[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-teita-estate-ltd-rope-works-division-and-tailors-and-textile-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":169,"content_type_view":170,"extra_breadcrumbs":171,"body":173,"body_blocks":184,"related_pages":188},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":167,"translations":168},{"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-teita-estate-ltd-rope-works-division-and-tailors-and-textile-workers-union-","a72cb490-c0be-11e3-9fdf-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-teita-estate-ltd-rope-works-division-and-tailors-and-textile-workers-union-\u002Fmemorandum-of-agreement-between-teita-estate-ltd-rope-works-division-and-tailors-and-textile-workers-union-\u002F","Memorandum of Agreement between Teita Estate Ltd (Rope Works Division) and Tailors and Textile Workers Union - 2013","KEN Teita Estate Ltd - 2013","Kenya - KEN Teita Estate Ltd - 2013","KEN Teita Estate Ltd - 2013 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN TEITA ESTATE LTD (ROPE WORKS DIVISION) AND TAILORS AND TEXTILE WORKERS UNION.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN TEITA ESTATE LTD (ROPE WORKS DIVISION)\n(HEREINAFTER REFERED TO AS EMPLOYER) ON THE FIRST PART AND TAILORS AND TEXTILE\nWORKERS UNION) (HEREINAFTER REFERED TO AS THE UNION) ON THE SECOND PART.\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF WAGES AND OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>The terms and conditions of service set out in this agreement shall be\nobserved by either party and shall apply to all unionisable employees of the\ncompany as covered by the recognition agreement signed between the parties.\nThis agreement shall not apply to confidential, managerial and supervisory\nstaff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>Employees shall be on probation for a period of three months during which\ntime termination of employment by either party shall be 48 hours notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 45 hours spread over six days of\nthe week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cp>Monday to Friday – Eight (8) hours a day\u003C\u002Fp>\n\n\u003Cp>Saturday – Five (5) hours\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. OVER TIME\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be paid at the following rates:\u003C\u002Fp>\n\n\u003Cp>a) For time worked in excess of the normal working hours each week, at one\nand one half times the normal hourly rates.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>b) For the time worked on rest days and statutory public holidays at twice\nthe normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. PAYMENT OF WAGES\u003C\u002Fh2>\n\n\u003Cp>Wages shall be paid on the last working day of every month. In case of the\nlast working day falling on a Saturday or Public Holiday, wages shall be paid\non the eve day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>a) After completion of 12 consecutive months of service with the company, a\npermanent employee shall be entitled to twenty eight (28) working days annual\nleave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b) When employment is terminated after completion of three (3) consecutive\nmonths or more of service, an employee shall be entitled to two days leave with\nfull pay for each completed month of service and this shall be paid in cash.\u003C\u002Fp>\n\n\u003Cp>c) Where an employee is required to work instead of taking leave at the\nrequest of the company, such employee will be paid full wages in lieu of leave\nnot actually taken plus leave traveling allowance. But when an employee\nrequests to continue working instead of going on leave he\u002Fshe will be paid for\nleave days without leave traveling allowance. Such requests shall be made in\nwriting.\u003C\u002Fp>\n\n\u003Cp>d) The leave referred to in subsection (a) of this clause shall be\nadditional to all public holidays , weekly rest days and sick leave, whether\nfixed by the law or agreement in respect of which an employee is not required\nto work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cp>Any employee proceeding on annual leave shall be entitled to traveling\nallowance as follows:\u003C\u002Fp>\n\n\u003Cp>1 st Year – Kshs. 3,600.00\u003C\u002Fp>\n\n\u003Cp>2 nd Year – Kshs.3, 600.00\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a) After completion of probationary period and upon the employees’\nrequest, compassionate leave may be granted at the discretion of the employer\nand the management shall undertake to consider such request sympathetically.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Gazetted Public Holidays in this case shall be granted with full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. SICK LEAVE\u003C\u002Fh2>\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-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>After the probationary period, an employee shall be entitled to sick leave\nwith full pay to a maximum of sixty (60) days and thereafter to sick leave with\nhalf pay up to a maximum of sixty (60) days in each period of twelve months\nconsecutive service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>a) An employee shall not be entitled to such payment unless he\u002Fshe produces\nto the employer a certificate of incapacity covering the period of sick leave\nclaimed , signed by a qualified medical practitioner in charge of dispensary or\nmedical aid center.\u003C\u002Fp>\n\n\u003Cp>b) An employee shall not be eligible for sick leave under this clause in\nrespect of any incapacity, due to gross neglect on his \u002F her part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Termination of employment shall be done by giving notice in writing or pay\nin lieu of such notice by either party on any working day of the week as\nfollows:\u003C\u002Fp>\n\n\u003Cp>a) Employees with service of one (1) to (4) years - one (1) month’s\nnotice.\u003C\u002Fp>\n\n\u003Cp>b) Employee with service of over (5) years – (9) years-(3) month’s\nnotice.\u003C\u002Fp>\n\n\u003Cp>c) Employees with over ten (10) to fifteen (15) years – (4) month’s\nnotice.\u003C\u002Fp>\n\n\u003Cp>d) Employees with over fifteen (15) years- (6) month’s notice.\u003C\u002Fp>\n\n\u003Cp>A terminated employee shall be paid twenty three (23) days for each\ncompleted year of service as termination gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. WARNING PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Without in any way prejudicing the employer’s right to terminate the\nservice of an employee summarily for justified cause, an employee whose work\nand or conduct is unsatisfactory or commits a default which in the opinion of\nthe employer does not warrant instant dismissal shall be warned in writing and\nthe following procedure shall apply:\u003C\u002Fp>\n\n\u003Cp>a)The first and second warning letters shall be entered in the employee’s\nemployment records and the Shop Steward informed accordingly.\u003C\u002Fp>\n\n\u003Cp>b)The third warning letter shall be copied to the Branch Secretary of the\nunion.\u003C\u002Fp>\n\n\u003Cp>c)If an employee who has received three warning letters commits a fourth\ndefault, he \u002F she shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>Provided that each warning letter shall be invalid after ten months from the\ndate the last warning letter was issued.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. MARTERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>A woman employee shall be entitled to three month’s maternity leave with\nfull pay and thereafter, to one month’s leave with full pay and leave\ntraveling allowance provided that she adduces a certificate to the same effect\nfrom qualified medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>In the event of redundancy, the following principles shall apply:\u003C\u002Fp>\n\n\u003Cp>a) The union shall be informed of the reasons for and the extent of the\nintended redundancy.\u003C\u002Fp>\n\n\u003Cp>b) The principles shall be adopted of ‘LAST IN FIRST OUT’ in the\nparticular category of employees affected, subject to all other factors such as\nskill, merit ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>c) In case of availability of employment at a later date, the company will\nconsider the former redundant employees first for re-employment. The principles\nof ‘last out first in may apply.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>d) A redundant employee shall be entitled to 23 days per for each complete\nyear of service as severance pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cp>Permanent employees shall be issued with two uniforms or personal protective\nclothing per year. The uniformed employees shall be issued with one bar of soap\neach month and employees must wear their uniforms and all other applicable\npersonal protective equipment all the time while on duty. The uniform \u002F\npersonal protective equipment will remain the property of the company. Caps\nwill be provided to all employees while safety boots will be given all\nemployees after every two years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. NIGHT TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Night transport shall be provided to employees traveling to or from the\nfactory for night shift work which commences between 7.00 p.m. and 6.00 a.m.\u003C\u002Fp>\n\n\u003Cp>Provided that such transportation shall be restricted to a radius of 8 miles\nfrom the factory to various employees’ drop off points.\u003C\u002Fp>\n\n\u003Ch2>16. HOUSING AND HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Every employee who is not provided with free housing accommodation by the\ncompany will be entitled to a house allowance as follows:\u003C\u002Fp>\n\n\u003Cp>1 st Year – Kshs. 3,700.00\u003C\u002Fp>\n\n\u003Cp>2 nd Year – Kshs. 3,700.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where a permanent employee is required to work in full capacity for a period\nof not less than seven (7) days in an occupation or grade for which the basic\nwages described is higher than the basic wages normally earned by the employee,\nshe \u002Fhe will be paid acting allowance at a rate not less than the difference\nbetween such higher basic minimum wages and her\u002Fhis normal basic wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>1) Every employee shall be given a certificate of service by his\u002Fher\nemployer unless such employment has continued for a period of not less than (4)\nconsecutive weeks and every such certificate shall contain the following\ninformation:\u003C\u002Fp>\n\n\u003Cp>a) The name of the employer and his postal address.\u003C\u002Fp>\n\n\u003Cp>b) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>c) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>d) The date when employment ceased\u003C\u002Fp>\n\n\u003Cp>e) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Subject to subsection (1) of this clause, the employer is not bound to\ngive an employee any testimonial, reference or certificate relating to the\ncharacter or performance of such employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3) Failure by the employer willfully or by neglect to give an employee a\ncertificate of service in accordance with subsection (1) of this section or\ninclusion of a false statement shall constitute a civil offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. BASIC MINIMUM WAGES EXCLUSIVE OF HOUSING ALLOWANCE FOR NEW\nEMPLOYEES\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\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      \u003C\u002Ftr>\u003Ctr>\u003Ctd>GROUP I\u003C\u002Ftd>\n      \u003Ctd>AS AT\n\n        \u003Cp>SEPT.30, 2011\u003C\u002Fp>\n\n        \u003Cp>( KSHS)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>W.E.F.\n\n        \u003Cp>OCT.01, 2011\u003C\u002Fp>\n\n        \u003Cp>(KSHS)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>W.E.F.\n\n        \u003Cp>OCT.01,2012\u003C\u002Fp>\n\n        \u003Cp>( KSHS)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General Laborers\n\n        \u003Cp>Cleaners\u002F Messengers\u003C\u002Fp>\n\n        \u003Cp>Loader\u002FUnloader\u003C\u002Fp>\n\n        \u003Cp>Packer \u002F Weigher\u003C\u002Fp>\n\n        \u003Cp>Handful Maker\u003C\u002Fp>\n\n        \u003Cp>Feeder, Machine\u003C\u002Fp>\n\n        \u003Cp>Attendant \u002FTrainee\u003C\u002Fp>\n\n        \u003Cp>For a maximum of 6 months\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,193.00\u003C\u002Ftd>\n      \u003Ctd>11,008.00\u003C\u002Ftd>\n      \u003Ctd>11,999.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP II\n\n        \u003Cp>Machine Attendant\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,573.00\u003C\u002Ftd>\n      \u003Ctd>12,499.00\u003C\u002Ftd>\n      \u003Ctd>13,624.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP III\n\n        \u003Cp>Driver\u003C\u002Fp>\n\n        \u003Cp>Light Van\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,796.00 \u003C\u002Ftd>\n      \u003Ctd>14,900.00\u003C\u002Ftd>\n      \u003Ctd>16,241.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP IV\n\n        \u003Cp>Clerical Staff\u003C\u002Fp>\n\n        \u003Cp>Stores Clerk\u003C\u002Fp>\n\n        \u003Cp>Yarn Testing Clerk, Mechanics, Electricians\u002FOilers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,747.00\u003C\u002Ftd>\n      \u003Ctd>17,007.00\u003C\u002Ftd>\n      \u003Ctd>18,537.00\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. GENERAL WAGE INCREASE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cp>i) FROM OCTOBER 1, 2013\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>The employees who were in the service of the company as at September 30,\n2011 will receive a General Wage Increase of 8 %.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) FROM OCTOBER 1, 2014\u003C\u002Fp>\n\n\u003Cp>The employees who were in the service of the employer as at September 2010\nwill\u003C\u002Fp>\n\n\u003Cp>receive a General Wage Increase of 9 % to cover the next successive twelve\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>Section 34 of Employment Act of 2007, Laws of Kenya shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. LETTERS OF APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>The employer shall give appointment letters to all employees at the time of\nemployment on regular establishment. The letters shall specify the date of\nengagement and nature of work to be performed by the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. INJURY WHILE ON DUTY\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>The Work Injury Benefits Act of 2007, Laws of Kenya shall apply to any\nemployee injured while and in the course of employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>Promotion of employees from one grade to the next shall be carried out at\nthe discretion of the employer after giving consideration to merit, and\nseniority among other factors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. CASUAL EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>i) All casual employees shall be paid at the rate of 1\u002F22 of the basic\nconsolidated minimum wages of their respective grades.\u003C\u002Fp>\n\n\u003Cp>ii) No employee shall remain on casual employment terms for more than three\nconsecutive months before being engaged on permanent terms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. LEAVE FOR UNION SHOP STEWARD ON OFFICIAL BUSINESS\u003C\u002Fh2>\n\n\u003Cp>The employer may grant in any one year a total of thirty (30) working days\nleave to the Shop Steward or one (1) other member of the Works Committee to\nattend to the union conference meeting or seminars at the written request of\nthe union’s Secretary General or his representative provided that the number\nof employees so released will not exceed 2 in any one year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>Employees who are required to perform shift work at between 7.00 p.m. and\n7.00 a.m. will be entitled to night shift allowance of Fourteen Shillings\n(14.00) Kenya Shillings and Fourteen shillings (14.00) Kenya Shillings per hour\nfor year 1 and year 2 respectively.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. RETIREMENT GRATUITY BENEFITS\u003C\u002Fh2>\n\n\u003Cp>Employees will retire from employment upon attaining 60 years of age.\u003C\u002Fp>\n\n\u003Cp>Subject to the employees’ health and conduct being satisfactory, an\nemployer may extend the retirement age to a maximum of four (4) years.\u003C\u002Fp>\n\n\u003Cp>The request for extension of retirement age should be done in writing.\nHowever, the employer shall have the right to retire any employee at any time\nafter attaining the mandatory retirement age.\u003C\u002Fp>\n\n\u003Cp>i) Any employee who retires due to certified ill health or who dies while\nstill in employment shall also be entitled to retirement benefits payable\nthrough the labor office.\u003C\u002Fp>\n\n\u003Cp>ii) The retirement benefits shall be twenty three (23) days pay for each\ncomplete year of service based on the individual employee’s date of\nemployment.\u003C\u002Fp>\n\n\u003Cp>iii) Employees who are retired under this clause shall be entitled to\nappropriate period of notice or pay in lieu, accrued or prorate leave and any\nother terminal benefits as above.\u003C\u002Fp>\n\n\u003Cp>iv) An employee can terminate his\u002Fher employment, resign or retire after\nserving the company for 15 years and the above benefits will accrue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>When death of an employee occurs, the employer shall meet the following\nbereavement expenses:\u003C\u002Fp>\n\n\u003Cp>Cost of Transportation - Kshs. 28,000.00\u003C\u002Fp>\n\n\u003Cp>Coffin - Kshs. 15,000.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. JOINT SAFETY COMMITTEE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight focus\">\u003Cp>Both parties agreed that Health and Safety Committee shall be established in\nline with the Occupational Safety and Health Act of 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31. EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be effective from October 1, 2013 and shall remain in\nforce until amended or terminated. Any party intending to amend or terminate\nthis agreement shall give one month’s written notice to the other party\nexpressing such intention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE MANAGEMENT:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………. \u003C\u002Fp>\n\n\u003Cp>PETER KRAFT \u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….\u003C\u002Fp>\n\n\u003Cp>OSCAR IDAMBO\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION:\u003C\u002Fp>\n\n\u003Cp>………………………………. \u003C\u002Fp>\n\n\u003Cp>REV. JOEL K. CHEBII OGW \u003C\u002Fp>\n\n\u003Cp>SECRETARY GENERAL \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………\u003C\u002Fp>\n\n\u003Cp>EZRA OJUKA\u003C\u002Fp>\n\n\u003Cp>DEPUTY SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………… .. …\u003C\u002Fp>\n\n\u003Cp>JOHN NGARE \u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….\u003C\u002Fp>\n\n\u003Cp>PETER OMONDI\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>KEPHA OGWOKA\u003C\u002Fp>\n\n\u003Cp>ASSISTANT SHOP STEWARD\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>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>DATED THIS………………………….OF\n………………….AT…………..……2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"wageincreaseperc1":56,"dayspweek":60,"hourspweek_select":64,"childcare":66,"STRUCINCR_trigger":70,"hourspday":74,"funeralpay":76,"contracttrialperiod":80,"maternityotherclause":84,"maxsicknesspayperc":86,"OVERTIME_trigger":90,"holidaysdays":94,"holidaysweeks":98,"wageincreasedate_date":100,"healthcareaccess":103,"jobwagegroups":107,"SUNDAY_trigger":111,"ANNLEAVE_trigger":115,"healthandsafetypolicy":119,"overtimeallowanceperc1":123,"hourspweek":125,"contracttrial":127,"sicknesspay":129,"dayspweek_select":131,"SCHEDULE_trigger":133,"schedulesrestpw":135,"sicknessmaxdaysnr":137,"NOCTPREM_trigger":139,"shiftallowanceamount1":143,"sundayallowanceperc1":145,"annleaveallowanceamount1":147,"contractseverancepay1":149,"sicknessmaxdays":153,"paidmaternityleave":155,"coverunion_trigger":157,"wageincreasedate":161,"contractseverancepay":163,"PAIDLEAV_trigger":165},{"bindId":45,"name":46,"text":47},"disabilitypay","The Work Injury Benefits Act of 2007, La","The Work Injury Benefits Act of 2007, Laws of Kenya shall apply to any\nemployee injured while and in the course of employment.",{"bindId":49,"name":50,"text":51},"hourspday_select","Monday to Friday – Eight (8) hours a day","Monday to Friday – Eight (8) hours a day\n\nSaturday – Five (5) hours",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","A woman employee shall be entitled to th","A woman employee shall be entitled to three month’s maternity leave with\nfull pay and thereafter, to one month’s leave with full pay and leave\ntraveling allowance provided that she adduces a certificate to the same effect\nfrom qualified medical practitioner.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","The employees who were in the service of","The employees who were in the service of the company as at September 30,\n2011 will receive a General Wage Increase of 8 %.",{"bindId":61,"name":62,"text":63},"dayspweek","The normal working week shall consist of","The normal working week shall consist of 45 hours spread over six days of\nthe week.",{"bindId":65,"name":62,"text":63},"hourspweek_select",{"bindId":67,"name":68,"text":69},"childcare","a) After completion of probationary peri","a) After completion of probationary period and upon the employees’\nrequest, compassionate leave may be granted at the discretion of the employer\nand the management shall undertake to consider such request sympathetically.",{"bindId":71,"name":72,"text":73},"STRUCINCR_trigger","i) FROM OCTOBER 1, 2013 The employees wh","i) FROM OCTOBER 1, 2013\n\nThe employees who were in the service of the company as at September 30,\n2011 will receive a General Wage Increase of 8 %.\n\n\n\nii) FROM OCTOBER 1, 2014\n\nThe employees who were in the service of the employer as at September 2010\nwill\n\nreceive a General Wage Increase of 9 % to cover the next successive twelve\nmonths.",{"bindId":75,"name":50,"text":51},"hourspday",{"bindId":77,"name":78,"text":79},"funeralpay","When death of an employee occurs, the em","When death of an employee occurs, the employer shall meet the following\nbereavement expenses:\n\nCost of Transportation - Kshs. 28,000.00\n\nCoffin - Kshs. 15,000.00",{"bindId":81,"name":82,"text":83},"contracttrialperiod","Employees shall be on probation for a pe","Employees shall be on probation for a period of three months during which\ntime termination of employment by either party shall be 48 hours notice.",{"bindId":85,"name":54,"text":55},"maternityotherclause",{"bindId":87,"name":88,"text":89},"maxsicknesspayperc","After the probationary period, an employ","After the probationary period, an employee shall be entitled to sick leave\nwith full pay to a maximum of sixty (60) days and thereafter to sick leave with\nhalf pay up to a maximum of sixty (60) days in each period of twelve months\nconsecutive service.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","Overtime shall be paid at the following ","Overtime shall be paid at the following rates:\n\na) For time worked in excess of the normal working hours each week, at one\nand one half times the normal hourly rates.",{"bindId":95,"name":96,"text":97},"holidaysdays","a) After completion of 12 consecutive mo","a) After completion of 12 consecutive months of service with the company, a\npermanent employee shall be entitled to twenty eight (28) working days annual\nleave with full pay.",{"bindId":99,"name":96,"text":97},"holidaysweeks",{"bindId":101,"name":72,"text":102},"wageincreasedate_date","i) FROM OCTOBER 1, 2013\n\nThe employees who were in the service of the company as at September 30,\n2011 will receive a General Wage Increase of 8 %.",{"bindId":104,"name":105,"text":106},"healthcareaccess","Section 34 of Employment Act of 2007, La","Section 34 of Employment Act of 2007, Laws of Kenya shall apply.",{"bindId":108,"name":109,"text":110},"jobwagegroups","GROUP I AS AT SEPT.30, 2011 ( KSHS) W.E.","GROUP I\n      AS AT\n\n        SEPT.30, 2011\n\n        ( KSHS)\n\n        \n      \n      W.E.F.\n\n        OCT.01, 2011\n\n        (KSHS)\n\n        \n      \n      W.E.F.\n\n        OCT.01,2012\n\n        ( KSHS)\n\n        \n      \n    \n    \n      General Laborers\n\n        Cleaners\u002F Messengers\n\n        Loader\u002FUnloader\n\n        Packer \u002F Weigher\n\n        Handful Maker\n\n        Feeder, Machine\n\n        Attendant \u002FTrainee\n\n        For a maximum of 6 months\n\n        \n      \n      10,193.00\n      11,008.00\n      11,999.00\n    \n    \n      GROUP II\n\n        Machine Attendant\n\n        \n      \n      11,573.00\n      12,499.00\n      13,624.00\n    \n    \n      GROUP III\n\n        Driver\n\n        Light Van\n\n        \n      \n      13,796.00 \n      14,900.00\n      16,241.00\n    \n    \n      GROUP IV\n\n        Clerical Staff\n\n        Stores Clerk\n\n        Yarn Testing Clerk, Mechanics, Electricians\u002FOilers\n\n        \n      \n      15,747.00\n      17,007.00\n      18,537.00",{"bindId":112,"name":113,"text":114},"SUNDAY_trigger","b) For the time worked on rest days and ","b) For the time worked on rest days and statutory public holidays at twice\nthe normal hourly rate.",{"bindId":116,"name":117,"text":118},"ANNLEAVE_trigger","Any employee proceeding on annual leave ","Any employee proceeding on annual leave shall be entitled to traveling\nallowance as follows:\n\n1 st Year – Kshs. 3,600.00\n\n2 nd Year – Kshs.3, 600.00",{"bindId":120,"name":121,"text":122},"healthandsafetypolicy","Both parties agreed that Health and Safe","Both parties agreed that Health and Safety Committee shall be established in\nline with the Occupational Safety and Health Act of 2007.",{"bindId":124,"name":92,"text":93},"overtimeallowanceperc1",{"bindId":126,"name":62,"text":63},"hourspweek",{"bindId":128,"name":82,"text":83},"contracttrial",{"bindId":130,"name":88,"text":89},"sicknesspay",{"bindId":132,"name":62,"text":63},"dayspweek_select",{"bindId":134,"name":62,"text":63},"SCHEDULE_trigger",{"bindId":136,"name":62,"text":63},"schedulesrestpw",{"bindId":138,"name":88,"text":89},"sicknessmaxdaysnr",{"bindId":140,"name":141,"text":142},"NOCTPREM_trigger","Employees who are required to perform sh","Employees who are required to perform shift work at between 7.00 p.m. and\n7.00 a.m. will be entitled to night shift allowance of Fourteen Shillings\n(14.00) Kenya Shillings and Fourteen shillings (14.00) Kenya Shillings per hour\nfor year 1 and year 2 respectively.",{"bindId":144,"name":141,"text":142},"shiftallowanceamount1",{"bindId":146,"name":113,"text":114},"sundayallowanceperc1",{"bindId":148,"name":117,"text":118},"annleaveallowanceamount1",{"bindId":150,"name":151,"text":152},"contractseverancepay1","d) A redundant employee shall be entitle","d) A redundant employee shall be entitled to 23 days per for each complete\nyear of service as severance pay.",{"bindId":154,"name":88,"text":89},"sicknessmaxdays",{"bindId":156,"name":54,"text":55},"paidmaternityleave",{"bindId":158,"name":159,"text":160},"coverunion_trigger","The terms and conditions of service set ","The terms and conditions of service set out in this agreement shall be\nobserved by either party and shall apply to all unionisable employees of the\ncompany as covered by the recognition agreement signed between the parties.\nThis agreement shall not apply to confidential, managerial and supervisory\nstaff.",{"bindId":162,"name":72,"text":102},"wageincreasedate",{"bindId":164,"name":151,"text":152},"contractseverancepay",{"bindId":166,"name":96,"text":97},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Teita Estate Ltd - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Teita Estate Ltd\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Tailors and Textiles Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → 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: → Insufficient data 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-10\n                \u003C\u002Fdiv>\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 14.0 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 3600.0\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",[172],{"title":37,"slug":33},[174],{"type":175,"data":176},"call_to_action_body_block",{"title":177,"description":178,"variant":179,"link":180},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":177,"url":181,"description":177,"rel":182,"type":183},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[185],{"type":175,"data":186},{"title":177,"description":178,"variant":179,"link":187},{"title":177,"url":181,"description":177,"rel":182,"type":183},[]]