[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-super-foam-limited-and-kenya-chemical-and-allied-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":198,"content_type_view":199,"extra_breadcrumbs":200,"body":202,"body_blocks":213,"related_pages":217},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":196,"translations":197},{"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-super-foam-limited-and-kenya-chemical-and-allied-workers-union-","85df8d6c-def1-11e2-b3d9-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-super-foam-limited-and-kenya-chemical-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-super-foam-limited-and-kenya-chemical-and-allied-workers-union-\u002F","Memorandum of Agreement Between Super Foam Limited and Kenya Chemical and Allied Workers' Union - 2012","KEN Super Foam Limited - 2012","Kenya - KEN Super Foam Limited - 2012","KEN Super Foam Limited - 2012 - Manufacturing",{"name":41,"data":42},"SUPAFOAM 2012.html","\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;\">SUPER FOAM\nLIMITED (HEREINAFTER CALLED \"THE COMPANY\") 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;\">KENYA\nCHEMICAL AND ALLIED WORKERS' UNION (HEREINAFTER CALLED \"THE UNION\" OF THE\nSECOND PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch3>1.SUBJECT MATTER:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-coverunion_trigger\">\u003Cp>These terms and conditions of employment set out in this agreement shall be\nobserved by the parties and shall apply to all unionisable employees as\nprovided for in the Industrial Relations Charter and within the terms of the\nRecognition Agreement signed between the parties.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagejobtype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Ch3>2.MINIMUM RATE OF PAY:\u003C\u002Fh3>\n\n\u003Cp>All employees of the company shall be graded irrespective of sex into grades\nas classified in the Appendix `A' attached to this agreement with the minimum\nbasic rates of pay as below:-\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  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>EXISTING\u003C\u002Ftd>\n      \u003Ctd>W.E.F. 1\u002F1\u002F12\u003C\u002Ftd>\n      \u003Ctd>W.E.F. 1\u002F1\u002F13\u003C\u002Ftd>\n      \u003Ctd>W.E.F. 1\u002F1\u002F14\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Special Grade\u003C\u002Ftd>\n      \u003Ctd>19,839\u003C\u002Ftd>\n      \u003Ctd>21,426\u003C\u002Ftd>\n      \u003Ctd>23,140\u003C\u002Ftd>\n      \u003Ctd>25,223\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1\u003C\u002Ftd>\n      \u003Ctd>17,165\u003C\u002Ftd>\n      \u003Ctd>18,538\u003C\u002Ftd>\n      \u003Ctd>20,021\u003C\u002Ftd>\n      \u003Ctd>21,823\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2\u003C\u002Ftd>\n      \u003Ctd>15,020\u003C\u002Ftd>\n      \u003Ctd>16,221\u003C\u002Ftd>\n      \u003Ctd>17,519\u003C\u002Ftd>\n      \u003Ctd>19,096\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3\u003C\u002Ftd>\n      \u003Ctd>12,336\u003C\u002Ftd>\n      \u003Ctd>13,323\u003C\u002Ftd>\n      \u003Ctd>14,389\u003C\u002Ftd>\n      \u003Ctd>15,684\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4\u003C\u002Ftd>\n      \u003Ctd>10,454\u003C\u002Ftd>\n      \u003Ctd>11,290\u003C\u002Ftd>\n      \u003Ctd>12,194\u003C\u002Ftd>\n      \u003Ctd>13,291\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 5\u003C\u002Ftd>\n      \u003Ctd>9,662\u003C\u002Ftd>\n      \u003Ctd>10,435\u003C\u002Ftd>\n      \u003Ctd>11,270\u003C\u002Ftd>\n      \u003Ctd>12,284\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>3.HOUSE ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>All employees who are not provided with accommodation by the employer will\nbe entitled to a 15% of their basic wages as house allowance or Kshs. 2200\u002F=\nper month during the first year of the agreement and Kshs. 2250\u002F= during the\nsecond year of the agreement and Kshs.2,375\u002F- during the third year of the\nagreement whichever is higher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Ch3>4.GENERAL WAGE INCREASE:\u003C\u002Fh3>\n\n\u003Cp>The existing employees will be entitled to 8% wage increase for the first\nyear of the agreement and a further 8% in the second year and another 9% in the\nthird year of the agreement with rates of pay for each grade as contained by\nthe Appendix \"B\".\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that employees who do not reach the agreed minimum for their grades\nafter the first year wage increase will be moved to the agreed minimum for the\ngrade.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.EMPLOYEES IN ACTING CAPACITY:\u003C\u002Fh3>\n\n\u003Cp>An employee holding an acting appointment in a higher grade job than his\u002Fher\nusual graded job for a maximum period of 8 days shall receive an acting\nallowance equal to the difference between his\u002Fher normal pay and the normal pay\nof the higher grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch3>6.WORKING HOURS:\u003C\u002Fh3>\n\n\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of 45 hours per week, provided that an employee who is\nrequired to work in excess of such hours shall be paid for overtime at the\nappropriate rates as provided by overtime clause of this agreement.\nWatchman\u002FAskaris shall be required to work 54 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Ch3>7.OVERTIME RATES:\u003C\u002Fh3>\n\n\u003Cp>Overtime shall be payable as the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For the time worked in excess of the normal number of hours per week\n-Time plus half.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) For time worked on rest days and Gazetted Public Holidays - Double\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>8.GAZETTED PUBLIC HOLIDAYS:\u003C\u002Fh3>\n\n\u003Cp>An employee shall normally be granted leave with full pay on gazetted public\nholidays, provided that an employee who is required to work on such holidays\nshall be paid as provided for by Clause 7 of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>9.ANNUAL PAID LEAVE:\u003C\u002Fh3>\n\n\u003Cp>(a) After the completion of each period of 12 months of continuous service\nwith the company, an employee shall be entitled to 25 working days paid leave.\nThis shall cover employees with up to 5 years.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who has completed over 5 years of continuous service with\nthe company shall be entitled to 30 working days paid leave after each period\nof 12 months of continuous service.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of gazetted public holidays falling within the leave\nperiod, such public holidays shall be added to the leave entitlement.\u003C\u002Fp>\n\n\u003Cp>(d) The date of an employee's leave shall normally fall after the completion\nof every 12 months' service from the date of his\u002Fher engagement or confirmation\nof service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.COMPASSIONATE LEAVE AND LEAVE OF ABSENCE:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>Upon application and at the discretion of the employer and on compassionate\ngrounds, an employee may be granted 7 days Compassionate leave in any one\ncalendar year. The 7 (seven) days compassionate leave granted on an employee\nwill not be paid but it may be paid in the discretion of the company or offset\nagainst his annual leave. Such leave shall not be unreasonably refused.\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-maxsicknesspaytype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>11.SICK LEAVE:\u003C\u002Fh3>\n\n\u003Cp>An employee who is unable to carry out his\u002Fher duties by reason of sickness\nshall be entitled in any period of 12 months, a full pay for the first 45 days\nabsence from work, and half pay for the next succeeding 45 days subject to the\nproduction of a medical certificate signed by a registered medical practitioner\ntestifying to the need of such absence. Sick leave with pay may be extended\nbeyond the period stipulated above at the discretion of the company. An\nemployee shall not be entitled to sick leave where the incapacity is due to\ngross negligence on his\u002Fher part.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>12.INJURY BY ACCIDENT:\u003C\u002Fh3>\n\n\u003Cp>The provisions of the Work Injury Benefits Act, 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>13.FUNERAL EXPENSES:\u003C\u002Fh3>\n\n\u003Cp>In the case of death of an employee while the employee is in the employment\nwith the company, a sum of Ksh. 40,000\u002F= (Fourty thousand) shall be paid to a\nnominated member of the family of the deceased employee to assist in funeral\nexpenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.SAFARI ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to proceed on safari, on company's business,\nshall be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>Breakfast: Kshs. 180.00\u003C\u002Fp>\n\n\u003Cp>Lunch: Kshs. 240.00\u003C\u002Fp>\n\n\u003Cp>Dinner: Kshs. 250.00\u003C\u002Fp>\n\n\u003Cp>Overnight Accommodation: Kshs. 500.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.CERTIFICATE OF SERVICE:\u003C\u002Fh3>\n\n\u003Cp>On termination of employment, an employee shall be given a certificate of\nservice by the employer unless such employment has continued for a period of\nless than four consecutive weeks and every such certificate shall contain:-\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced, and\u003C\u002Fp>\n\n\u003Cp>(d) The date when employment ceased, and such other particulars as may be\nprescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.TERMINATION OF EMPLOYMENT:\u003C\u002Fh3>\n\n\u003Cp>Except where an employee is summarily dismissed for gross misconduct or\nother lawful cause as prescribed in the Employment Act and provided that the\nprobation period has been completed, the company will be required to give the\nfollowing notices to his employees:-\u003C\u002Fp>\n\n\u003Cp>(a) After completion of a probationary period as specified under Clause 19,\nbut less than 5 continuous years of service with the company - one month's pay\nin lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>(b) On completion of 5 years of continuous service and over with the company\n- Two months' notice or two months' pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.WARNING PROCEDURE:\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause for dismissal, may be given a warning in writing which shall be\nrecorded in his\u002Fher history record card and which he\u002Fshe shall be required to\nsign. The signature of the employee in the history record card shall not mean\nthat the employee is pleading guilty of the offence recorded against such\nemployee, but simply to confirm that it has been recorded during an employee's\npresence or with his\u002Fher full knowledge, the employee shall be free to make an\nappeal against such warning in accordance with the procedure laid down by the\nRecognition Agreement between the Company and the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who receives three such warnings may be liable to summary\ndismissal if he commits other offence. All warnings shall be erased from the\nhistory record card of an employee after a period of 12 months from the date of\nthe last such warnings. The union shall be advised of the second and third\nwarnings being given to an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.SUMMARY DISMISSAL:\u003C\u002Fh3>\n\n\u003Cp>(a) The summary dismissal of any employee shall be for gross misconduct in\naccordance with Section 44(4) of the Employment Act, 2007. Notice of summary\ndismissal shall contain sufficient information to indicate to all interested\nparties the reason for dismissal.\u003C\u002Fp>\n\n\u003Cp>(b) Any employee guilty of gross misconduct shall be dismissed summarily,\nbut shall be paid up to the date of his\u002Fher dismissal plus accrued leave.\nHowever, before a decision to dismiss an employee for gross misconduct becomes\nfinal an employee shall be given an opportunity to state his\u002Fher case with the\nassistance of the shopstewards, if he so requires.\u003C\u002Fp>\n\n\u003Cp>(c) Any of the following matters may be considered as gross misconduct:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) If, without leave or lawful cause, an employee absents himself\u002Fherself\nfrom the place appointed for the performance or his\u002Fher work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) If, during working hours, by becoming or being intoxicated an employee\nrenders himself\u002Fherself unwilling or incapable properly to perform his\u002Fher\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) If, an employee wilfully neglects to perform any work which it was\nhis\u002Fher duty to have performed or if he carelessly and improperly performs any\nwork which from its nature it was his\u002Fher duty, under his\u002Fher contract, to have\nperformed carefully and properly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) If, any employee uses abusive or insulting language or behaves in a\nmanner insulting to his employer or to any person placed in authority over\nhim\u002Fher by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) If, any employee knowingly fails, or refuses to obey any lawful and\nproper command which it was within the scope of his\u002Fher duty to obey, issued by\nhis\u002Fher employer or any other person placed in authority over him\u002Fher by\nhis\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) If, in the lawful exercise of any power or arrest given by or under any\nwritten law, an employee is arrested for a cognisable offence punishable by\nimprisonment and is not within 14 days either released on bail or on bond or\notherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) If, an employee is or on reasonable and sufficient grounds is\nsuspected of having committed, a criminal offence against or to the substantial\ndetriment of his employer's property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.PROBATION:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>All employees shall be considered to be on probation not exceeding three\nmonths from the date of engagement and during this time an employee shall be\nsubject to one week's notice of termination of the employment, or will be given\none week's pay in lieu of notice.\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>20.MATERNITY\u002FPATERNITY LEAVE:\u003C\u002Fh3>\n\n\u003Cp>The provisions of the Employment Act, 2007 shall 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-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Ch3>21.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee proceeding on annual leave shall be entitled to a leave\ntravelling allowance of Kshs 2,950.00. This allowance is to be paid in advance\nwhen proceeding on leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>22.UNIFORMS AND PROTECTIVE CLOTHING:\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to wear uniform or overall by nature of his\u002Fher\nwork or in accordance with the provisions of the Occupational Safety and Health\nAct, 2007 shall be issued with two pieces of each item of the uniforms or\noveralls free of charge by the company. Such uniforms or overalls shall be\nreplaced with new pairs immediately after a period of twelve months. The\ncompany shall provide one standard bar of soap per month for cleaning the\nuniforms and overalls.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.REDUNDANCY:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(a) \"Redundancy\" means the 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 service of an employee\nbecomes superfluous and the practice commonly known as abolition of office, job\nor occupation and loss of employment due to Kenyanisation of business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the 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\u002Fshe will be classified as redundant and therefore\neligible for the entitlements outlined in sub-clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Consultation:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of Redundancy, the company undertakes to hold prior discussion\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>\u003C\u002Fp>\n\n\u003Cp>In deciding which employee shall be declared redundant, the company will\nassess the relative merits and ability of the affected employees, but when\nthese factors are equal the discharge will be on the basis of seniority and\nreliability.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>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>\u003C\u002Fp>\n\n\u003Cp>Redundant employee will be given prior consideration for re-engagement by\nthe company should a vacancy arise depending on the qualifications.\u003C\u002Fp>\n\n\u003Cp>(f) Entitlements of Redundant Employees:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant, he\u002Fshe shall be\nentitled to:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The Normal notice period pay in lieu of notice as provided for the\nClause 16 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and any other remuneration due\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Pro-rata leave and leave allowance entitlements in accordance with\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) (a) Severance pay on the basis of 20 days pay for each completed year\nof service for employees with less than 10 years' service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Severance pay on the basis of one and a half months' pay for each\ncompleted year of service for employees with 10 years and over service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provident Fund and any other retirement benefits are in no way affected by\nthese arrangements, if they exist.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.LETTER OF APPOINTMENT:\u003C\u002Fh3>\n\n\u003Cp>From the date of engagement, an employee will be issued with an appointment\nletter by his\u002Fher employer indicating salary, responsibility and other\nrequirements as may be determined by the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>25.RETIREMENT BENEFITS:\u003C\u002Fh3>\n\n\u003Cp>On reaching retirement age of 55 years or where an employee is retired on\nmedical grounds he\u002Fshe shall be entitled to the following retirement\nbenefits:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)Less than 10 years' service -24 days for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>(b)10 years and over -38 days' pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Ch3>26.NIGHT SHIFT ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>All employees who work at night on shift shall be entitled to a night shift\nallowance of Ksh. 50.00 per employee per night shift worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>27.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The Company undertakes to pay the cost of such medical treatment expenses in\naccordance with provisions prescribed by the laws of Kenya; Employment of\nPersons Medical Treatment Rules 1977. The payment of medical expenses will be\nmade to all employees of the company, provided that such illnesses are those\ncovered by the Act.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.TERMINATION AND RESIGNATION BENEFITS\u003C\u002Fh3>\n\n\u003Cp>Where an employee is terminated at the initiative of the employer or resigns\non his\u002Fher own accord, he\u002Fshe will be entitled to the following benefits:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Less than 10 years service -18 days pay for each completed year\u003C\u002Fp>\n\n\u003Cp>of service\u003C\u002Fp>\n\n\u003Cp>(b) Ten (10) years and over22 days pay for each completed year\u003C\u002Fp>\n\n\u003Cp>of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.EFFECTIVE DATE AND DURATION OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective as from 1st January 2012 and it shall\nremain in force for a period of thirty six months from the date, and thereafter\nuntil it is amended by mutual agreement between the company and the union.\nProvided that the party desiring to amend this agreement gives one month's\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF SUPER FOAM LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-------------------------___________________\u003C\u002Fp>\n\n\u003Cp>DILIP SHAHREUBEN NYABERI\u003C\u002Fp>\n\n\u003Cp>DIRECTORHR MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF KENYA CHEMICAL AND ALLIED WORKER'S UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>--------------------------------\u003C\u002Fp>\n\n\u003Cp>(WERE DIBO OGUTU, OGW)\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>(J. OBURA) (HEZRON OPIYO)\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY – NAIROBI,DEPUTY NATIONAL GENERAL\u003C\u002Fp>\n\n\u003Cp>CENTRAL AND EASTERN PROVINCESSECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>__________________\u003C\u002Fp>\n\n\u003Cp>ABEL ISABOKE\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY, RUIRU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-----------------------------------___________________________\u003C\u002Fp>\n\n\u003Cp>(PETER KITABU)(IBRAHIM OBANDA)\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARDSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>------------------------------\u003C\u002Fp>\n\n\u003Cp>(A.O. AMBENGE)\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AT NAIROBI THIS ............................... DAY OF\n.......................................... 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>APPENDIX - ATo Memorandum of Agreement\nDATED..............................DAY OF...............2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>SPECIAL GRADE: Machine Maintenance, Electricians, Drivers (Heavy Commercial\nvehicles), Senior Clerks Salesman Drivers, Motor Vehicle Mechanics, with at\nleast 7 years experience or those with Government Trade Test Grade 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 1: Machine Maintenance, Electricians, Drivers (Medium Size Vehicles),\nGeneral Clerks, Motor Vehicle Mechanics, Extruder operators, Polythene Printing\nMachine Operators, Foaming Machine Operators, Stereo Machine Operators, Charge\nHands with at least 5 years experience or those with Government trade Test\nGrade II.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE II: Machine Maintenance, Electricians, Telephone Operators,\nReceptionists, General Clerks, Motor Vehicle Mechanics, Extruder Operators,\nPolythene Printing Machines Operators, Foaming Machine Operators, Bag Making\nMachine Operators, Warp Knitting Machine Operators, Stereo Machine Operators,\nCharge Hands with at least 3 years experience or those with Government Trade\nTest Grade III.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE III: Copy Typist, Drivers (Cars\u002FLight Vans) Junior Clerks, ungraded\nartisans like Fitters\u002FTurners.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE IV: Tailors Assistants, Mass Production Machinists Machine Attendants,\nDrivers Mates, Watchmen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE V: General Workers, Stitchers, Packers, Handle Fixers, Sealers,\nLabellers, Sweepers, Cleaners, Gardeners and Trainees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>Year 2012 - 8% on current pay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Year 2013 - 8% on year 2012 pay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Year 2014 – 9% on year 2013 pay\u003C\u002Fp>\u003C\u002Fdiv>\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  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Current Pay\u003C\u002Ftd>\n      \u003Ctd>Year 2012, + 8%\u003C\u002Ftd>\n      \u003Ctd>Year 2013, + 8%\u003C\u002Ftd>\n      \u003Ctd>Year 2014, + 9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Special Grade\u003C\u002Ftd>\n      \u003Ctd>22,511.00\u003C\u002Ftd>\n      \u003Ctd>24,312.00\u003C\u002Ftd>\n      \u003Ctd>26,257.00\u003C\u002Ftd>\n      \u003Ctd>28,620.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1\u003C\u002Ftd>\n      \u003Ctd>18,544.00\u003C\u002Ftd>\n      \u003Ctd>20,028.00\u003C\u002Ftd>\n      \u003Ctd>21,630.00\u003C\u002Ftd>\n      \u003Ctd>23,576.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2\u003C\u002Ftd>\n      \u003Ctd>15,662.00\u003C\u002Ftd>\n      \u003Ctd>16,915.00\u003C\u002Ftd>\n      \u003Ctd>18,268.00\u003C\u002Ftd>\n      \u003Ctd>19,912.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3\u003C\u002Ftd>\n      \u003Ctd>13,212.00\u003C\u002Ftd>\n      \u003Ctd>14,269.00\u003C\u002Ftd>\n      \u003Ctd>15,410.00\u003C\u002Ftd>\n      \u003Ctd>16,797.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4\u003C\u002Ftd>\n      \u003Ctd>11,190.00\u003C\u002Ftd>\n      \u003Ctd>12,085.00\u003C\u002Ftd>\n      \u003Ctd>13,052.00\u003C\u002Ftd>\n      \u003Ctd>14,227.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 5\u003C\u002Ftd>\n      \u003Ctd>9,784.00\u003C\u002Ftd>\n      \u003Ctd>10,567.00\u003C\u002Ftd>\n      \u003Ctd>11,412.00\u003C\u002Ftd>\n      \u003Ctd>12,439.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\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 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",{"disabilitypay":44,"lowwageamount":48,"contracttrialperiod":52,"maxsicknesspay":56,"childcareleave":60,"jobclassifaction1":64,"wageincreaseperc1":68,"hourspweek_select":72,"childcare":76,"wageincreasetype2":78,"STRUCINCR_trigger":82,"PAIDLEAV_trigger":84,"funeralpay":88,"paidmaternityleaveduration":92,"maxsicknesspayperc":96,"pensionfund":98,"OVERTIME_trigger":102,"holidaysdays":106,"maxsicknesspaytype":108,"healthcareaccess":110,"jobwagegroups":114,"healthinsurance":116,"SUNDAY_trigger":118,"jobwagejobtype":120,"wageincreasetype":122,"sundayallowancetype":124,"healthandsafetypolicy":126,"overtimeallowanceperc1":130,"hourspweek":132,"contracttrial":134,"schedulesrestpw":136,"shiftallowancetype":140,"sicknessmaxdaysnr":144,"annleaveallowancetype":146,"paidmaternityleaveall":150,"SCHEDULE_trigger":152,"paidpaternityleave":154,"sicknesspay":156,"jobsecuritymothers":158,"NOCTPREM_trigger":160,"shiftallowanceamount1":162,"sundayallowanceperc1":164,"LOWWAGE_trigger":166,"annleaveallowanceamount1":168,"contractseverancepay1":170,"bankholidays1":174,"overtimeallowancetype":178,"overtimeallowancetypeperiod":180,"sicknessmaxdays":182,"paidmaternityleave":184,"coverunion_trigger":186,"contractseverancepay":190,"ANNLEAVE_trigger":192,"paidpaternityleaveduration":194},{"bindId":45,"name":46,"text":47},"disabilitypay","12.INJURY BY ACCIDENT: The provisions of","12.INJURY BY ACCIDENT:\n\nThe provisions of the Work Injury Benefits Act, 2007 shall apply.",{"bindId":49,"name":50,"text":51},"lowwageamount","2.MINIMUM RATE OF PAY: All employees of ","2.MINIMUM RATE OF PAY:\n\nAll employees of the company shall be graded irrespective of sex into grades\nas classified in the Appendix `A' attached to this agreement with the minimum\nbasic rates of pay as below:-\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      EXISTING\n      W.E.F. 1\u002F1\u002F12\n      W.E.F. 1\u002F1\u002F13\n      W.E.F. 1\u002F1\u002F14\n    \n    \n      Special Grade\n      19,839\n      21,426\n      23,140\n      25,223\n    \n    \n      Grade 1\n      17,165\n      18,538\n      20,021\n      21,823\n    \n    \n      Grade 2\n      15,020\n      16,221\n      17,519\n      19,096\n    \n    \n      Grade 3\n      12,336\n      13,323\n      14,389\n      15,684\n    \n    \n      Grade 4\n      10,454\n      11,290\n      12,194\n      13,291\n    \n    \n      Grade 5\n      9,662\n      10,435\n      11,270\n      12,284",{"bindId":53,"name":54,"text":55},"contracttrialperiod","All employees shall be considered to be ","All employees shall be considered to be on probation not exceeding three\nmonths from the date of engagement and during this time an employee shall be\nsubject to one week's notice of termination of the employment, or will be given\none week's pay in lieu of notice.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","11.SICK LEAVE: An employee who is unable","11.SICK LEAVE:\n\nAn employee who is unable to carry out his\u002Fher duties by reason of sickness\nshall be entitled in any period of 12 months, a full pay for the first 45 days\nabsence from work, and half pay for the next succeeding 45 days subject to the\nproduction of a medical certificate signed by a registered medical practitioner\ntestifying to the need of such absence. Sick leave with pay may be extended\nbeyond the period stipulated above at the discretion of the company. An\nemployee shall not be entitled to sick leave where the incapacity is due to\ngross negligence on his\u002Fher part.",{"bindId":61,"name":62,"text":63},"childcareleave","Upon application and at the discretion o","Upon application and at the discretion of the employer and on compassionate\ngrounds, an employee may be granted 7 days Compassionate leave in any one\ncalendar year. The 7 (seven) days compassionate leave granted on an employee\nwill not be paid but it may be paid in the discretion of the company or offset\nagainst his annual leave. Such leave shall not be unreasonably refused.",{"bindId":65,"name":66,"text":67},"jobclassifaction1","SPECIAL GRADE: Machine Maintenance, Elec","SPECIAL GRADE: Machine Maintenance, Electricians, Drivers (Heavy Commercial\nvehicles), Senior Clerks Salesman Drivers, Motor Vehicle Mechanics, with at\nleast 7 years experience or those with Government Trade Test Grade 1.\n\n\n\nGRADE 1: Machine Maintenance, Electricians, Drivers (Medium Size Vehicles),\nGeneral Clerks, Motor Vehicle Mechanics, Extruder operators, Polythene Printing\nMachine Operators, Foaming Machine Operators, Stereo Machine Operators, Charge\nHands with at least 5 years experience or those with Government trade Test\nGrade II.\n\n\n\nGRADE II: Machine Maintenance, Electricians, Telephone Operators,\nReceptionists, General Clerks, Motor Vehicle Mechanics, Extruder Operators,\nPolythene Printing Machines Operators, Foaming Machine Operators, Bag Making\nMachine Operators, Warp Knitting Machine Operators, Stereo Machine Operators,\nCharge Hands with at least 3 years experience or those with Government Trade\nTest Grade III.\n\n\n\nGRADE III: Copy Typist, Drivers (Cars\u002FLight Vans) Junior Clerks, ungraded\nartisans like Fitters\u002FTurners.\n\n\n\nGRADE IV: Tailors Assistants, Mass Production Machinists Machine Attendants,\nDrivers Mates, Watchmen.\n\n\n\nGRADE V: General Workers, Stitchers, Packers, Handle Fixers, Sealers,\nLabellers, Sweepers, Cleaners, Gardeners and Trainees.",{"bindId":69,"name":70,"text":71},"wageincreaseperc1","Year 2012 - 8% on current pay Year 2013 ","Year 2012 - 8% on current pay\n\n\n\nYear 2013 - 8% on year 2012 pay\n\n\n\nYear 2014 – 9% on year 2013 pay",{"bindId":73,"name":74,"text":75},"hourspweek_select","6.WORKING HOURS: An employee shall norma","6.WORKING HOURS:\n\nAn employee shall normally be required to work, whether on shift or\notherwise, a total of 45 hours per week, provided that an employee who is\nrequired to work in excess of such hours shall be paid for overtime at the\nappropriate rates as provided by overtime clause of this agreement.\nWatchman\u002FAskaris shall be required to work 54 hours per week.",{"bindId":77,"name":62,"text":63},"childcare",{"bindId":79,"name":80,"text":81},"wageincreasetype2","4.GENERAL WAGE INCREASE: The existing em","4.GENERAL WAGE INCREASE:\n\nThe existing employees will be entitled to 8% wage increase for the first\nyear of the agreement and a further 8% in the second year and another 9% in the\nthird year of the agreement with rates of pay for each grade as contained by\nthe Appendix \"B\".\n\n\n\nProvided that employees who do not reach the agreed minimum for their grades\nafter the first year wage increase will be moved to the agreed minimum for the\ngrade.",{"bindId":83,"name":80,"text":81},"STRUCINCR_trigger",{"bindId":85,"name":86,"text":87},"PAIDLEAV_trigger","9.ANNUAL PAID LEAVE: (a) After the compl","9.ANNUAL PAID LEAVE:\n\n(a) After the completion of each period of 12 months of continuous service\nwith the company, an employee shall be entitled to 25 working days paid leave.\nThis shall cover employees with up to 5 years.\n\n(b) An employee who has completed over 5 years of continuous service with\nthe company shall be entitled to 30 working days paid leave after each period\nof 12 months of continuous service.\n\n(c) In the event of gazetted public holidays falling within the leave\nperiod, such public holidays shall be added to the leave entitlement.\n\n(d) The date of an employee's leave shall normally fall after the completion\nof every 12 months' service from the date of his\u002Fher engagement or confirmation\nof service.",{"bindId":89,"name":90,"text":91},"funeralpay","13.FUNERAL EXPENSES: In the case of deat","13.FUNERAL EXPENSES:\n\nIn the case of death of an employee while the employee is in the employment\nwith the company, a sum of Ksh. 40,000\u002F= (Fourty thousand) shall be paid to a\nnominated member of the family of the deceased employee to assist in funeral\nexpenses.",{"bindId":93,"name":94,"text":95},"paidmaternityleaveduration","20.MATERNITY\u002FPATERNITY LEAVE: The provis","20.MATERNITY\u002FPATERNITY LEAVE:\n\nThe provisions of the Employment Act, 2007 shall apply.",{"bindId":97,"name":58,"text":59},"maxsicknesspayperc",{"bindId":99,"name":100,"text":101},"pensionfund","25.RETIREMENT BENEFITS: On reaching reti","25.RETIREMENT BENEFITS:\n\nOn reaching retirement age of 55 years or where an employee is retired on\nmedical grounds he\u002Fshe shall be entitled to the following retirement\nbenefits:-\n\n\n\n(a)Less than 10 years' service -24 days for each completed year of\nservice.\n\n(b)10 years and over -38 days' pay for each completed year of service.",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","7.OVERTIME RATES: Overtime shall be paya","7.OVERTIME RATES:\n\nOvertime shall be payable as the following rates:-\n\n\n\n(a) For the time worked in excess of the normal number of hours per week\n-Time plus half.\n\n\n\n(b) For time worked on rest days and Gazetted Public Holidays - Double\ntime.",{"bindId":107,"name":86,"text":87},"holidaysdays",{"bindId":109,"name":58,"text":59},"maxsicknesspaytype",{"bindId":111,"name":112,"text":113},"healthcareaccess","27.MEDICAL TREATMENT The Company underta","27.MEDICAL TREATMENT\n\nThe Company undertakes to pay the cost of such medical treatment expenses in\naccordance with provisions prescribed by the laws of Kenya; Employment of\nPersons Medical Treatment Rules 1977. The payment of medical expenses will be\nmade to all employees of the company, provided that such illnesses are those\ncovered by the Act.",{"bindId":115,"name":50,"text":51},"jobwagegroups",{"bindId":117,"name":112,"text":113},"healthinsurance",{"bindId":119,"name":104,"text":105},"SUNDAY_trigger",{"bindId":121,"name":50,"text":51},"jobwagejobtype",{"bindId":123,"name":80,"text":81},"wageincreasetype",{"bindId":125,"name":104,"text":105},"sundayallowancetype",{"bindId":127,"name":128,"text":129},"healthandsafetypolicy","22.UNIFORMS AND PROTECTIVE CLOTHING: An ","22.UNIFORMS AND PROTECTIVE CLOTHING:\n\nAn employee who is required to wear uniform or overall by nature of his\u002Fher\nwork or in accordance with the provisions of the Occupational Safety and Health\nAct, 2007 shall be issued with two pieces of each item of the uniforms or\noveralls free of charge by the company. Such uniforms or overalls shall be\nreplaced with new pairs immediately after a period of twelve months. The\ncompany shall provide one standard bar of soap per month for cleaning the\nuniforms and overalls.",{"bindId":131,"name":104,"text":105},"overtimeallowanceperc1",{"bindId":133,"name":74,"text":75},"hourspweek",{"bindId":135,"name":54,"text":55},"contracttrial",{"bindId":137,"name":138,"text":139},"schedulesrestpw","(b) For time worked on rest days and Gaz","(b) For time worked on rest days and Gazetted Public Holidays - Double\ntime.",{"bindId":141,"name":142,"text":143},"shiftallowancetype","26.NIGHT SHIFT ALLOWANCE: All employees ","26.NIGHT SHIFT ALLOWANCE:\n\nAll employees who work at night on shift shall be entitled to a night shift\nallowance of Ksh. 50.00 per employee per night shift worked.",{"bindId":145,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":147,"name":148,"text":149},"annleaveallowancetype","21.LEAVE TRAVELLING ALLOWANCE An employe","21.LEAVE TRAVELLING ALLOWANCE\n\nAn employee proceeding on annual leave shall be entitled to a leave\ntravelling allowance of Kshs 2,950.00. This allowance is to be paid in advance\nwhen proceeding on leave.",{"bindId":151,"name":94,"text":95},"paidmaternityleaveall",{"bindId":153,"name":138,"text":139},"SCHEDULE_trigger",{"bindId":155,"name":94,"text":95},"paidpaternityleave",{"bindId":157,"name":58,"text":59},"sicknesspay",{"bindId":159,"name":94,"text":95},"jobsecuritymothers",{"bindId":161,"name":142,"text":143},"NOCTPREM_trigger",{"bindId":163,"name":142,"text":143},"shiftallowanceamount1",{"bindId":165,"name":104,"text":105},"sundayallowanceperc1",{"bindId":167,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":169,"name":148,"text":149},"annleaveallowanceamount1",{"bindId":171,"name":172,"text":173},"contractseverancepay1","(a) \"Redundancy\" means the loss of emplo","(a) \"Redundancy\" means the 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 service of an employee\nbecomes superfluous and the practice commonly known as abolition of office, job\nor occupation and loss of employment due to Kenyanisation of business.\n\n\n\n(b) Alternative Employment:\n\n\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\u002Fshe will be classified as redundant and therefore\neligible for the entitlements outlined in sub-clause (f).\n\n\n\n(c) Consultation:\n\n\n\nIn the event of Redundancy, the company undertakes to hold prior discussion\nwith the union concerning the reasons for and the extent of the intended\nredundancy.\n\n\n\n(d) Selection of Redundant Employees:\n\n\n\nIn deciding which employee shall be declared redundant, the company will\nassess the relative merits and ability of the affected employees, but when\nthese factors are equal the discharge will be on the basis of seniority and\nreliability.\n\n\n\nMembership or non-membership of the union will not be a factor.\n\n\n\n(e) Re-Engagement:\n\n\n\nRedundant employee will be given prior consideration for re-engagement by\nthe company should a vacancy arise depending on the qualifications.\n\n(f) Entitlements of Redundant Employees:\n\n\n\nIn the event of an employee being declared redundant, he\u002Fshe shall be\nentitled to:-\n\n\n\n(i) The Normal notice period pay in lieu of notice as provided for the\nClause 16 of this Agreement.\n\n\n\n(ii) Payment of wages, overtime and any other remuneration due\n\n\n\n(iii) Pro-rata leave and leave allowance entitlements in accordance with\nAgreement.\n\n\n\n(iv) (a) Severance pay on the basis of 20 days pay for each completed year\nof service for employees with less than 10 years' service.\n\n\n\n(b) Severance pay on the basis of one and a half months' pay for each\ncompleted year of service for employees with 10 years and over service.\n\n\n\nProvident Fund and any other retirement benefits are in no way affected by\nthese arrangements, if they exist.",{"bindId":175,"name":176,"text":177},"bankholidays1","8.GAZETTED PUBLIC HOLIDAYS: An employee ","8.GAZETTED PUBLIC HOLIDAYS:\n\nAn 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 as provided for by Clause 7 of this agreement.",{"bindId":179,"name":104,"text":105},"overtimeallowancetype",{"bindId":181,"name":104,"text":105},"overtimeallowancetypeperiod",{"bindId":183,"name":58,"text":59},"sicknessmaxdays",{"bindId":185,"name":94,"text":95},"paidmaternityleave",{"bindId":187,"name":188,"text":189},"coverunion_trigger","These terms and conditions of employment","These terms and conditions of employment set out in this agreement shall be\nobserved by the parties and shall apply to all unionisable employees as\nprovided for in the Industrial Relations Charter and within the terms of the\nRecognition Agreement signed between the parties.",{"bindId":191,"name":172,"text":173},"contractseverancepay",{"bindId":193,"name":148,"text":149},"ANNLEAVE_trigger",{"bindId":195,"name":94,"text":95},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Super Foam Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of chemicals and chemical 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                        Super Foam 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): → 37 %\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            \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: → 7 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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 25.0 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: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 50.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 2950.0\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",[201],{"title":37,"slug":33},[203],{"type":204,"data":205},"call_to_action_body_block",{"title":206,"description":207,"variant":208,"link":209},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":206,"url":210,"description":206,"rel":211,"type":212},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[214],{"type":204,"data":215},{"title":206,"description":207,"variant":208,"link":216},{"title":206,"url":210,"description":206,"rel":211,"type":212},[]]