fshe was earning prior to this date.\n\n\n\n2nd year w.e.f. 1.11.2012\n\n\n\nEvery employee in service as at 1st November, 2012 will be entitled to a\ngeneral wage increase of 10% based on his\u002Fher personal basic rate which he\u002Fshe\nwas earning prior to this date.",{"bindId":115,"name":116,"text":117},"healthcareaccess","11.MEDICAL TREATMENT The Company underta","11.MEDICAL TREATMENT\n\nThe Company undertakes to pay for the cost of medical treatment and medical\nexpenses in accordance with the provisions prescribed by the laws of Kenya\nrelative to employment of persons medical treatment rules. The payment of such\nmedical expenses will be made to all employees of the company, provided that\nsuch illnesses are those covered by the Act.",{"bindId":119,"name":50,"text":51},"jobwagegroups",{"bindId":121,"name":116,"text":117},"healthinsurance",{"bindId":123,"name":124,"text":125},"COMMUTE_trigger","17.TRANSPORT FACILITIES The company will","17.TRANSPORT FACILITIES\n\nThe company will provide transport to agreed points within city boundaries\nfor employees who start or leave work between 6.30 p.m. and 6.00 a.m.",{"bindId":127,"name":100,"text":101},"SUNDAY_trigger",{"bindId":129,"name":130,"text":131},"ANNLEAVE_trigger","16.LEAVE TRAVELLING ALLOWANCE An employe","16.LEAVE TRAVELLING ALLOWANCE\n\nAn employee travelling on annual leave will be entitled to the following\nallowances w.e.f. 1st November 2011:-\n\n\n\n1st Year of the Agreement-Kshs. 7,350\n\n\n\n2nd Year of the Agreement-Kshs. 7,800",{"bindId":133,"name":100,"text":101},"sundayallowancetype",{"bindId":135,"name":136,"text":137},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniforms or overall by nature of his\u002Fher\nwork or in accordance with the Factories Act shall be issued with two pairs of\nuniforms or overalls by the company. Such uniforms or overalls shall be\nreplaced with new pairs immediately after a period of 12 months as from the\ndate of issue. The uniforms or overalls shall remain the property of the\ncompany. The company shall be responsible for laundering such uniforms and\noveralls, and that where this is impracticable, the company will provide every\nemployee with one bar of washing soap each month.",{"bindId":139,"name":100,"text":101},"overtimeallowanceperc1",{"bindId":141,"name":124,"text":125},"commutingallowancetype1",{"bindId":143,"name":70,"text":71},"hourspweek",{"bindId":145,"name":100,"text":101},"schedulesrestpw",{"bindId":147,"name":148,"text":149},"JOBTYPE_descriptions","GRADE I This grade will cover skilled st","GRADE I\n\n\n\nThis grade will cover skilled staff carrying out work requiring experience\nand skilled operation with a minimum of supervision.\n\n\n\nDuties of Grade I\n\n\n\nWithin this grade will come engineering staff with technical qualifications\nand long experience e.g. electricians, fitters and tanners. This grade will\nfurther be classified into three:-\n\n\n\n(a)Employees with Test Grade Certificate Grade 1\n\n\n\n(b)Employees with Test Grade Certificate Grade 2\n\n\n\n(c)Employees with Test Grade Certificate Grade 3\n\n\n\nGrade II\n\n\n\nThis will cover skilled staff carrying out work requiring experience and\ntechnical ability with moderate supervision.\n\n\n\nDuties of Grade II (A)\n\n\n\n(a)Senior Injection and Blow Moulding machine operators responsible for\nadjustments to moulding conditions on their own and other employees’ machines\nto maintain the condition set by machine setter.\n\n\n\n(b)Senior Extrusion supervisors able to carry out adjustments to extrusion\nconditions to maintain quality standards and where set by machine setter.\n\n\n\n(c)Skilled employees in the engineering section, fitters and welders,\nquality controllers whose qualifications or experience do not qualify them for\nentry to the grade I.\n\n\n\n(d)Other employees who, although not employed on full-time grade (I) work,\npossess special qualifications which the company feels are to its benefit and\nis therefore prepared to give recognition to.\n\n\n\n\n\nGrade II (B)\n\n\n\nSenior Injector, Blow Moulding and Extrusion supervisors and similar.\n\n\n\nGrade III\n\n\n\nThis grade will cover those employees whose duties require some degree of\nskill and\u002For experience. This grade will be appropriate to those employees\ngaining the necessary qualifications for appointment to Grade II and such\nemployees will normally be expected to carry out Grade II duties with extra\nsupervision during the absence of Grade II employees.\n\n\n\nCLERICAL GRADE\n\n\n\nGrade I\n\n\n\nSenior Clerks carrying out responsible work\u002Fdispatch\u002Fstore clerks,\nresponsible for stock cards system with sticks responsible for company’s cash\nin keeping and giving out and entering into petty cash books.\n\n\n\nGrade II\n\n\n\nGeneral Clerks carrying out any general work with moderate supervision and\ncopy typist with minimum of 60 w.p.m., telephone operator\u002Freceptionist,\nstore-keeper.\n\n\n\nGrade III\n\n\n\nJunior Clerks with little or no experience to carry out work with extra\nsupervision or newly employed clerks, payroll clerks.\n\n\n\nGrade IV\n\n\n\n(a)All employees not covered above.\n\n\n\n(b)Machine attendants who are capable to run their machines without much\ntrouble.\n\n\n\nGrade V\n\n\n\n(a)Car and Light Vans\n\n\n\n(b)Medium-sized vehicles\n\n\n\n(c)Heavy Commercial Vehicles\n\n\n\n\n\nDuties of Grade V\n\n\n\n(a)Car and Light Vans not exceeding 2 tons T.W.\n\n\n\n(b)Medium-sized vehicles – over 2 tons and less than 8 tons T.W. with or\nwithout trailer\n\n\n\n(c)Heavy Commercial Vehicles – 8 tons T.W. with or without trailer\n\n\n\nGrade VI\n\n\n\nThis grade will cover all unskilled employees having the following\nresponsibilities:\n\n\n\nCleaning, Sweeping, Labouring, Packing, Winding, Tea Making, Drivers Mate,\nLabelling, Wire Bending, Gardener, Day Watchman, Messenger, e.t.c.",{"bindId":151,"name":104,"text":105},"PAIDLEAV_trigger",{"bindId":153,"name":130,"text":131},"annleaveallowancetype",{"bindId":155,"name":54,"text":55},"paidmaternityleaveall",{"bindId":157,"name":100,"text":101},"SCHEDULE_trigger",{"bindId":159,"name":86,"text":87},"contracttrial",{"bindId":161,"name":58,"text":59},"sicknesspay",{"bindId":163,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":165,"name":100,"text":101},"sundayallowanceperc1",{"bindId":167,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":169,"name":130,"text":131},"annleaveallowanceamount1",{"bindId":171,"name":172,"text":173},"contractseverancepay1","(a) “Redundancy” means loss of employmen","(a) “Redundancy” means loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee, involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous, and the practice commonly known as abolition of office or\noccupation and loss of employment due to the Kenyanisation of business, but it\ndoes not include any such loss of employment by a domestic servant.\n\n\n\n(b) Alternative Employment\n\nIn an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This employment may not be\nof 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 clause (f).\n\n\n\n(c) Consultation\n\nIn the event of redundancy, the company undertakes to hold prior discussions\nwith the union concerning the reasons for and the extent of the intended\nredundancy.\n\n\n\n(d) Selection of Redundant Employees\n\nIn deciding which employees are to be declared redundant the company will\nassess the relative merit, 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 factor.\n\n\n\n(e) Re-engagement\n\nRedundant employees will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\n\n\n\n(f) Entitlement of Redundant Employees\n\nIn the event of an employee being declared redundant he\u002Fshe will be entitled\nto:-\n\n\n\n(i) The usual notice or pay in lieu of notice as defined in the\nagreement.\n\n\n\n(ii)Payment of wages, overtime and any other remuneration due when he\u002Fshe\nceases work.\n\n\n\n(iii) Cash in lieu of pro rata leave entitlement in accordance with the\nagreement.\n\n\n\n(iv) Severance pay shall be paid at the following basic rates:\n\n\n\na. Employees with up to 10 years service – 23 days pay for each completed\nyear of service.\n\n\n\nb. Employees with over 10 years service – 27 days pay for each completed\nyear of service.",{"bindId":175,"name":176,"text":177},"bankholidays1","An employee shall normally be granted le","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 by overtime clause.",{"bindId":179,"name":100,"text":101},"overtimeallowancetype",{"bindId":181,"name":100,"text":101},"overtimeallowancetypeperiod",{"bindId":183,"name":58,"text":59},"sicknessmaxdays",{"bindId":185,"name":54,"text":55},"paidmaternityleave",{"bindId":187,"name":112,"text":113},"wageincreasedate",{"bindId":189,"name":172,"text":173},"contractseverancepay",{"bindId":191,"name":54,"text":55},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Sumaria Industries Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-10-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\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 rubber and plastic products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Sumaria Industries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Chemical and Allied 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): → 38 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 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: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \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: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → 2012-11\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 7350.0\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",[197],{"title":37,"slug":33},[199],{"type":200,"data":201},"call_to_action_body_block",{"title":202,"description":203,"variant":204,"link":205},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":202,"url":206,"description":202,"rel":207,"type":208},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[210],{"type":200,"data":211},{"title":202,"description":203,"variant":204,"link":212},{"title":202,"url":206,"description":202,"rel":207,"type":208},[]]