[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-the-member-companies-of-kenya-paint-manufacturers-group-of-the-federation-of-kenya-employers-and-the-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":164,"content_type_view":165,"extra_breadcrumbs":166,"body":168,"body_blocks":179,"related_pages":183},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":162,"translations":163},{"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-the-member-companies-of-kenya-paint-manufacturers-group-of-the-federation-of-kenya-employers-and-the-kenya-chemical-and-allied-workers-union","7f840006-1432-11e5-bb64-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-the-member-companies-of-kenya-paint-manufacturers-group-of-the-federation-of-kenya-employers-and-the-kenya-chemical-and-allied-workers-union\u002Fmemorandum-of-agreement-between-the-member-companies-of-kenya-paint-manufacturers-group-of-the-federation-of-kenya-employers-and-the-kenya-chemical-and-allied-workers-union\u002F","Memorandum of Agreement between the Member Companies of Kenya Paint Manufacturers Group of the Federation of Kenya Employers and the Kenya Chemical and Allied Workers’ Union - 2015","KEN The Member Companies of Kenya Paint Manufacturers Group - 2014","Kenya - KEN The Member Companies of Kenya Paint Manufacturers Group - 2014","KEN The Member Companies of Kenya Paint Manufacturers Group - 2014 - Manufacturing",{"name":41,"data":42},"COLLECTIVE BARGAIN AGREEMENT-2015.html","\n              \n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\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 THE MEMBER COMPANIES OF KENYA PAINT\nMANUFACTURERS GROUP OF THE FEDERATION OF KENYA EMPLOYERS And THE KENYA CHEMICAL\nAND ALLIED WORKERS’ UNION\u003C\u002Fh1>\n\n\u003Cp>FROM 1.07.2014 TO 30.06.2017\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>The terms and conditions of service as set in this Agreement shall be\nobserved by the Group of all employees subject to the current agreement between\nthe Federation of Kenya Employers and the Central organization of Trade Union\n(K) on Supervisory, Confidential and Managerial Staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART I. WAGES IN SHILLINGS PER MONTH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cp>Minimum consolidated wages (i.e. including house allowance) shall be paid\nmonthly in arrears, in accordance with the following schedule:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\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>\u003Cp>Old Rate To 30.6.14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>w.e.f 1.7.14 9%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>w.e.f 1.7.15 9%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>w.e.f 1.7.2016 9%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>GRADE I\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Clerk Class I\u003C\u002Fp>\n\n        \u003Cp>Plant Operator\u003C\u002Fp>\n\n        \u003Cp>Charge Hand\u003C\u002Fp>\n\n        \u003Cp>Laboratory Tester\u003C\u002Fp>\n\n        \u003Cp>Shade Tinter Class I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>64,428.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>70,227.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>76,547.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>83,436.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>GRADE II\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Clerk Class II\u003C\u002Fp>\n\n        \u003Cp>Shade Tinter Class II\u003C\u002Fp>\n\n        \u003Cp>Automotive Machine Filler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>58,319.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>63,568.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>69,289.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>75,525.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>GRADE III\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Van Driver\u003C\u002Fp>\n\n        \u003Cp>Semi-automatic Machine filler\u003C\u002Fp>\n\n        \u003Cp>Delivery Man\u003C\u002Fp>\n\n        \u003Cp>Raw Material Weighman\u003C\u002Fp>\n\n        \u003Cp>Machine Operator Class I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>46,615.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>50,810.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>55,383.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>60,367.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>GRADE IV\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Machine Operator Class II\u003C\u002Fp>\n\n        \u003Cp>Forklift Operator\u003C\u002Fp>\n\n        \u003Cp>Labeler\u003C\u002Fp>\n\n        \u003Cp>Maintenance Man\u003C\u002Fp>\n\n        \u003Cp>General Painter\u003C\u002Fp>\n\n        \u003Cp>Packer \u002F Manual Filler\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>44,353.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>48,345.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>52,696.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>57,439.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>GRADE V\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Messenger \u002F Kitchen Attendants\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>40,270.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>43,894.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>47,844.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>52,150.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>GRADE VI\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>General Labourer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>36,728.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>40,034.00\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>43,637.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>47,564.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NOTES:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Provided that the employee already earning above their grade rate and\u002For\nwho are in respect of an incentive pay shall not receive less than the\nincrement amounts pertaining to their respective job grades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>2. CALCULATIONS: The figures in columns 2, 3 & 4 have been\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>Arrived at by adding 9% 1st year, 9% 2nd year and 9% 3rd year on\nconsolidated wages.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART II – TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Ch3>1. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cp>An employee shall be on probation for a period not exceeding three months\nfrom the date of engagement and during this period such employee shall be\nsubject to one week’s notice or one week’s pay in lieu of notice. On\ncompletion of the probationary period an employee shall be regarded as being on\nthe permanent establishment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cp>The normal week shall be 42 hours spread over 6 days of the week.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Any employee required to work hours in excess of those specified in the\nnormal working week shall be remunerated on the following basis:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>For hours worked on weekdays-Time and a half\u003C\u002Fp>\n\n\u003Cp>For hours worked on Saturdays- Time and a half\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>For hours worked on Sundays and\u003C\u002Fp>\n\n\u003Cp>Gazetted Public Holidays- Double time\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. UNIFORM AND PROTECTIVE CLOTHING \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) Uniforms: Any employee who is required to wear uniform shall be provided\nat the employer’s expense with two sets per annum.\u003C\u002Fp>\n\n\u003Cp>The employer shall be responsible for laundering the uniforms but where this\nis impracticable; it shall be permissible for the employer to provide the\nemployee with suitable washing materials.\u003C\u002Fp>\n\n\u003Cp>(b) The provision and maintenance of suitable protective clothing and\nappliances shall be in accordance with the provision of Occupational Safety and\nHealth Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>Gazetted public Holidays shall be granted as leave with full pay provided\nthat where an employee is required to work on public Holiday then he\u002Fshe shall\nbe remunerated in accordance with clause 3 for any hours worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) Employees shall be granted 26 working days leave with full pay on\ncompletion of each twelve months continuous service. Employees who have\ncompleted five years and over continuous service with the company shall be\ngranted 30 days leave with full pay after such twelve months continuous\nservice.\u003C\u002Fp>\n\n\u003Cp>(b) When employment is terminated after the completion of two or more\nconsecutive months of service during any twelve months, leave with full pay in\nrespect of each completed month of service in such period to be taken\nconsecutively.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desirous of taking leave on compassionate grounds shall with\nprior arrangements with the company, be granted such leave up to his\u002Fher earned\nentitlement under clause 6 of this agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(b) An employee may, in addition to leave provided for in paragraph (a) of\nthis clause be granted five days compassionate leave without pay in any one\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>An employee who is absent through sickness other than that caused by his\u002Fher\nown misconduct or as a result of an infectious disease or being ordered into\nhospital by Medical Officer of the Health under section 26 and 27 of the Pubic\nHealth Act, shall be granted sick leave. Sick leave shall be granted up to a\nmaximum of 50 days on full pay and 50 days on half pay in one year, provided\nthat the sick leave shall only be granted:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) After the completion of probationary period.\u003C\u002Fp>\n\n\u003Cp>(b) On production of a certificate from a registered medical practitioner\ncertifying the need for such leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) But shall not be accumulated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>The provisions of the Employment Act, 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. LEAVE TRAVEL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Employees proceeding on annual leave shall be granted a leave travel\nallowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st year -Kshs. 6,300.00\u003C\u002Fp>\n\n\u003Cp>2nd year-Kshs. 6,550.00\u003C\u002Fp>\n\n\u003Cp>3rd year -Kshs. 6,850.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>The provision of the Work Injury Benefits Act, 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medical Treatment shall be provided in the manner set out in the Employment\nAct, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required by the employer to work at a place other than\nhis\u002Fher normal place of employment, then he\u002Fshe shall be reimbursed all\nreasonable out of pocket expenses subject to the provision of receipted\naccounts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employee engaged on shift work shall be paid in addition to their normal\nremuneration, a shift allowance. The shift allowance shall consist of a payment\nof 17% of the amount earned during the month whilst engaged on shift work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. NIGHT TRANSPORT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Employee who start and finish night shift at 12.30 a.m. will be provided\nwith transport to and from an agreed point within the city boundary. The\nallowance shall not be taken as part of the basic wage and shall not be\nconsidered when calculating overtime or provident Fund contributions. An\nEmployee engaged on shift work shall not leave his\u002Fher place of work until\nrelieved or until he is authorized to do so by his\u002Fher supervisor. Employees\nwho leave their place of work as from 7.00 p.m. will be provided with\ntransport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to act in a job whose category is higher than\nhis\u002Fher substantive appointment and who is able to assume the entire function\nand responsibility of the higher job shall be granted an Acting Allowance which\nshall not be less than the higher basic grade provided that the Acting\nAllowance shall only be paid after the employee has completed one week in the\nhigher category.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. GRATUITY\u003C\u002Fh3>\n\n\u003Cp>Gratuity shall be payable to employees in accordance with the following\nclause in respect of persons who are not covered by the Company’s Provident\nFund.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employee on completion of one year continuous service shall be\nentitled to 15 days pay for every completed year of service by way of gratuity\nto be based on the employee’s wages at the time of the termination of\nservices.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who is dismissed for misconduct shall not be entitled to\ngratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. CASUAL LABOUR\u003C\u002Fh3>\n\n\u003Cp>An employee engaged on casual basis shall be employed at the appropriate\nrate for the job in which he\u002Fshe is employed.The daily rate to be established\nby dividing the appropriate consolidated monthly rate by 26. A casual worker\nshould not be employed for a period in excess of 3 continuous months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(a) After the probationary period, and in the normal circumstances,\nemployment shall be terminated by either party giving notice as follows:\u003C\u002Fp>\n\n\u003Cp>(i) Employees with less than 5 years service-one month’s notice or pay in\nlieu thereof.\u003C\u002Fp>\n\n\u003Cp>(ii) Those with 5 years services and over-two month’s notice or pay in\nlieu thereof.\u003C\u002Fp>\n\n\u003Cp>b) Nothing in paragraph (a) of this clause shall prejudice the right of the\nCompany to terminate the services of any employee summarily for gross\nmisconduct as provided by section 44 (4) of the Employment Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20. REDUNDANCY PROBLEM\u003C\u002Fh3>\n\n\u003Cp>a) Definition\u003C\u002Fp>\n\n\u003Cp>“Redundancy” means the loss of employment, occupation, or job career by\ninvoluntary means (through no fault of an employee) involving termination of\nemployment at the initiative of the employer where the services of the employee\nare superfluous, and loss of employment due to the Kenyanization by a\nbusiness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If alternative employment is not acceptable to the employee\nconcerned; he\u002Fshe will be classified as redundant and therefore eligible for\nthe entitlement outlined in clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Conclusion\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to hold prior discussion\nwith the union concerning reasons for and the extent of intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Selection\u003C\u002Fp>\n\n\u003Cp>In deciding which employee shall be declared redundant the company will\nassess the relative merits, ability and reliability of the affected employees,\nbut when those factors are equal the discharge will be on the basis of\nseniority. Membership or non-membership of the union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Re-Engagement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>Redundant Employees will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe shall be\nentitled to:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The normal notice or pay in lieu of notice as defined in the\nagreement.\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and any remuneration which may be due to\nhim\u002Fher calculated up to the date on which he\u002Fshe ceases to work.\u003C\u002Fp>\n\n\u003Cp>(iii) Pro-rata leave and leave allowance entitlement in accordance with the\nagreement.\u003C\u002Fp>\n\n\u003Cp>(iv) Severance pay on the basis of 23 days for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provident Fund and other retirement benefits are in no way affected by these\narrangements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning which shall be entered\nin the employee’s employment record card and shall remain valid for a period\nof 12 months from the date of issue. If within the 12 months period, the\nemployee commits a similar or any offence which does not warrant dismissal,\nhe\u002Fshe will be further warned in writing in his\u002Fher employment record card and\nthe warning shall remain valid for a period of 12 months from the date of the\nsecond warning. If, within these 12 months the employee commits a further\noffence which does not warrant dismissal, he\u002Fshe will be issued with a final\nletter of warning which will make him liable of summary dismissal for any other\noffence which may be committed thereafter. A final letter of warning will\nremain valid for a period of one year from the date of issue. A copy of the\nfinal warning letter shall be sent to the General Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. DEATH OF EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1. When the death of an employee from any cause whatsoever, is brought to\nthe notice, or comes to the knowledge of his\u002Fher employer, the employer shall\nas soon as practicable thereafter, give notice thereof in the prescribed form\nto the Labour Officer or if there is no Labour officer to the District\nCommissioner of the District in which the employee was employed. The employer\nwill assist in burial arrangements by providing a coffin, Transport and\nsettlement of the mortuary bill.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The employer shall pay to the Labour Officer or District Commissioner as\nthe case may be, all wages due to the employee at the date of his\u002Fher death,\nand shall deliver to him all the property belonging to the deceased for\ntransmission to the person legally entitled thereto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Should an Employee during the course of his\u002Fher employment be killed or\nincapacitated by injury for a period exceeding three days, his\u002Fher employer\nshall, as soon as practicable send to the County Occupational Safety and Health\nOfficer or if, there is no OSH Officer to a District Commissioner a report in\nthe prescribed form.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>Any of the following matters amount to gross misconduct so as to justify the\nsummary dismissal of an employee for lawful cause, but the enumeration of such\nmatters shall not preclude an employer or employee from respectively alleging\nor disputing whether the facts giving rise to the same or whether any other\nmatter not mentioned in this section constitutes justifiable or lawful grounds\nfor such dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause an employee absents himself from\nthe proper place appointed for performance of his\u002Fher work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated an employee\nrenders himself\u002Fherself unwilling or incapable to perform his\u002Fher work\nproperly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If, an employee willfully neglects to perform any work which was his\u002Fher\nduty to have performed, or if he\u002Fshe 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>(d) If, an employee uses abusive or insulting language or behaves in a\nmanner insulting, to his\u002Fher employer or to any person placed in authority over\nhim by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) If, an employee knowingly fails or refuses to obey any lawful and proper\ncommand which was within the scope of his\u002Fher duty to obey, issued by his\u002Fher\nemployer or any person placed in authority over him\u002Fher by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) If, in the lawful, exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen (14) days either released on bail or on\nbond or otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) If, an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed offence against or to the substantial detriment\nof his\u002Fher employer or his\u002Fher employer’s property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>1. Every employee shall be given a certificate of service upon termination\nof his\u002Fher employment unless such employment has continued for a period of less\nthan four consecutive weeks, and every such certificate shall contain:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the Employer and his postal address\u003C\u002Fp>\n\n\u003Cp>(b) The name of the Employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when Employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when Employment ceased\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Subject to sub-section one of this section, no employer is bound to give\nany employee any testimonial reference or certificate relating to the character\nor performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Any Employer who willfully or by negligence fails to give an employee a\ncertificate of service in accordance with section (1) of this section or who in\na certificate of service includes a statement which he knows to be false shall\nbe guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25. BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who retires on normal retirement age, or on ill health or\ndeclared redundant, will be paid Ksh 10,800.00 baggage allowance. An employee\nwho is dismissed or his\u002Fher services are terminated or resigns will not be\nentitled to this.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. DISTURBANCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>It is agreed that, an employee being transferred to a new place outside\nhis\u002Fher principal area of employment, the company will take care of such an\nemployee with his\u002Fher family until he\u002Fshe is settled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be implemented with effect from 1st July 2014 and shall\nremain in force thereafter for a period of three years (36 months). On\ncompletion of that period it may be amended by either party giving one\nmonth’s notice in writing of the desire to amend (or terminate it) stating\nthe amendments required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………..………………………………………\u003C\u002Fp>\n\n\u003Cp>MATTHEW AKOYINICHOLAS WANAMBISI\u003C\u002Fp>\n\n\u003Cp>FINANCE DIRECTORGROUP HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>SADOLIN PAINTS (EA) LTDCROWN PAINTS KENYA LTD\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>………\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>W. D. 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>……………………………………................................................\u003C\u002Fp>\n\n\u003Cp>JAMES ODORO OBURAGEORGE GWAKO\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARYRIRA\u003C\u002Fp>\n\n\u003Cp>NAIROBI, CENTRAL\u003C\u002Fp>\n\n\u003Cp>AND EASTERN PROVINCES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….…………………………………….\u003C\u002Fp>\n\n\u003Cp>JAMES .M. KARIUKI JAPHETH .A NDOLO\u003C\u002Fp>\n\n\u003Cp>SHOP STEWARDSHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>SADOLIN PAINTS (EA) LTDCROWN PAINTS KENYA LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………….\u003C\u002Fp>\n\n\u003Cp>MOSES OMBOKH\u003C\u002Fp>\n\n\u003Cp>SENIOR INDUSTRIAL RELATIONS OFFICER – FKE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS………….DAY OF\n…………………………2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"maxsicknesspay":52,"childcareleave":56,"wageincreaseperc1":60,"dayspweek":64,"hourspweek_select":68,"childcare":70,"STRUCINCR_trigger":74,"funeralpay":78,"paidmaternityleaveduration":82,"maxsicknesspayperc":86,"OVERTIME_trigger":89,"holidaysdays":93,"healthcareaccess":97,"jobwagegroups":101,"SUNDAY_trigger":105,"ANNLEAVE_trigger":109,"healthandsafetypolicy":113,"overtimeallowanceperc1":117,"hourspweek":121,"contracttrial":123,"sicknesspay":125,"dayspweek_select":128,"SCHEDULE_trigger":130,"paidpaternityleave":132,"schedulesrestpw":134,"sicknessmaxdaysnr":136,"NOCTPREM_trigger":138,"sundayallowanceperc1":142,"contractseverancepay1":144,"bankholidays1":148,"paidmaternityleavepay":152,"sicknessmaxdays":154,"paidmaternityleave":156,"contractseverancepay":158,"PAIDLEAV_trigger":160},{"bindId":45,"name":46,"text":47},"disabilitypay","The provision of the Work Injury Benefit","The provision of the Work Injury Benefits Act, 2007 shall apply.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","An employee shall be on probation for a ","An employee shall be on probation for a period not exceeding three months\nfrom the date of engagement and during this period such employee shall be\nsubject to one week’s notice or one week’s pay in lieu of notice. On\ncompletion of the probationary period an employee shall be regarded as being on\nthe permanent establishment.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","An employee who is absent through sickne","An employee who is absent through sickness other than that caused by his\u002Fher\nown misconduct or as a result of an infectious disease or being ordered into\nhospital by Medical Officer of the Health under section 26 and 27 of the Pubic\nHealth Act, shall be granted sick leave. Sick leave shall be granted up to a\nmaximum of 50 days on full pay and 50 days on half pay in one year, provided\nthat the sick leave shall only be granted:-\n\n\n\n(a) After the completion of probationary period.\n\n(b) On production of a certificate from a registered medical practitioner\ncertifying the need for such leave.",{"bindId":57,"name":58,"text":59},"childcareleave","(b) An employee may, in addition to leav","(b) An employee may, in addition to leave provided for in paragraph (a) of\nthis clause be granted five days compassionate leave without pay in any one\nyear.",{"bindId":61,"name":62,"text":63},"wageincreaseperc1","Arrived at by adding 9% 1st year, 9% 2nd","Arrived at by adding 9% 1st year, 9% 2nd year and 9% 3rd year on\nconsolidated wages.",{"bindId":65,"name":66,"text":67},"dayspweek","The normal week shall be 42 hours spread","The normal week shall be 42 hours spread over 6 days of the week.",{"bindId":69,"name":66,"text":67},"hourspweek_select",{"bindId":71,"name":72,"text":73},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate grounds shall with\nprior arrangements with the company, be granted such leave up to his\u002Fher earned\nentitlement under clause 6 of this agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\n\n(b) An employee may, in addition to leave provided for in paragraph (a) of\nthis clause be granted five days compassionate leave without pay in any one\nyear.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","2. CALCULATIONS: The figures in columns ","2. CALCULATIONS: The figures in columns 2, 3 & 4 have been\n\nArrived at by adding 9% 1st year, 9% 2nd year and 9% 3rd year on\nconsolidated wages.",{"bindId":79,"name":80,"text":81},"funeralpay","1. When the death of an employee from an","1. When the death of an employee from any cause whatsoever, is brought to\nthe notice, or comes to the knowledge of his\u002Fher employer, the employer shall\nas soon as practicable thereafter, give notice thereof in the prescribed form\nto the Labour Officer or if there is no Labour officer to the District\nCommissioner of the District in which the employee was employed. The employer\nwill assist in burial arrangements by providing a coffin, Transport and\nsettlement of the mortuary bill.\n\n\n\n2. The employer shall pay to the Labour Officer or District Commissioner as\nthe case may be, all wages due to the employee at the date of his\u002Fher death,\nand shall deliver to him all the property belonging to the deceased for\ntransmission to the person legally entitled thereto.\n\n\n\n3. Should an Employee during the course of his\u002Fher employment be killed or\nincapacitated by injury for a period exceeding three days, his\u002Fher employer\nshall, as soon as practicable send to the County Occupational Safety and Health\nOfficer or if, there is no OSH Officer to a District Commissioner a report in\nthe prescribed form.",{"bindId":83,"name":84,"text":85},"paidmaternityleaveduration","The provisions of the Employment Act, 20","The provisions of the Employment Act, 2007 shall apply.",{"bindId":87,"name":54,"text":88},"maxsicknesspayperc","An employee who is absent through sickness other than that caused by his\u002Fher\nown misconduct or as a result of an infectious disease or being ordered into\nhospital by Medical Officer of the Health under section 26 and 27 of the Pubic\nHealth Act, shall be granted sick leave. Sick leave shall be granted up to a\nmaximum of 50 days on full pay and 50 days on half pay in one year, provided\nthat the sick leave shall only be granted:-",{"bindId":90,"name":91,"text":92},"OVERTIME_trigger","Any employee required to work hours in e","Any employee required to work hours in excess of those specified in the\nnormal working week shall be remunerated on the following basis:\n\n\n\nFor hours worked on weekdays-Time and a half\n\nFor hours worked on Saturdays- Time and a half\n\nFor hours worked on Sundays and\n\nGazetted Public Holidays- Double time",{"bindId":94,"name":95,"text":96},"holidaysdays","(a) Employees shall be granted 26 workin","(a) Employees shall be granted 26 working days leave with full pay on\ncompletion of each twelve months continuous service. Employees who have\ncompleted five years and over continuous service with the company shall be\ngranted 30 days leave with full pay after such twelve months continuous\nservice.",{"bindId":98,"name":99,"text":100},"healthcareaccess","Medical Treatment shall be provided in t","Medical Treatment shall be provided in the manner set out in the Employment\nAct, 2007.",{"bindId":102,"name":103,"text":104},"jobwagegroups","Minimum consolidated wages (i.e. includi","Minimum consolidated wages (i.e. including house allowance) shall be paid\nmonthly in arrears, in accordance with the following schedule:\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Old Rate To 30.6.14\n      \n      w.e.f 1.7.14 9%\n      \n      w.e.f 1.7.15 9%\n      \n      w.e.f 1.7.2016 9%\n      \n    \n    \n      GRADE I\n\n        \n\n        Clerk Class I\n\n        Plant Operator\n\n        Charge Hand\n\n        Laboratory Tester\n\n        Shade Tinter Class I\n      \n      \n\n        \n\n        64,428.00\n\n        \n      \n      \n\n        \n\n        70,227.00\n\n        \n      \n      \n\n        \n\n        76,547.00\n\n        \n      \n      \n\n        \n\n        83,436.00\n\n        \n      \n    \n    \n      \n\n        GRADE II\n\n        \n\n        Clerk Class II\n\n        Shade Tinter Class II\n\n        Automotive Machine Filler\n      \n      \n\n        \n\n        58,319.00\n\n        \n      \n      \n\n        \n\n        63,568.00\n\n        \n      \n      \n\n        \n\n        69,289.00\n\n        \n      \n      \n\n        \n\n        75,525.00\n\n        \n      \n    \n    \n      \n\n        GRADE III\n\n        \n\n        Van Driver\n\n        Semi-automatic Machine filler\n\n        Delivery Man\n\n        Raw Material Weighman\n\n        Machine Operator Class I\n      \n      \n\n        \n\n        \n\n        \n\n        46,615.00\n\n        \n      \n      \n\n        \n\n        \n\n        \n\n        50,810.00\n\n        \n      \n      \n\n        \n\n        \n\n        \n\n        55,383.00\n\n        \n      \n      \n\n        \n\n        \n\n        \n\n        60,367.00\n\n        \n      \n    \n    \n      \n\n        GRADE IV\n\n        \n\n        Machine Operator Class II\n\n        Forklift Operator\n\n        Labeler\n\n        Maintenance Man\n\n        General Painter\n\n        Packer \u002F Manual Filler\n      \n      \n\n        \n\n        \n\n        44,353.00\n\n        \n      \n      \n\n        \n\n        \n\n        48,345.00\n\n        \n      \n      \n\n        \n\n        \n\n        52,696.00\n\n        \n      \n      \n\n        \n\n        \n\n        57,439.00\n\n        \n      \n    \n    \n      \n\n        GRADE V\n\n        \n\n        Messenger \u002F Kitchen Attendants\n      \n      \n\n        \n\n        40,270.00\n\n        \n      \n      \n\n        \n\n        43,894.00\n\n        \n      \n      \n\n        \n\n        47,844.00\n\n        \n      \n      \n\n        \n\n        52,150.00\n\n        \n      \n    \n    \n      \n\n        GRADE VI\n\n        \n\n        General Labourer\n      \n      \n\n        \n\n        36,728.00\n\n        \n      \n      \n\n        \n\n        40,034.00",{"bindId":106,"name":107,"text":108},"SUNDAY_trigger","For hours worked on Sundays and Gazetted","For hours worked on Sundays and\n\nGazetted Public Holidays- Double time",{"bindId":110,"name":111,"text":112},"ANNLEAVE_trigger","Employees proceeding on annual leave sha","Employees proceeding on annual leave shall be granted a leave travel\nallowance as follows:-\n\n\n\n1st year -Kshs. 6,300.00\n\n2nd year-Kshs. 6,550.00\n\n3rd year -Kshs. 6,850.00",{"bindId":114,"name":115,"text":116},"healthandsafetypolicy","(a) Uniforms: Any employee who is requir","(a) Uniforms: Any employee who is required to wear uniform shall be provided\nat the employer’s expense with two sets per annum.\n\nThe employer shall be responsible for laundering the uniforms but where this\nis impracticable; it shall be permissible for the employer to provide the\nemployee with suitable washing materials.\n\n(b) The provision and maintenance of suitable protective clothing and\nappliances shall be in accordance with the provision of Occupational Safety and\nHealth Act, 2007.",{"bindId":118,"name":119,"text":120},"overtimeallowanceperc1","For hours worked on weekdays-Time and a ","For hours worked on weekdays-Time and a half\n\nFor hours worked on Saturdays- Time and a half",{"bindId":122,"name":66,"text":67},"hourspweek",{"bindId":124,"name":50,"text":51},"contracttrial",{"bindId":126,"name":54,"text":127},"sicknesspay","An employee who is absent through sickness other than that caused by his\u002Fher\nown misconduct or as a result of an infectious disease or being ordered into\nhospital by Medical Officer of the Health under section 26 and 27 of the Pubic\nHealth Act, shall be granted sick leave. Sick leave shall be granted up to a\nmaximum of 50 days on full pay and 50 days on half pay in one year, provided\nthat the sick leave shall only be granted:-\n\n\n\n(a) After the completion of probationary period.\n\n(b) On production of a certificate from a registered medical practitioner\ncertifying the need for such leave.\n\n(c) But shall not be accumulated.",{"bindId":129,"name":66,"text":67},"dayspweek_select",{"bindId":131,"name":66,"text":67},"SCHEDULE_trigger",{"bindId":133,"name":84,"text":85},"paidpaternityleave",{"bindId":135,"name":66,"text":67},"schedulesrestpw",{"bindId":137,"name":54,"text":88},"sicknessmaxdaysnr",{"bindId":139,"name":140,"text":141},"NOCTPREM_trigger","Employee who start and finish night shif","Employee who start and finish night shift at 12.30 a.m. will be provided\nwith transport to and from an agreed point within the city boundary. The\nallowance shall not be taken as part of the basic wage and shall not be\nconsidered when calculating overtime or provident Fund contributions. An\nEmployee engaged on shift work shall not leave his\u002Fher place of work until\nrelieved or until he is authorized to do so by his\u002Fher supervisor. Employees\nwho leave their place of work as from 7.00 p.m. will be provided with\ntransport.",{"bindId":143,"name":107,"text":108},"sundayallowanceperc1",{"bindId":145,"name":146,"text":147},"contractseverancepay1","(iv) Severance pay on the basis of 23 da","(iv) Severance pay on the basis of 23 days for each completed year of\nservice.",{"bindId":149,"name":150,"text":151},"bankholidays1","Gazetted public Holidays shall be grante","Gazetted public Holidays shall be granted as leave with full pay provided\nthat where an employee is required to work on public Holiday then he\u002Fshe shall\nbe remunerated in accordance with clause 3 for any hours worked.",{"bindId":153,"name":84,"text":85},"paidmaternityleavepay",{"bindId":155,"name":54,"text":88},"sicknessmaxdays",{"bindId":157,"name":84,"text":85},"paidmaternityleave",{"bindId":159,"name":146,"text":147},"contractseverancepay",{"bindId":161,"name":95,"text":96},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Member Companies of Kenya Paint Manufacturers Group - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of 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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → The Member Companies of Kenya Paint Manufacturers Group\n            \u003C\u002Fdiv>\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        \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): → 42 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 100 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: → No\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: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 42.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), National Women's Day (9th August)\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: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-07\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                \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 6300.0\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: → 100 %\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",[167],{"title":37,"slug":33},[169],{"type":170,"data":171},"call_to_action_body_block",{"title":172,"description":173,"variant":174,"link":175},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":172,"url":176,"description":172,"rel":177,"type":178},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[180],{"type":170,"data":181},{"title":172,"description":173,"variant":174,"link":182},{"title":172,"url":176,"description":172,"rel":177,"type":178},[]]