[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-the-minor-engineering-group-of-federation-of-kenya-employers-and-kenya-engineering-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":208,"content_type_view":209,"extra_breadcrumbs":210,"body":212,"body_blocks":223,"related_pages":227},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":206,"translations":207},{"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-minor-engineering-group-of-federation-of-kenya-employers-and-kenya-engineering-workers-union","e4227d26-0a61-11e3-ad6e-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-the-minor-engineering-group-of-federation-of-kenya-employers-and-kenya-engineering-workers-union\u002Fmemorandum-of-agreement-between-the-minor-engineering-group-of-federation-of-kenya-employers-and-kenya-engineering-workers-union\u002F","Memorandum of Agreement between the Minor Engineering Group of Federation of Kenya Employers and Kenya Engineering Workers’ Union - 2013","KEN The Minor Engineering Group of Federation Of Kenya Employers - 2012","Kenya - KEN The Minor Engineering Group of Federation Of Kenya Employers - 2012","KEN The Minor Engineering Group of Federation Of Kenya Employers - 2012 - Construction, technical consultancy",{"name":41,"data":42},"MINOR CBA  2013 1.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT Between THE MINOR ENGINEERING GROUP OF FEDERATION\nOF KENYA EMPLOYERS AND KENYA ENGINEERING WORKERS’ UNION \u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>This agreement shall be observed in respect of all unionisable employees of\nthe Minor Engineering Employers Group Member Companies\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DEFINITION OF EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>It is understood and agreed that the word “Employee” in this Agreement\nshall cover all employees who are unionisable, and it shall mean both male and\nfemale unless specifically stated otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONFIRMATION\u003C\u002Fp>\n\n\u003Cp>On completion of three months probation period an employee shall be issued\nwith a letter of confirmation stating his\u002Fher date of engagement and the salary\nof Grade at which he\u002Fshe has been engaged.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>PART I: BASIC MINIMUM WAGES AND HOUSING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The monthly basic minimum wages shall be as follows:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>New Basic Minimum \n\n        \u003Cp>1\u002F8\u002F2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>New Basic Minimum \n\n        \u003Cp>1\u002F9\u002F2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>New House Allowance \n\n        \u003Cp>1\u002F8\u002F2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>New House Allowance \n\n        \u003Cp>1\u002F8\u002F2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP I\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>A) i) General Labourers Unskilled\u003C\u002Fp>\n\n        \u003Cp>ii) Messenger\u003C\u002Fp>\n\n        \u003Cp>iii) Machine Attendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>9,671.20\u003C\u002Fp>\n\n        \u003Cp>9,671.20\u003C\u002Fp>\n\n        \u003Cp>10,960.40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,638.32 \n\n        \u003Cp>10,638.32\u003C\u002Fp>\n\n        \u003Cp>12,056.44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,710.00 \n\n        \u003Cp>2,710.00\u003C\u002Fp>\n\n        \u003Cp>2,790.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,910.0 \n\n        \u003Cp>2,910.0\u003C\u002Fp>\n\n        \u003Cp>2,990.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B i) Day Watchman \n\n        \u003Cp>ii) Night Watchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,907.50 \n\n        \u003Cp>10,788.80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,098.25 \n\n        \u003Cp>11,867.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,710.00 \n\n        \u003Cp>2,710.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,910.00 \n\n        \u003Cp>2,910.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group II\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>i) Semi Skilled \n\n        \u003Cp>ii) Drivers (Light vans)\u003C\u002Fp>\n\n        \u003Cp>iii) Machine Operator\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,052.60 \n\n        \u003Cp>13,052.60\u003C\u002Fp>\n\n        \u003Cp>13,052.60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,357.86 \n\n        \u003Cp>14,357.86\u003C\u002Fp>\n\n        \u003Cp>14,357.86\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,790.00 \n\n        \u003Cp>2,790.00\u003C\u002Fp>\n\n        \u003Cp>2,790.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,990.00 \n\n        \u003Cp>2,990.00\u003C\u002Fp>\n\n        \u003Cp>2,990.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group III\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>i) Artisan with Trade Test Certificate III\u003C\u002Fp>\n\n        \u003Cp>ii) Drivers (Medium size Vehicles)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>16,414.20 \n\n        \u003Cp>16,414.20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>18,055.62 \n\n        \u003Cp>18,055.62\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,790.00 \n\n        \u003Cp>2,790.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,990.00 \n\n        \u003Cp>2,990.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group IV\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>i) Artisan with TTC Grade II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>18,120.30\u003C\u002Ftd>\n      \u003Ctd>19,932.33\u003C\u002Ftd>\n      \u003Ctd>2,820.00\u003C\u002Ftd>\n      \u003Ctd>3,020.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group V\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>i) Artisan with TTC Grade 1\u003C\u002Fp>\n\n        \u003Cp>ii) Heavy Comm. Driver\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>21,822.90 \n\n        \u003Cp>21,822.90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>24,005.19 \n\n        \u003Cp>24,005.19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,820.00 \n\n        \u003Cp>2,820.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,020.00 \n\n        \u003Cp>3,020.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CLERICAL STAFF\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>i) Junior Clerk \n\n        \u003Cp>ii) Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>iii) Sales Clerk\u003C\u002Fp>\n\n        \u003Cp>iv) Book Keeper\u003C\u002Fp>\n\n        \u003Cp>v) Account Clerk\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,894.00 \n\n        \u003Cp>14,894.00\u003C\u002Fp>\n\n        \u003Cp>14,894.00\u003C\u002Fp>\n\n        \u003Cp>14,894.00\u003C\u002Fp>\n\n        \u003Cp>14,894.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>16,383.40 \n\n        \u003Cp>16,383.40\u003C\u002Fp>\n\n        \u003Cp>16,383.40\u003C\u002Fp>\n\n        \u003Cp>16,383.40\u003C\u002Fp>\n\n        \u003Cp>16,383.40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,740.00 \n\n        \u003Cp>2,740.00\u003C\u002Fp>\n\n        \u003Cp>2,810.00\u003C\u002Fp>\n\n        \u003Cp>2,810.00\u003C\u002Fp>\n\n        \u003Cp>2,810.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,940.00 \n\n        \u003Cp>2,940.00\u003C\u002Fp>\n\n        \u003Cp>3,010.00\u003C\u002Fp>\n\n        \u003Cp>3,010.00\u003C\u002Fp>\n\n        \u003Cp>3,010.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group VI\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>i) Copy Typist\u003C\u002Fp>\n\n        \u003Cp>ii) Receptionist\u003C\u002Fp>\n\n        \u003Cp>iii) Telephone Operator2,990.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12,511.40 \n\n        \u003Cp>14,894.00\u003C\u002Fp>\n\n        \u003Cp>14,894.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,762.54 \n\n        \u003Cp>16,383.40\u003C\u002Fp>\n\n        \u003Cp>16,383.40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,740.00 \n\n        \u003Cp>2,790.00\u003C\u002Fp>\n\n        \u003Cp>2,790.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,940.00 \n\n        \u003Cp>2,990.00\u003C\u002Fp>\n\n        \u003Cp>2,990.00\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>C) GENERAL WAGE INCREASE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) From 1st August 2012.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>The employees who were in the service of the employer as at 31st July 2012\nwill receive a general wage increase of 10%\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) From 1st August 2013\u003C\u002Fp>\n\n\u003Cp>The employees who will be in the service of the employer as at 31st July\n2013 will receive a general increase of 10% to cover the next succeeding 12\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOTE: Employees whose qualifications are above those provided for in this\nAgreement will have their cases dealt with by the Management and in conjunction\nwith the Union with a view to determining their appropriate remuneration or\nstarting salaries.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART II: OTHER TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch3>1. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>a) The normal working week shall consist of 45 hours spread over not more\nthan six days of the week.\u003C\u002Fp>\n\n\u003Cp>b) The normal working week for a Night Watchman shall consist of not more\nthan sixty (60) hours spread over six nights or six shifts of the week. Any\nWatchman working on a Gazetted Public Holiday shall be paid overtime at the\nappropriate overtime rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Ch3>2. OVERTIME\u003C\u002Fh3>\n\n\u003Cp>Overtime shall be payable in respect of hours worked in excess of the Public\nHolidays as follows:\u003C\u002Fp>\n\n\u003Cp>a) Mondays to SaturdaysTime plus a half\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>b) Sundays or normal rest daysDouble time\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that an employee who completes his normal working day and is then\nrequired to stay shall be paid overtime without the total number of hours for\nthe week being taken into account. For the purpose of this proviso, the words\n“normal working day” shall mean the total number of hours an employee is\nrequired to work on a particular day or shift.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>3. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cp>a) After the completion of each period of 12 months’ continuous service\nwith the employer an employee shall be entitled to annual leave covering a\nperiod of 26 working days with full pay. (Excluding Gazetted Public\nHolidays).\u003C\u002Fp>\n\n\u003Cp>b) Where employment is terminated after the completion of two or more\nconsecutive months of service during any twelve months leave earning period, an\nemployee shall be entitled to leave with full pay which is proportional to the\npart of the leave earning year which has been completed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Ch3>4. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>a) When proceeding on annual leave, an employee shall be entitled to\nKshs.2,800\u002F- leave travel allowance.\u003C\u002Fp>\n\n\u003Cp>Where an employee is requested by his employer to take money instead of\nleave, such employee shall be entitled to be paid leave travel allowance, but\nwhere the employee at his own request, elects to sell his\u002Fher leave, then\nhe\u002Fshe will not be eligible to be paid leave travel allowance. The request\nshall be made in writing.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>5. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>After two consecutive months of service with an employer an employee shall\nbe entitled to sick leave with full pay up to a maximum of forty five (45) days\nand thereafter to sick leave with half pay up to a maximum of forty five (45)\ndays in each period of twelve months service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Provided that:\u003C\u002Fp>\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 duly qualified medical practitioner in charge of a\ndispensary or Medical Aid Centre, or by a person acting on such\npractitioner’s behalf.\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 part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>6. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>a) Employees shall be granted full Medical Treatment as provided for by the\nlaw. This shall include hospitalization provided that treatment is carried out\nin Government or Local Authority Hospital. Where drugs are not available at the\nGovernment hospitals the employer shall reimburse the cost of such drugs bought\nat private pharmacies to the extent of Kshs.4,000\u002F= per year for the employees\nonly with effect from 1st August 2012. Any employee who brings false\ncertificate in-order to get time off will be dismissed summarily if\ndiscovered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>7. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>Subject to the production of a medical certificate by a duly qualified\nmedical practitioner in charge of a dispensary or medical aid center, or by a\nperson acting on such practitioner’s behalf a female employee shall be\nentitled to three months maternity leave with full pay as per the Employment\nAct 2007.\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>a) A female employee who has taken maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>b) Child-birth in respect of a female employee shall not be deemed to be\nsickness as provided for under clause 5 part II of this Agreement and the\nemployer shall not be required to meet medical costs incurred thereon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d) A male employee shall be entitled to two weeks paternity leave with full\npay as per the Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>8. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cp>Injuries suffered in the course of employment shall be dealt with strictly\nin accordance with the provisions of the Work Injury Benefits Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>i) An employee desirous of taking leave on compassionate grounds shall by\nprior arrangements with the employer be granted such leave up to his earned\nentitlement under paragraph 3 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 focus\" id=\"clause-childcareleave\">\u003Cp>ii) An employee may, in addition to the leave provided for in sub-paragraph\n(i) of this paragraph be granted five days compassionate leave without pay in\nany one year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>10. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cp>The probationary period shall be three months during which period employment\nmay be terminated by either party by giving notice or pay in lieu as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) During the 1st month-48 hours notice or 2 days pay in lieu\u003C\u002Fp>\n\n\u003Cp>b) During the 2nd month-7 days notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>c) During the 3rd month-21 days or pay in lieu\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>a) After the completion of probationary period, employment shall be\nterminable in writing by either party as follows:-\u003C\u002Fp>\n\n\u003Cp>i) For employees with 1 to 7 years of service, one month’s notice or one\nmonth’s pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>ii) For employees with 8 to 14 years of service, two months pay or two\nmonths pay in lieu of notice\u003C\u002Fp>\n\n\u003Cp>iii) For employees with over 14 years of service three months’ notice of\nthree month pay in lieu.\u003C\u002Fp>\n\n\u003Cp>b) The clause shall not apply to casual workers or employees under\nprobation.\u003C\u002Fp>\n\n\u003Cp>c) The employer shall reserve the right to pay an employee as indicated in\n(a) (i), (ii) and (iii) salary in lieu of notice and also reserves the right to\ndismiss an employee summarily for gross misconduct as defined in Section 44 of\nthe Employment Act 2007.\u003C\u002Fp>\n\n\u003Cp>d) Nothing in this Agreement shall derogate the right of employer to dismiss\nan employee summarily.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Ch3>12. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>i) Breakfast-Kshs.110\u002F=\u003C\u002Fp>\n\n\u003Cp>ii) Lunch-Kshs.140\u002F=\u003C\u002Fp>\n\n\u003Cp>iii) Dinner-Kshs.250\u002F=\u003C\u002Fp>\n\n\u003Cp>iv) Accommodation-Kshs.500\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The subsistence allowance payable under paragraph (a) of this clause\nshall cease to be payable to an employee after thirty consecutive days absence\nfrom Nairobi area. The above allowance will not be payable when the employer\nprovides meals and accommodation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Where vacancies of promotional nature arise, consideration will be given to\nexisting employees taking into account such factors as qualifications, ability,\nexperience and length of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than 20 consecutive days in an occupation or grade for which the\nconsolidated monthly minimum prescribed under clause 1 of part of this\nagreement is higher than the wage he\u002Fshe normally earns, he\u002F she shall be paid\nacting allowance at a rate not less than the difference between such higher\nminimum wage and his normal wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. CASUAL WORKERS\u003C\u002Fh3>\n\n\u003Cp>a) Any casual employee working for employer for three consecutive months\nshall automatically qualify for permanent employment.\u003C\u002Fp>\n\n\u003Cp>b) For the purpose of working out the daily rate of pay for casual workers,\nthe consolidated monthly minimum wages applicable to the permanent employee\nshall be divided by 26 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. PROTECTIVE CLOTHING\u002FDEVICES\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who is required to wear protective clothing shall be issued\nwith clothing by his employer. The clothing shall be as recommended by\nDirectorate of Occupational Safety and Health.\u003C\u002Fp>\n\n\u003Cp>(b) The employer’s may at his\u002Ftheir own discretion issue additional\nclothing to his\u002Ftheir or some of his\u002Ftheir employee’s as he\u002Fthey\n(employer’s) may consider necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. OVERALLS\u003C\u002Fh3>\n\n\u003Cp>a) All employees shall be issued with two overalls which may be replaced\nwithin 12 months from the date of issue but not before 12 months from the date\nof issue be replaced when necessary.\u003C\u002Fp>\n\n\u003Cp>b) An employee issued with overalls or uniforms shall be provided with\nstandard bar soap per month for washing the same or alternatively, the employer\nshall be responsible for laundering\u002Funiforms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. SUPPLY OF MILK\u003C\u002Fh3>\n\n\u003Cp>Employees who work in the place of spray painting, furnace or at any other\nplace in accordance with Occupational Safety and Health Act 2007 shall be\nsupplied with ½ litre of milk on the day he works at such places.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>a) “Redundancy” means the loss of employment, occupation, job or career\nby involuntary means through no fault of an employee involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous, and the practices commonly known as abolition of office, job\nor occupation and loss of employment due to the Kenyanisation of business\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he\u002Fshe will be classified as redundant and, therefore\neligible for the entitlements outlined in clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Consultation\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to hold prior discussions\nwith the union concerning the reasons for and the extent of the intended\nredundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employees to be declared redundant the company shall\nassess the relative merits, ability and reliability of the affected employees,\nbut when these factors are equal, the discharge will be on the basis of\nseniority. Membership or non-membership of the union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Re-Engagement\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe will be entitled\nto:\u003C\u002Fp>\n\n\u003Cp>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 other remuneration which may be due\nto him\u002Fher calculated upto the date on which he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cp>iii) Pro-rata leave and leave allowance entitlement in accordance with the\nagreement.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>iv) Severance pay on the basis of 17 days pay for each completed year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>1) Every employee shall be given a certificate of service by his\u002Fher\nemployer upon the termination of his employment, unless such employment has\ncontinued for a period of less than four consecutive weeks, and every such\nCertificate shall contain:-\u003C\u002Fp>\n\n\u003Cp>a) the name of the employee and his postal address;\u003C\u002Fp>\n\n\u003Cp>b) the name of the employer\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; and\u003C\u002Fp>\n\n\u003Cp>f) such other particulars as may be prescribed\u003C\u002Fp>\n\n\u003Cp>2) Subject to sub-section (1) of this section, no employer is bound to give\nto any employee any testimonial reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumeration of\nsuch matters shall not preclude an employer or an employee from respectively\nalleging or disputing whether the facts giving rise to the same or whether any\nother matters not mentioned in this section, constitute justifiable or lawful\ngrounds for 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 place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>b) If, during working hours by becoming or being intoxicated an employee\nrenders himself unwilling or incapable properly to perform his\u002Fher work;\u003C\u002Fp>\n\n\u003Cp>c) If, an employee willfully neglects to perform any work which it was his\nduty to have performed or if he\u002Fshe carelessly and improperly performs any work\nwhich from its nature it was his\u002Fher duty under his\u002Fher contract to have\nperformed carefully and properly;\u003C\u002Fp>\n\n\u003Cp>d) If, an employee uses abusive or insulting language or behaves in a manner\ninsulting, to his\u002Fher employer or to any person placed in authority over\nhim\u002Fher by his\u002Fher employer;\u003C\u002Fp>\n\n\u003Cp>e) If, an employee knowingly fails or refuses to obey any lawful and proper\ncommand which it 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>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 14(fourteen) days either released on bail or\nbond or otherwise lawfully set at liberty;\u003C\u002Fp>\n\n\u003Cp>g) If, an employee commits or on reasonable and sufficient grounds is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his\u002Fher employer or his\u002Fher employers property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misconduct which in the opinion of the employer does not warrant instant\ndismissal shall be warned in writing and the following procedure shall\napply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The first and second warning shall be entered in the employee’s\nemployment record and the shopsteward of his\u002Fher union shall be informed\naccordingly.\u003C\u002Fp>\n\n\u003Cp>b) The second warning shall be copied to the Area Secretary of his\u002Fher\nunion\u003C\u002Fp>\n\n\u003Cp>c) If, an employee who has already received two warnings commits a third\nmisconduct he\u002Fshe shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>Where an employee completes three hundred and sixty-five days, from the date\nof the second warning without further misconduct any warning entered in his\u002Fher\nemployment record shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>23. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>In the event of death of an employee the employer shall pay Kshs.40,000\u002F- to\ncover funeral, burial and other expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Ch3>24. TRAINING\u003C\u002Fh3>\n\n\u003Cp>Any employee who is required to be trained for a particular job, shall be\ngiven a signed letter stating how long he\u002Fshe would remain in training and rate\nof pay he\u002Fshe would be getting per month until he\u002Fshe completes training as\nlaid down in the Industrial Training Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25. TOOLS\u003C\u002Fh3>\n\n\u003Cp>Employers will provide all the tools to their workers. Every employee will\nbe responsible for the damage or loss of tools issued to him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. NIGHT TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to work until the hours of darkness after 7.00\np.m. will either be provided with transport or given bus fare where bus is\navailable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Ch3>27. NIGHT SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All employees required to perform shift work at night will be paid shift\nallowance of four shillings per hour (6.00)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28. GRATUITY BENEFITS\u003C\u002Fh3>\n\n\u003Cp>The employees services for calculating their entitlement shall be from 1st\nJanuary 1991 and not from the date they joined the service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The service gratuity shall be calculated as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Employees with 1-5 years service – 13 days pay for each completed year\nof service.\u003C\u002Fp>\n\n\u003Cp>b) Employees with 6-10 service – 15 days pay for each complete year of\nservice.\u003C\u002Fp>\n\n\u003Cp>c) Employees with more than 10 years service – 21 days pay for each\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29. SHOP STEWARDS RIGHT\u003C\u002Fh3>\n\n\u003Cp>The shop steward while representing the union members, attending union\nmeetings and negotiations authorized by the company upon request by the union\nwill be considered to be on duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30. COMPANY IDENTITY CARDS.\u003C\u002Fh3>\n\n\u003Cp>Employees will be provided with company identity cards for security\nreasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>31. SAFETY AND HEALTH COMMITTEE\u003C\u002Fh3>\n\n\u003Cp>All premises of work will establish safety and health committees as provided\nby the Occupational Safety and Health Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32. SUSPENSION.\u003C\u002Fh3>\n\n\u003Cp>In the event of an employee commits a misconduct which requires\ninvestigation, the employer will suspend such an employee for a maximum period\nof three days without pay to allow the investigation to be carried out.\u003C\u002Fp>\n\n\u003Cp>However should the employee be found guilty appropriate disciplinary\nproceedings including termination\u002Fdismissal will be taken.\u003C\u002Fp>\n\n\u003Cp>Should he\u002Fshe be found innocent then the employee will be reinstated and\npaid for the days he\u002Fshe was on suspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>33. AGENCY FEE\u003C\u002Fh3>\n\n\u003Cp>Both parties agreed to observe as per the Labour Relations Act 2007 Section\n49.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>34. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement becomes effective from the 1st August 2012 and shall\nthereafter remain in force for a period of 24 months. After the expiry date,\nthe Agreement shall continue in force until it is amended by mutual consent,\nprovided that the party desiring to amend the agreement or any clauses in the\nAgreement shall give the other party at least four months’ written notice\nsetting out in details the desired amendments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>………………………………\u003C\u002Fp>\n\n\u003Cp>MARSHALL FOWLER\u003C\u002Fp>\n\n\u003Cp>ENGINEERING LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………\u003C\u002Fp>\n\n\u003Cp>NAOMI NJERI KAMAU\u003C\u002Fp>\n\n\u003Cp>CANNON ALUMINIUM\u003C\u002Fp>\n\n\u003Cp>………………………………\u003C\u002Fp>\n\n\u003Cp>ALLIANCE STEEL WORKS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>AMARJIT S. GAHIR\u003C\u002Fp>\n\n\u003Cp>GAHIR ENGINEERING WORKS\u003C\u002Fp>\n\n\u003Cp>…………………………….\u003C\u002Fp>\n\n\u003Cp>HITEN SHAH\u003C\u002Fp>\n\n\u003Cp>METCO LIMITED\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>CHARLES NATILI\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..…………………………….\u003C\u002Fp>\n\n\u003Cp>WYCLIFFE A. NYAMWATTA\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………\u003C\u002Fp>\n\n\u003Cp>ALLAN CHANZU\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>….…………………………………\u003C\u002Fp>\n\n\u003Cp>NICHOLAS OMBAKA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>DANIEL MUNYAO\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>LUMUMBA OTUO\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>WYCLIFFE LUBANGA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………………….\u003C\u002Fp>\n\n\u003Cp>L.W KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS ……………. 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INJURY BY ACCIDENT Injuries suffered ","8. INJURY BY ACCIDENT\n\nInjuries suffered in the course of employment shall be dealt with strictly\nin accordance with the provisions of the Work Injury Benefits Act 2007.",{"bindId":49,"name":50,"text":51},"lowwageamount","PART I: BASIC MINIMUM WAGES AND HOUSING ","PART I: BASIC MINIMUM WAGES AND HOUSING ALLOWANCE\n\n\n\nThe monthly basic minimum wages shall be as follows:-\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      New Basic Minimum \n\n        1\u002F8\u002F2012\n      \n      New Basic Minimum \n\n        1\u002F9\u002F2013\n      \n      New House Allowance \n\n        1\u002F8\u002F2012\n      \n      New House Allowance \n\n        1\u002F8\u002F2013\n      \n    \n    \n      GROUP I\n      \n      \n      \n      \n    \n    \n      A) i) General Labourers Unskilled\n\n        ii) Messenger\n\n        iii) Machine Attendant\n      \n      9,671.20\n\n        9,671.20\n\n        10,960.40\n      \n      10,638.32 \n\n        10,638.32\n\n        12,056.44\n      \n      2,710.00 \n\n        2,710.00\n\n        2,790.00\n      \n      2,910.0 \n\n        2,910.0\n\n        2,990.00\n      \n    \n    \n      B i) Day Watchman \n\n        ii) Night Watchman\n      \n      11,907.50 \n\n        10,788.80\n      \n      13,098.25 \n\n        11,867.00\n      \n      2,710.00 \n\n        2,710.00\n      \n      2,910.00 \n\n        2,910.00\n      \n    \n    \n      Group II\n      \n      \n      \n      \n    \n    \n      i) Semi Skilled \n\n        ii) Drivers (Light vans)\n\n        iii) Machine Operator\n      \n      13,052.60 \n\n        13,052.60\n\n        13,052.60\n      \n      14,357.86 \n\n        14,357.86\n\n        14,357.86\n      \n      2,790.00 \n\n        2,790.00\n\n        2,790.00\n      \n      2,990.00 \n\n        2,990.00\n\n        2,990.00\n      \n    \n    \n      Group III\n      \n      \n      \n      \n    \n    \n      i) Artisan with Trade Test Certificate III\n\n        ii) Drivers (Medium size Vehicles)\n      \n      16,414.20 \n\n        16,414.20\n      \n      18,055.62 \n\n        18,055.62\n      \n      2,790.00 \n\n        2,790.00\n      \n      2,990.00 \n\n        2,990.00\n      \n    \n    \n      Group IV\n      \n      \n      \n      \n    \n    \n      i) Artisan with TTC Grade II\n      \n      18,120.30\n      19,932.33\n      2,820.00\n      3,020.00\n    \n    \n      Group V\n      \n      \n      \n      \n    \n    \n      i) Artisan with TTC Grade 1\n\n        ii) Heavy Comm. Driver\n      \n      21,822.90 \n\n        21,822.90\n      \n      24,005.19 \n\n        24,005.19\n      \n      2,820.00 \n\n        2,820.00\n      \n      3,020.00 \n\n        3,020.00\n      \n    \n    \n      CLERICAL STAFF\n      \n      \n      \n      \n    \n    \n      i) Junior Clerk \n\n        ii) Wages Clerk\n\n        iii) Sales Clerk\n\n        iv) Book Keeper\n\n        v) Account Clerk\n      \n      14,894.00 \n\n        14,894.00\n\n        14,894.00\n\n        14,894.00\n\n        14,894.00\n      \n      16,383.40 \n\n        16,383.40\n\n        16,383.40\n\n        16,383.40\n\n        16,383.40\n      \n      2,740.00 \n\n        2,740.00\n\n        2,810.00\n\n        2,810.00\n\n        2,810.00\n      \n      2,940.00 \n\n        2,940.00\n\n        3,010.00\n\n        3,010.00\n\n        3,010.00\n      \n    \n    \n      Group VI\n      \n      \n      \n      \n    \n    \n      i) Copy Typist\n\n        ii) Receptionist\n\n        iii) Telephone Operator2,990.00\n      \n      12,511.40 \n\n        14,894.00\n\n        14,894.00\n      \n      13,762.54 \n\n        16,383.40\n\n        16,383.40\n      \n      2,740.00 \n\n        2,790.00\n\n        2,790.00\n      \n      2,940.00 \n\n        2,990.00\n\n        2,990.00",{"bindId":53,"name":54,"text":55},"contracttrialperiod","10. PROBATIONARY PERIOD The probationary","10. PROBATIONARY PERIOD\n\nThe probationary period shall be three months during which period employment\nmay be terminated by either party by giving notice or pay in lieu as\nfollows:-\n\n\n\na) During the 1st month-48 hours notice or 2 days pay in lieu\n\nb) During the 2nd month-7 days notice or pay in lieu\n\nc) During the 3rd month-21 days or pay in lieu",{"bindId":57,"name":58,"text":59},"maxsicknesspay","5. SICK LEAVE After two consecutive mont","5. SICK LEAVE\n\nAfter two consecutive months of service with an employer an employee shall\nbe entitled to sick leave with full pay up to a maximum of forty five (45) days\nand thereafter to sick leave with half pay up to a maximum of forty five (45)\ndays in each period of twelve months service.",{"bindId":61,"name":62,"text":63},"childcareleave","ii) An employee may, in addition to the ","ii) An employee may, in addition to the leave provided for in sub-paragraph\n(i) of this paragraph be granted five days compassionate leave without pay in\nany one year.",{"bindId":65,"name":66,"text":67},"maternitydiscrimination","c) A female employee who takes maternity","c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":69,"name":70,"text":71},"wageincreaseperc1","C) GENERAL WAGE INCREASE i) From 1st Aug","C) GENERAL WAGE INCREASE\n\n\n\ni) From 1st August 2012.\n\nThe employees who were in the service of the employer as at 31st July 2012\nwill receive a general wage increase of 10%\n\n\n\nii) From 1st August 2013\n\nThe employees who will be in the service of the employer as at 31st July\n2013 will receive a general increase of 10% to cover the next succeeding 12\nmonths.",{"bindId":73,"name":74,"text":75},"dayspweek","a) The normal working week shall consist","a) The normal working week shall consist of 45 hours spread over not more\nthan six days of the week.\n\nb) The normal working week for a Night Watchman shall consist of not more\nthan sixty (60) hours spread over six nights or six shifts of the week. Any\nWatchman working on a Gazetted Public Holiday shall be paid overtime at the\nappropriate overtime rate.",{"bindId":77,"name":78,"text":79},"hourspweek_select","1. HOURS OF WORK a) The normal working w","1. HOURS OF WORK\n\na) The normal working week shall consist of 45 hours spread over not more\nthan six days of the week.\n\nb) The normal working week for a Night Watchman shall consist of not more\nthan sixty (60) hours spread over six nights or six shifts of the week. Any\nWatchman working on a Gazetted Public Holiday shall be paid overtime at the\nappropriate overtime rate.",{"bindId":81,"name":82,"text":83},"childcare","i) An employee desirous of taking leave ","i) An employee desirous of taking leave on compassionate grounds shall by\nprior arrangements with the employer be granted such leave up to his earned\nentitlement under paragraph 3 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\n\nii) An employee may, in addition to the leave provided for in sub-paragraph\n(i) of this paragraph be granted five days compassionate leave without pay in\nany one year.",{"bindId":85,"name":70,"text":71},"wageincreasetype2",{"bindId":87,"name":70,"text":71},"STRUCINCR_trigger",{"bindId":89,"name":90,"text":91},"funeralpay","23. DEATH OF AN EMPLOYEE In the event of","23. DEATH OF AN EMPLOYEE\n\nIn the event of death of an employee the employer shall pay Kshs.40,000\u002F- to\ncover funeral, burial and other expenses.",{"bindId":93,"name":94,"text":95},"paidmaternityleaveduration","7. MATERNITY LEAVE Subject to the produc","7. MATERNITY LEAVE\n\nSubject to the production of a medical certificate by a duly qualified\nmedical practitioner in charge of a dispensary or medical aid center, or by a\nperson acting on such practitioner’s behalf a female employee shall be\nentitled to three months maternity leave with full pay as per the Employment\nAct 2007.\n\nProvided that:\n\na) A female employee who has taken maternity leave shall not forfeit her\nannual leave in that year.\n\nb) Child-birth in respect of a female employee shall not be deemed to be\nsickness as provided for under clause 5 part II of this Agreement and the\nemployer shall not be required to meet medical costs incurred thereon.\n\nc) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\n\nd) A male employee shall be entitled to two weeks paternity leave with full\npay as per the Employment Act 2007.",{"bindId":97,"name":98,"text":99},"maternityotherclause","b) Child-birth in respect of a female em","b) Child-birth in respect of a female employee shall not be deemed to be\nsickness as provided for under clause 5 part II of this Agreement and the\nemployer shall not be required to meet medical costs incurred thereon.",{"bindId":101,"name":58,"text":59},"maxsicknesspayperc",{"bindId":103,"name":70,"text":71},"wageincreasetype",{"bindId":105,"name":106,"text":107},"mealvouchersamount","12. SAFARI ALLOWANCE i) Breakfast-Kshs.1","12. SAFARI ALLOWANCE\n\ni) Breakfast-Kshs.110\u002F=\n\nii) Lunch-Kshs.140\u002F=\n\niii) Dinner-Kshs.250\u002F=\n\niv) Accommodation-Kshs.500\u002F=\n\n\n\nb) The subsistence allowance payable under paragraph (a) of this clause\nshall cease to be payable to an employee after thirty consecutive days absence\nfrom Nairobi area. The above allowance will not be payable when the employer\nprovides meals and accommodation.",{"bindId":109,"name":110,"text":111},"OVERTIME_trigger","2. OVERTIME Overtime shall be payable in","2. OVERTIME\n\nOvertime shall be payable in respect of hours worked in excess of the Public\nHolidays as follows:\n\na) Mondays to SaturdaysTime plus a half\n\nb) Sundays or normal rest daysDouble time\n\n\n\nProvided that an employee who completes his normal working day and is then\nrequired to stay shall be paid overtime without the total number of hours for\nthe week being taken into account. For the purpose of this proviso, the words\n“normal working day” shall mean the total number of hours an employee is\nrequired to work on a particular day or shift.",{"bindId":113,"name":114,"text":115},"holidaysdays","3. ANNUAL LEAVE a) After the completion ","3. ANNUAL LEAVE\n\na) After the completion of each period of 12 months’ continuous service\nwith the employer an employee shall be entitled to annual leave covering a\nperiod of 26 working days with full pay. (Excluding Gazetted Public\nHolidays).\n\nb) Where employment is terminated after the completion of two or more\nconsecutive months of service during any twelve months leave earning period, an\nemployee shall be entitled to leave with full pay which is proportional to the\npart of the leave earning year which has been completed.",{"bindId":117,"name":50,"text":51},"jobclassifaction1",{"bindId":119,"name":120,"text":121},"wageincreasedate_date","The employees who were in the service of","The employees who were in the service of the employer as at 31st July 2012\nwill receive a general wage increase of 10%\n\n\n\nii) From 1st August 2013\n\nThe employees who will be in the service of the employer as at 31st July\n2013 will receive a general increase of 10% to cover the next succeeding 12\nmonths.",{"bindId":123,"name":124,"text":125},"healthcareaccess","6. MEDICAL TREATMENT a) Employees shall ","6. MEDICAL TREATMENT\n\na) Employees shall be granted full Medical Treatment as provided for by the\nlaw. This shall include hospitalization provided that treatment is carried out\nin Government or Local Authority Hospital. Where drugs are not available at the\nGovernment hospitals the employer shall reimburse the cost of such drugs bought\nat private pharmacies to the extent of Kshs.4,000\u002F= per year for the employees\nonly with effect from 1st August 2012. Any employee who brings false\ncertificate in-order to get time off will be dismissed summarily if\ndiscovered.",{"bindId":127,"name":128,"text":129},"shiftallowancetype","27. NIGHT SHIFT ALLOWANCE All employees ","27. NIGHT SHIFT ALLOWANCE\n\nAll employees required to perform shift work at night will be paid shift\nallowance of four shillings per hour (6.00)",{"bindId":131,"name":132,"text":133},"holidaysweeks","a) After the completion of each period o","a) After the completion of each period of 12 months’ continuous service\nwith the employer an employee shall be entitled to annual leave covering a\nperiod of 26 working days with full pay. (Excluding Gazetted Public\nHolidays).\n\nb) Where employment is terminated after the completion of two or more\nconsecutive months of service during any twelve months leave earning period, an\nemployee shall be entitled to leave with full pay which is proportional to the\npart of the leave earning year which has been completed.",{"bindId":135,"name":136,"text":137},"SUNDAY_trigger","b) Sundays or normal rest daysDouble tim","b) Sundays or normal rest daysDouble time",{"bindId":139,"name":140,"text":141},"ANNLEAVE_trigger","4. LEAVE TRAVELLING ALLOWANCE a) When pr","4. LEAVE TRAVELLING ALLOWANCE\n\na) When proceeding on annual leave, an employee shall be entitled to\nKshs.2,800\u002F- leave travel allowance.\n\nWhere an employee is requested by his employer to take money instead of\nleave, such employee shall be entitled to be paid leave travel allowance, but\nwhere the employee at his own request, elects to sell his\u002Fher leave, then\nhe\u002Fshe will not be eligible to be paid leave travel allowance. The request\nshall be made in writing.",{"bindId":143,"name":136,"text":137},"sundayallowancetype",{"bindId":145,"name":146,"text":147},"healthandsafetypolicy","31. SAFETY AND HEALTH COMMITTEE All prem","31. SAFETY AND HEALTH COMMITTEE\n\nAll premises of work will establish safety and health committees as provided\nby the Occupational Safety and Health Act 2007.",{"bindId":149,"name":110,"text":111},"overtimeallowanceperc1",{"bindId":151,"name":78,"text":79},"hourspweek",{"bindId":153,"name":54,"text":55},"contracttrial",{"bindId":155,"name":58,"text":59},"sicknesspay",{"bindId":157,"name":66,"text":67},"jobsecuritymothers",{"bindId":159,"name":74,"text":75},"dayspweek_select",{"bindId":161,"name":140,"text":141},"annleaveallowancetype",{"bindId":163,"name":94,"text":95},"paidmaternityleaveall",{"bindId":165,"name":74,"text":75},"SCHEDULE_trigger",{"bindId":167,"name":74,"text":75},"schedulesrestpw",{"bindId":169,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":171,"name":128,"text":129},"NOCTPREM_trigger",{"bindId":173,"name":128,"text":129},"shiftallowanceamount1",{"bindId":175,"name":136,"text":137},"sundayallowanceperc1",{"bindId":177,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":179,"name":140,"text":141},"annleaveallowanceamount1",{"bindId":181,"name":58,"text":59},"sicknessmaxdays",{"bindId":183,"name":184,"text":185},"contractseverancepay1","iv) Severance pay on the basis of 17 day","iv) Severance pay on the basis of 17 days pay for each completed year of\nservice.",{"bindId":187,"name":110,"text":111},"overtimeallowancetype",{"bindId":189,"name":110,"text":111},"overtimeallowancetypeperiod",{"bindId":191,"name":192,"text":193},"trainingprogrammes","24. TRAINING Any employee who is require","24. TRAINING\n\nAny employee who is required to be trained for a particular job, shall be\ngiven a signed letter stating how long he\u002Fshe would remain in training and rate\nof pay he\u002Fshe would be getting per month until he\u002Fshe completes training as\nlaid down in the Industrial Training Act.",{"bindId":195,"name":94,"text":95},"paidmaternityleave",{"bindId":197,"name":198,"text":199},"coverunion_trigger","This agreement shall be observed in resp","This agreement shall be observed in respect of all unionisable employees of\nthe Minor Engineering Employers Group Member Companies",{"bindId":201,"name":120,"text":121},"wageincreasedate",{"bindId":203,"name":184,"text":185},"contractseverancepay",{"bindId":205,"name":114,"text":115},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Minor Engineering Group of Federation Of Kenya Employers - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-07-30\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: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Engineering activities and related technical consultancy\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 Minor Engineering Group of Federation Of Kenya Employers\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 Engineering 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 38 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-08\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 4.0 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 2800.0\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",[211],{"title":37,"slug":33},[213],{"type":214,"data":215},"call_to_action_body_block",{"title":216,"description":217,"variant":218,"link":219},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":216,"url":220,"description":216,"rel":221,"type":222},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[224],{"type":214,"data":225},{"title":216,"description":217,"variant":218,"link":226},{"title":216,"url":220,"description":216,"rel":221,"type":222},[]]