[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-the-registered-trustees-of-the-consolata-sisters-and-consolata-fathers-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":174,"content_type_view":175,"extra_breadcrumbs":176,"body":178,"body_blocks":189,"related_pages":193},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":172,"translations":173},{"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-registered-trustees-of-the-consolata-sisters-and-consolata-fathers-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-","c43cd5a6-e1ec-11e4-aa3a-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-the-registered-trustees-of-the-consolata-sisters-and-consolata-fathers-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002Fmemorandum-of-agreement-between-the-registered-trustees-of-the-consolata-sisters-and-consolata-fathers-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002F","Memorandum of Agreement between the Registered Trustees of the Consolata Sisters and Consolata Fathers and Kenya Union of Domestic, Hotels, Educational Institutions, Hospitals and Allied Workers - 2013","KEN The Registered Trustees of the Consolata Sisters and Consolata Fathers - 2013","Kenya - KEN The Registered Trustees of the Consolata Sisters and Consolata Fathers - 2013","KEN The Registered Trustees of the Consolata Sisters and Consolata Fathers - 2013 - Hospitality, catering, tourism",{"name":41,"data":42},"CONSOLATA FATHERS 2013.html","\n              \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 REGISTERED TRUSTEES OF THE CONSOLATA\nSISTERS AND CONSOLATA FATHERS REFERRED TO AS THE AND KENYA UNION OF DOMESTIC,\nHOTELS, EDUCATIONAL INSTITUTIONS, HOSPITALS AND ALLIED WORKERS \u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Registered Trustees of the Consolata Sisters and Consolata Fathers all\nthe institutions affiliated thereto and Kenya Union of Domestic, Hotels,\nEducational Institutions, Hospitals and Allied Workers meeting together in free\nheart and voluntary association agree and enter into this agreement negotiated\nbetween them at the Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPLICATION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement shall apply to Unionisable employees by the Consolata\nSisters, Consolata Fathers and Institutions affiliated to them. For the purpose\nof this Agreement, the Institutions Associated with them shall mean School(s),\nassociated with the Churches, Hostels, Guest Houses and Colleges, Hospitals and\nTraining Institutions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART ONE: BASIC MONTHLY WAGES:\u003C\u002Fh2>\n\n\u003Cp>1.a) The basic Minimum wages for employees other than those working in the\nPress Section and Agricultural Section referred to under part 1. Clauses, 2 and\n3 shall be provided in Appendix \"B\".\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) HIGHER SALARY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee in receipt of a higher salary than that allocated to the Group\nin which he\u002Fshe falls as a result of this Agreement shall continue to receive\nsuch\u003C\u002Fp>\n\n\u003Cp>salary without any deduction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) INSTITUTION MAY PAY ABOVE AGREED RATES:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an institution wishes to pay an employee, or group of employees at\nrates that are above the negotiated scales for that grade, the institutions,\nthrough its\u003C\u002Fp>\n\n\u003Cp>manager\u002Fs shall be free to do so, however, this does not mean that\ninstitution shall negotiate separate scales directly without the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) HOUSE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employees who are not housed by the employer shall receive Monthly\nhousing allowance as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>AREA\u003C\u002Ftd>\n      \u003Ctd>2013\u003C\u002Ftd>\n      \u003Ctd>2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I-IX\u003C\u002Ftd>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>4,700\u003C\u002Ftd>\n      \u003Ctd>4,800\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I-IX\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>4,000\u003C\u002Ftd>\n      \u003Ctd>4,100\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) AREA (COLUMNS)\u003C\u002Fp>\n\n\u003Cp>\"A\"Represents Nairobi Area, Mombasa City and Kisumu City;\u003C\u002Fp>\n\n\u003Cp>\"B\"Represents — all other Areas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. GENERAL WAGE INCREASE: SEE APPENDIX \"A\" AND \"B\"\u003C\u002Fh3>\n\n\u003Cp>1st Year w.e.f 1.1.2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All employees in service as at 31.12.2012 with salaries below the new\nminimum will be brought to the New minimum or be given a wage increase of 7% -\nfor those in Grades 1-IX on their individual basic salaries whichever is\ngreater.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2nd Year w.e.f. 1.1.2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>All employees in service as at 31.12.2012 will either be brought to the new\nbasic minimum wages or be given a wage increase of 7% for those in Grade\n1-1X.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PARA-MEDICAL PERSONNEL — QUALIFIED AND UNQUALIFIED NURSING STAFF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Para-medical personnel, qualified and unqualified nursing staff shall be\npaid in accordance with Government scales and Rates as may be in force from\ntime to time.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>PART TWO:-OTHER CONDITIONS OF SERVICE:\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. HOURS OF WORK:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>(a) The normal working week for employees who normally work continuously\u003C\u002Fp>\n\n\u003Cp>throughout the calendar year (i.e. employees whose work is the same\nthroughout the year) shall consist of not more than 45 hours spread over not\nmore than 6 days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Employees whose volume of work decreases substantially when the schools\nare closed, the normal working hours in any one week shall not exceed 62 hours.\nThis includes periods during which the employee is held at call at his\u002Fher\npoint of duty even if he\u002Fshe is not actually working.\u003C\u002Fp>\n\n\u003Cp>(c) Arrangements of hours of work for hospital employees whether on a weekly\nor a fortnightly basis, will be a matter for mutual agreement of each hospital\nand their employee(s).\u003C\u002Fp>\n\n\u003Cp>(d) The normal working week of a night watchman shall consist of not more\nthan 60 hours to be spread over not more than 6 shifts of the week.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. OVERTIME:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Overtime shall be payable as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(a) For time worked in excess of the normal number of hours specified in\nclause 1of Part Two of this Agreement at double time the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause\" id=\"clause-OVERTIME_trigger\">\n\n\u003Cp>(b) Any employee who works on part time basis will be entitled to 34, the\nrate applicable under all appropriate monetary dues herein.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause\" id=\"clause-OVERTIME_trigger\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SUNDAY_trigger\">\u003Cp>(c) Where an employee works on his\u002Fher rest day, he\u002Fshe shall be paid for\neach hour worked at double the basic hourly rate or shall be given off duty\nequivalent to the number of hour\u002Fday(s) worked i.e. one off day for an employee\nwho works on a holiday that falls on his rest day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) Subject to Clause 6 (b) of Part Two of this Agreement of Gazetted Public\nHolidays. An employee who works on a public holiday, which is not his\u002Fher rest\nday, shall be paid overtime at a rate equivalent to double his\u002Fher basic hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>(e) Where an employee works on a public holiday which is his\u002Fher rest day,\nhe\u002Fshe shall be paid for all hours worked at a rate equivalent to double basic\nhourly rate and or shall be given another day off duty in lieu of his\u002Fher rest\nday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TAKE NOTICE that when a public holiday falls on any employees day off that\nemployee will not be entitled to any Extra day off or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) After the completion of each period of 12 months' continuous service\nwith an employer, an employee shall be entitled to annual leave for a period\ncovering twenty eight (28) working days with full pay; plus either extra\nday's\u002Fdays' pay or additional day's\u002Fdays leave for any gazetted Public\nHoliday(s) which may fall within the leave period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Where employment is terminated after the completion of two or more\u003C\u002Fp>\n\n\u003Cp>consecutive months' service during any twelve months' leave earning period\nthe employee will be paid on pro-rata basis.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>While proceeding on annual leave, employees shall be given leave travelling\nallowance as follows:\u003C\u002Fp>\n\n\u003Cp>1st Year...............Kshs.5,000\u002F=\u003C\u002Fp>\n\n\u003Cp>2nd Year..............Kshs.5,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Where there is -a voluntary established practice to provide leave travelling\nallowance more favourable than stipulated in paragraph (a) above those\npractices should continue.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. 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, by\nprior arrangements with the Employer(s) be granted such leave up to his earned\nentitlement under clause 3a) of part II of this Agreement. The leave so taken\nshall be subsequently set off against his or her annual leave.\u003C\u002Fp>\n\n\u003Cp>(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this clause be granted ten (10) days' compassionate leave without pay in any\none period of twelve months.\u003C\u002Fp>\n\n\u003Cp>(c) In addition to the leave provided for in paragraph (a) and (b) of this\nclause and upon application, an employee may be granted further leave on\ncompassionate grounds with or without pay, at the absolute discretion of his or\nher employers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(a) Employees whenever possible shall be granted leave with pay on gazetted\npublic holiday(s) by mutual arrangement with the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Employees required to work on gazetted public holiday(s) shall be\ngiven\u003C\u002Fp>\n\n\u003Cp>alternative days off or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be entitled to any gazetted public holiday (s) unless\nhe\u002Fshe works on the day proceeding and following such holiday(s).\u003C\u002Fp>\n\n\u003Cp>(d)Paragraph (c) above shall not apply to any employee(s) should such day(s)\nbe his\u002Fher\u002Ftheir regular day(s) off or should sickness prevent him\u002Fher\u002Fthem\nfrom haying worked on such days subject to the provisions of sick leave clause\nor any authorized leave.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) Absence through sickness will be counted as continuous service provided\nthat a medical certificate from a registered and recognized medical\npractitioner is produced.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(b) An employee who falls sick after the probationary period or, who is\ninjured there than through his or her gross neglect or other than within the\nterms of the Workmen's Compensation Act, shall be entitled to sick leave with\nfull pay up to a maximum of 90 days and thereafter to sick leave with half pay\nto a maximum of 90 days in each period of twelve months' consecutive\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) Any payment beyond 120 days referred to in paragraph (b) of this clause\nwill be at the discretion of the employer.\u003C\u002Fp>\n\n\u003Cp>(d) Any employee claiming sick leave days with pay, must produce a medical\ncertificate of incapacity covering the sick leave period claimed within the\nterms of paragraph (a) of this clause.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) A woman employee shall be entitled to three (3) months maternity leave\nwith full pay:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>A woman who has taken three months leave shall not forfeit her annual leave\nin that year.\u003C\u002Fp>\n\n\u003Cp>Child birth in respect of a woman employee shall not be deemed to be\nsickness as provided for under clause 7 of this Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>A female employee who takes maternity leave shall not incur any loss or\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Absence on account of illness due to or attributed to pregnancy which occurs\noutside the period of leave shall be counted as sick leave subject to sick\nleave clause of the Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Notification of the expected confinement shall be made by the employee\nto the employer as soon as practicable and in any event at least three months\nbefore the expected week of confinement, provided that the employee shall not\nbe penalized for any inaccuracy as to actual date of confinement.\u003C\u002Fp>\n\n\u003Cp>When applying for maternity leave the employee shall declare in writing her\nintention to continue in the service of the employer for a minimum period of\nthree months after the expiry of leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>A female employee proceeding on Maternity Leave shall be entitled to her\nnormal leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. RELIGIOUS HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>An employer will give sympathetic consideration and make every effort to\ngrant time off for any employee(s) to attend obligatory services.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) All employees covered by this Agreement shall be provided with medical\ntreatment as provided for under Section 34 of the Employment Act, 2007 read\ntogether with the Medical Treatment Rules (Legal Notice No. 157 of 1977).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Where there is reasonable cause to believe that any employee is\nsuffering from illness or injury whether contracted as a result of the\nemployee's work or not, the employer shall with the consent of the employee,\ncause to be provided to such employee medical treatment,\u003C\u002Fp>\n\n\u003Cp>(c) Such medical treatment shall be provided at the expense of the\nemployer,\u003C\u002Fp>\n\n\u003Cp>unless:-\u003C\u002Fp>\n\n\u003Cp>i) the illness or injury was contracted during any period when the employee\nwas absent from his\u002Fher employment without lawful cause or\u003C\u002Fp>\n\n\u003Cp>ii) the employee has been ordered into hospital under section 26 or section\n27 of the Public Health Act, or is suffering from venereal diseases or\u003C\u002Fp>\n\n\u003Cp>iii) the illness or injury is proved to the satisfaction of the Labour\u003C\u002Fp>\n\n\u003Cp>Commissioner to have been contracted prior employment or to be attributable\nto illness or injury contracted outside employment or contracted in\ncircumstances not arising in the course of or out of his\u002Fher employment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. LETTER OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>The letter of appointment shall be issued to all unionisable employees at\nthe time of engagement. Employees who are already in the service shall be\nissued with letters of appointment and as far as possible the length of\nprevious\u002Fcurrent employment shall be stated.\u003C\u002Fp>\n\n\u003Cp>The letter of appointment to be issued to employees is attached to this\nAgreement and marked Appendix \"C\".\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. 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 ten (10) days in an occupation or job group, such employee\nshall be paid acting allowance at a rate not less than the difference between\nthe basic monthly wages for the occupation or job group in which he acts and\nthe basic monthly minimum wages for his occupation or job group. Such allowance\nto be paid with effect from the date of acting.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. 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 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) Name and the postal address of the employer.\u003C\u002Fp>\n\n\u003Cp>b) 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. Such other particulars as may be\nprescribed.\u003C\u002Fp>\n\n\u003Cp>2. Subject to sub clause (1) of these clause, 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>Any employer who wilfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub clause or this clause, or who in\na certificate of service includes a statement which he knows to be false, shall\nbe quality of an offence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. TEMPORARY\u002FCASUAL EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>i) An employee shall not be on casual\u002Ftemporary employment for a period of\nmore than three months continuous employment. Thereafter the employment becomes\npermanent.\u003C\u002Fp>\n\n\u003Cp>ii) Casual\u002FTemporary employees shall be paid the appropriate rate of the job\non which he\u002Fshe is employed and his\u002Fher daily rate shall be worked out by\ndividing the appropriate monthly rate by 26.\u003C\u002Fp>\n\n\u003Cp>iii) Casual\u002FTemporary employees shall not be entitled to any fringe\nbenefits.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) In the normal circumstances, it shall be a condition that employment\nshall be terminable by either party by giving written notice or pay in lieu of\nsuch notice as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) For any employee with less than 5 years' continuous service:- Two\nmonths' notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>(ii) For any employee who has completed 5 years' continuous service but more\nthan 10 years' continuous service - Three months' notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>(iii) For any employee who has completed 10 years' continuous service or\nmore: Four months' notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>(iv) Where the contract is to pay wages periodically at intervals of less\nthan one month, a contract is terminable by either party at the end of any such\nperiod next following the giving of notice in writing.\u003C\u002Fp>\n\n\u003Cp>(v) An employee who resigns or whose services are terminated for reasons\nother than gross misconduct shall be entitled to service gratuity payment at\nthe rate of 20 days for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>(b) An employer shall reserve the right to terminate the services of any\nemployee, instantly and without notice nor pay in lieu for reasons of gross\nmisconduct as defined in the Laws of Kenya subject to the grievance procedure\nlaid down in the Recognition Agreement.\u003C\u002Fp>\n\n\u003Cp>(c) Reasons for the termination shall be given by the employer in writing to\nthe\u003C\u002Fp>\n\n\u003Cp>employees.\u003C\u002Fp>\n\n\u003Cp>(d) In the event an employee has reached retirement age, then Clause 16\nshall apply.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cp>a) An employee may retire or be retired on attaining the age of 50 years.\u003C\u002Fp>\n\n\u003Cp>Compulsory retirement will be on attainment of the age of 55 years. After\nretirement the employee may be considered for contract employment.\u003C\u002Fp>\n\n\u003Cp>b) On retirement, an employee shall be entitled to be paid by his employer\nretirement benefits at the rate of 30 days pay for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>(c) In the event an employee was paid part of the gratuity under clause 15,\nhe\u002Fshe will only be entitled to the balance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory and\u002For, who commits an\noffence which in opinion of the employer does not warrant dismissal shall be\nwarned in writing. This action must be taken subject to the Employment Act and\nthe negotiating procedure agreement.\u003C\u002Fp>\n\n\u003Cp>The following procedure will be followed:\u003C\u002Fp>\n\n\u003Cp>a) The first, second and third warning shall be recorded on the worker's\nemployment card\u002Ffile and copied to the shopsteward.\u003C\u002Fp>\n\n\u003Cp>b) Where there is no shopsteward in the establishment, such warning letters\nwill be copied to the Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>c) If any employee with three warnings recorded on his\u002Fher file commits a\nfourth offence within 270 (nine months) consecutive days from date of the third\nwarning he\u002Fshe will be liable to instant dismissal.\u003C\u002Fp>\n\n\u003Cp>d) If any employee completes 365 days from the date of the last warning\nwithout any further offence, all warnings recorded on his\u002Fher file will be\ncancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) The union shall be notified of the reasons for and the extent of the\nintended redundancy within a notice of one (1) month.\u003C\u002Fp>\n\n\u003Cp>(b)The employer shall have due regard to seniority in time and to the skill,\nability and reliability of each employee of the particular class of employees\naffected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be placed at a disadvantage for being a member of the\nunion.\u003C\u002Fp>\n\n\u003Cp>(d) Any leave due to any employee who is declared redundant be paid off in\ncash.\u003C\u002Fp>\n\n\u003Cp>(e) An employee declared redundant shall be entitled to notice or pay 'in\nlieu of notice as per clause 15 of this agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(f) An employee declared redundant shall be entitled to severance pay at the\nrate of 30 days pay for each completed year of service calculated on the\nmonthly basic minimum wages earned at the time of the redundancy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. LONG SERVICE INCREMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowanceamount1\">\u003Cp>Where an employee has served in continuous employment for a period exceeding\nfive years such an employee shall be entitled to the following sums of money\nover and above his current basic monthly wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PERIOD OF SERVICE OLD RATENEW RATE\u003C\u002Fp>\n\n\u003Cp>5 but less than 10 years Kshs. 450Kshs. 500\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10 but less than 15 yearsKshs. 500Kshs. 550\u003C\u002Fp>\n\n\u003Cp>15 but less than 20 yearsKshs. 550Kshs. 600\u003C\u002Fp>\n\n\u003Cp>20 but less than 25 yearsKshs. 600Kshs. 650\u003C\u002Fp>\n\n\u003Cp>25 years and aboveKshs. 650Kshs. 700\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The arrears of increase will only be paid on the difference between the old\nrates and the new rates.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. UNIFORMS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) While recognizing that some jobs and grades do not need uniforms where\nrequired by legislation or where the nature of the work to be performed\nrequires it, the Management shall provide the appropriate two uniforms or\nprotective clothing including footwear, which shall be worn and used during the\nworking hours each year.\u003C\u002Fp>\n\n\u003Cp>(b) To implement this clause the Management may receive suggestions from the\nworks, committee, if any, as provided for in the recognition agreement.\nHowever, final decision as job grade and type of uniform shall be that of\nManagement.\u003C\u002Fp>\n\n\u003Cp>(c) The employer will arrange for the maintenance of such uniforms according\nto the prevailing local circumstances provided that the employee shall be\nresponsible for any loss or willful damage to the uniform.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. CHECK OFF SYSTEM\u003C\u002Fh3>\n\n\u003Cp>1.The Minister may make an order in writing with respect to any trade union\nof employees requiring any employer who employs not less than five members of\nthat trade union;\u003C\u002Fp>\n\n\u003Cp>a) To deduct every month a specified sum in respect of trade union dues from\nthe wages of his employees who are members of that trade union;\u003C\u002Fp>\n\n\u003Cp>b) To pay within the time specified proportion of the sums so deducted to\nthat trade union by crossed cheque into an account in the name of the trade\nunion a specified bank.\u003C\u002Fp>\n\n\u003Cp>c) To pay within the time specified the remainder of sums so deducted (if\nany) to a specified federation by crossed cheque into an account in the name of\nthat federation in a specified bank.\u003C\u002Fp>\n\n\u003Cp>d) To notify trade union and that federation of all payment so made\nwithin\u003C\u002Fp>\n\n\u003Cp>the time and the manner specified in the order; and\u003C\u002Fp>\n\n\u003Cp>e) To make returns to the Register of all payments so made within the time\nand in the manner specified in the order.\u003C\u002Fp>\n\n\u003Cp>2. The Minister may at any time by order in writing revoke vary, or suspend\nany order made under this section.\u003C\u002Fp>\n\n\u003Cp>3. An order made under this section shall, unless otherwise provided\ntherein, take effected on the date on which it is made.\u003C\u002Fp>\n\n\u003Cp>4. An order made under this section suspending another order shall have\neffect for the period specified in the order, and where no period is so\nspecified shall have effect until revoked by an order made under this\nsection.\u003C\u002Fp>\n\n\u003Cp>5. As soon as practicable after making an order under this section the\nMinister shall cause that order to be published in the Gazette.\u003C\u002Fp>\n\n\u003Cp>6. The General Secretary of Trade Union in respect of which the Minister has\nmade an order 1 above may at any time serve on an employer who employs not less\nthan ten members of that trade union a notice or notices in the form in the\nSecond Schedule, requiring the employer to comply with the Minister's order in\nrespect of the employees who are named in any such notice and have acknowledged\nby their signatures therein that they are members of that trade union.\u003C\u002Fp>\n\n\u003Cp>7. The General Secretary of any trade union which has served a notice on an\nemployer under this section shall before the tenth day in each month inform\nthat employer in writing of the names of any members of that trade union who\nare employed by him and who have in the preceding month ceased to be members of\nthat trade union.\u003C\u002Fp>\n\n\u003Cp>8. Every employer on whom a notice is served under 6 above shall comply with\nthe Minister's Order referred to therein, subject as follows;\u003C\u002Fp>\n\n\u003Cp>a) a deduction or payment shall only be made in respect of employees who\nhave acknowledged in the notice that they are members of the trade union\nconcerned.\u003C\u002Fp>\n\n\u003Cp>b) where an employee notified the employer in writing that he is not a\nmember of the trade union concerned, no deductions or payment shall be made in\nany month following the month in which such notice was given, unless or until\nsuch notification is withdrawn.\u003C\u002Fp>\n\n\u003Cp>c) a deduction or payment shall only be made from the wages due to any\nemployee where those wages, after all deductions required or permitted to be\nmade by or under any other law have been made, exceed the sum which is required\nby the order to be deducted.\u003C\u002Fp>\n\n\u003Cp>d) the first deductions and payments made in pursuance of the notice shall\nbe made in respect of the wages earned in the month following the month in\nwhich the notice is served.\u003C\u002Fp>\n\n\u003Cp>e) no deductions or payment shall be made in respect of any wages earned in\nany month if before the twentieth day of that month the Minister's order has\nbeen published in the Gazette or communicated by the Minister directly to the\nemployer any deduction or payment in respect of wages earned in that month\nshall be made in accordance with the order as so varied.\u003C\u002Fp>\n\n\u003Cp>f) no deduction or payment shall be made by an employer in respect of or\nduring any month in which any of his employees who is a member of the trade\nunion concerned takes part in any strike, unless and to such extent as the\nMinister otherwise directs by notice in writing to the employer.\u003C\u002Fp>\n\n\u003Cp>g) Every employer on whom a notice has been served under 6 above shall\nbefore the tenth day in each month inform in writing the trade union on behalf\nof which that as service of the names of any persons named in that notice who\nhave ceased to be employed by him or who have notified him in writing that they\nhave ceased to be members of that union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. EDUCATION LEAVE\u002FSTUDY LEAVE\u003C\u002Fh3>\n\n\u003Cp>Upon request by the employee for a trade union related educational training\ncourse, through the trade union, the employer will allow such employee to\nproceed to such training course on full pay, provided that such leave shall not\nexceed a total period of two (2) weeks in any one given calendar year for any\nindividual employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. DEATH OF AN EMPLOYEE WHILE IN SERVICE.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a) When an employee dies or is killed in employment the employer will on\nhumanitarian grounds provide a coffin and contribute the sum of Kshs.20,000\u002F—\n(twenty thousand shillings only) towards the funeral expenses.\u003C\u002Fp>\n\n\u003Cp>b) Where employment is terminated by death of an employee the employer\nshall\u003C\u002Fp>\n\n\u003Cp>c) pay the gratuity in accordance with the provision of clause 16(b).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. RISK ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All employees who work in medical institution (specifically nurses and the\npara-medical staff only),shall be paid a monthly risk allowance of 10% of their\nsalary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. AGENCY FEE\u003C\u002Fh3>\n\n\u003Cp>The employer shall have the right to deduct 2% of the total gross pay as\nagency fees from employees who are not members of the Union whose terms and\nconditions are covered by this agreement and such sum shall be sent to the\nUnion Headquarters as is defined under Section 49 of the Labour Relations Act\n2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective as from 1st January, 2013 and shall remain\nin force for a period of 2 years from that date and thereafter until it is\namended by mutual agreement between the employers and the union, provided that\nthe parties desiring to amend the agreement shall give one month's notice to\ntheir intention and shall set in writing the details of the amendments or\nalteration which such party desires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE REGISTERED TRUSTEES OF THE CONSOLATA\nSISTERS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>SISTER ROSWITHA MEIERSISTER LUISA ELVIRA FERRACCI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE REGISTERED TRUSTEES OF THE CONSOLATA\nFATHERS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………..……………………………………………….\u003C\u002Fp>\n\n\u003Cp>FR. STEPHEN MURAGE FR GERARD MERTINELLI\u003C\u002Fp>\n\n\u003Cp>ADMINISTRATOR ASST. ADMINISTRATOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE KENYA UNION OF THE DOMESTIC, HOTELS,\nINSTITUTIONS, HOSPITALS AND ALLIED WORKERS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………..\u003C\u002Fp>\n\n\u003Cp>ALBERT NJERU\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>JOHN OMBIMA COLONEL OUNDAH\u003C\u002Fp>\n\n\u003Cp>ASST. SECRETARY GENERAL SNR. DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSES BY :-\u003C\u002Fp>\n\n\u003Cp>……………………………………\u003C\u002Fp>\n\n\u003Cp>GEORGE R AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS………………….DAY OF\n………………………………2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX 'A'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JOB GROUPS\u003C\u002Fp>\n\n\u003Cp>1ST JANUARY, 2011— 31ST DECEMBER, 2012\u003C\u002Fp>\n\n\u003Cp>(CLASSIFICATION)\u003C\u002Fp>\n\n\u003Cp>C.B.A. — CONSOLATA SISTERS AND CONS OLATA FATHERS Vs KUDHEIHA\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>DESCRIPTIONS OF JOB CATEGORIES OF EMPLOYEES COVERED IN THIS AGREEMENT\u003C\u002Fp>\n\n\u003Cp>GROUP. 1\u003C\u002Fp>\n\n\u003Cp>General Workers Including Ward Attendant:\u003C\u002Fp>\n\n\u003Cp>Qualifications:Preferably literate in English and Kiswahili\u003C\u002Fp>\n\n\u003Cp>Duties:Will perform unskilled duties as directed or assigned by his\u002Fher\nsuperior.\u003C\u002Fp>\n\n\u003Cp>Experience:Not necessary.\u003C\u002Fp>\n\n\u003Cp>GROUP. 11\u003C\u002Fp>\n\n\u003Cp>Kitchen and Pantry Assistant:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili.\u003C\u002Fp>\n\n\u003Cp>Duties:To mind, wash and clean cutlery, crockery and kitchen pantry.\u003C\u002Fp>\n\n\u003Cp>Also to set up food trolleys.\u003C\u002Fp>\n\n\u003Cp>Watchman (60 hours week)\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili.\u003C\u002Fp>\n\n\u003Cp>Duties:To guard all the property during the night or day as assigned by\u003C\u002Fp>\n\n\u003Cp>Employer. To control entry and exit of visitors.\u003C\u002Fp>\n\n\u003Cp>Dobie assistant:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili.\u003C\u002Fp>\n\n\u003Cp>To collect dirty linen and send them to the laundry.\u003C\u002Fp>\n\n\u003Cp>Collect clean linen from the laundry, sort them out and distribute them\naccordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP III\u003C\u002Fp>\n\n\u003Cp>Nursery School Teacher — Untrained Nursery School Teacher:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili with Std. VII or VIII or\nForm\u003C\u002Fp>\n\n\u003Cp>II with two years experience.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To teach and care for Pre-unit and Pre-Nursery children. Will\u003C\u002Fp>\n\n\u003Cp>work under the supervision of the Headmistress in charge of the Nursery\nSchool and will perform other duties as may be\u003C\u002Fp>\n\n\u003Cp>assigned by the superior.\u003C\u002Fp>\n\n\u003Cp>X-ray Room Attendant:\u003C\u002Fp>\n\n\u003Cp>Qualifications : Literate in English and Kiswahili and at least of form IV\nlevel.\u003C\u002Fp>\n\n\u003Cp>Duties:Preparation of x-ray room, collect and deliver x-ray reports to\u003C\u002Fp>\n\n\u003Cp>respective departments as directed by the superior.\u003C\u002Fp>\n\n\u003Cp>GROUP IV\u003C\u002Fp>\n\n\u003Cp>(a)Nursery School Teachers:\u003C\u002Fp>\n\n\u003Cp>Qualifications: untrained Nursery School Teachers with minimum\u003C\u002Fp>\n\n\u003Cp>qualifications of up to Form IV level with a minimum Grade D+ (8-4-4 system)\nor Division IV K.C.S.E. and should have at least l year experience.\u003C\u002Fp>\n\n\u003Cp>Duties:To teach and care for Pre-Unit and Pre-Nursery children. Will work\nunder the supervision of the Headmistress in charge of the Nursery School and\nwill also perform other duties as may be assigned by the superior.\u003C\u002Fp>\n\n\u003Cp>(b)Laboratory Assistant:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili preferably Form IV.\u003C\u002Fp>\n\n\u003Cp>Duties:To perform general chores including cleaning in the laboratory under\nthe laboratory in charge.\u003C\u002Fp>\n\n\u003Cp>Boiler Operator I:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili. Preferably of Form IV\u003C\u002Fp>\n\n\u003Cp>Education level. Should have had still improvement training on job and will\nwork under the instruction of a Boiler Operator in charge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To carry out simple operations like cleaning the boiler, starting and\nputting off boilers checking and ensuring that water and steam levels are\nadequate.\u003C\u002Fp>\n\n\u003Cp>Waiter 1 (without a certificate):\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and expected to have\ncompleted Form IV or its equivalent. No formal training is required but will\nhave undergone on job training.\u003C\u002Fp>\n\n\u003Cp>Duties:Collect food from the kitchen and serve the same to visitors or\ncustomers. Clean the dining hall tables and return the utensils to the kitchen\nand ensure the general cleanliness of the dining halls\u002Frooms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistant Cook (for Single Homes)\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili. No formal training may be\nrequired but some experience in cooking may be necessary (minimum Form 4\nstandard).\u003C\u002Fp>\n\n\u003Cp>Duties : To cook for few people living in a single home and may also be\nassigned duties by employer where appropriate. Will work under the supervision\nof head cook.\u003C\u002Fp>\n\n\u003Cp>Theatre Assistant. 1\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili. Minimum education level\nshould be Form TV and must have worked as a general worker in the Theatre\nbefore moving to this grade.\u003C\u002Fp>\n\n\u003Cp>Duties:Will work under the guidance of theatre nurse and must be able to\nprepare packs and sterilize instruments.\u003C\u002Fp>\n\n\u003Cp>Patient Attendant:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and minimum secondary\nschool education of Form IV.\u003C\u002Fp>\n\n\u003Cp>Duties:To work under a qualified nurse and to do as directed.\u003C\u002Fp>\n\n\u003Cp>GROUP V:\u003C\u002Fp>\n\n\u003Cp>Nursery School Teachers:\u003C\u002Fp>\n\n\u003Cp>Qualification: (i) Trained Nursery School Teachers — whose qualifications\nmust meet minimum qualifications of up to Std VII, C.P.E. level with a Grade C\nPass of Education and training, of 2 years (in remote areas). To teach and care\nfor pre primary children under the supervision and directions of a Senior\nTeacher.\u003C\u002Fp>\n\n\u003Cp>(ii) Trained Nursery School Teachers with minimum qualifications of up to\nForm II level with training of 2 years. To teach and care for pre-primary\nchildren under the supervision and , directions of a Senior Teacher.\u003C\u002Fp>\n\n\u003Cp>Watchman (60 hours week):\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and good ability to\ncommunicate effectively.\u003C\u002Fp>\n\n\u003Cp>Duties:To guard all the property during day and night as assigned by\u003C\u002Fp>\n\n\u003Cp>the employer. To control the entry and exit of visitors within the\npremises.\u003C\u002Fp>\n\n\u003Cp>Waiter II (with relevant Certificate) and\u002For with 2 years experience:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili with a minimum education\nstandard of Form IV. He should have a certificate from an institution offering\n(institutional management courses).\u003C\u002Fp>\n\n\u003Cp>Duties: To serve in a medium sized institution catering for a big number of\npeople.\u003C\u002Fp>\n\n\u003Cp>GROUP VI:\u003C\u002Fp>\n\n\u003Cp>Nursery School Teacher:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Trained Nursery School Teachers with minimum qualifications\nof up to Form IV level with a minimum Grade D+ (8.4.4. system) or Division III\n— K.C.S.E. and should have a professional certificate from \"Kindergarten\nHeadmistress Association\" (KHA) recognized institution. Should have experience\nof at least 2 years. To teach and care for Pre-Unit children. Will work under\nthe Supervision of the Headmistress in charge of the Nursery School and will\nalso perform other duties as may be assigned by the superior.\u003C\u002Fp>\n\n\u003Cp>Artisans (without Government Trade Test Certificate):\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili. May not have undergone\nformal training but must have gone on job training and conversant with the\ntrade.\u003C\u002Fp>\n\n\u003Cp>Duties: Should be able to carry out elementary tasks of either masonry,\u003C\u002Fp>\n\n\u003Cp>plumbing, carpentry or vehicle mechanics.\u003C\u002Fp>\n\n\u003Cp>Driver I:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili. Should be holding a\nvalid, clean driving license of a class which will enable him to drive a\nvehicle not exceeding 2 tones. Driving licence Group E.\u003C\u002Fp>\n\n\u003Cp>Duties: To drive the above said vehicle as may be directed by his employer.\nAlso to make sure that the vehicle is clean and in good working condition at\nall times.\u003C\u002Fp>\n\n\u003Cp>Cook (for Single Homes):\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili. No formal training may be\nrequired but some experience in cooking may be necessary.\u003C\u002Fp>\n\n\u003Cp>Duties:To cook for few people living in a single home and may also be\u003C\u002Fp>\n\n\u003Cp>assigned some duties by employer where appropriate.\u003C\u002Fp>\n\n\u003Cp>Telephone Operator:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV school certificate. Good command of English\nand Kiswahili languages both in written and spoken. Should have good ability to\ncommunicate effectively.\u003C\u002Fp>\n\n\u003Cp>Duties:To operate the telephone switchboard thus controlling incoming\u003C\u002Fp>\n\n\u003Cp>telephones and outgoing telephones may also be required to take telephone\nmessages.\u003C\u002Fp>\n\n\u003Cp>Receptionist:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV school certificate. Good command of English\nand Kiswahili languages both written and spoken. Should have good ability to\ncommunicate effectively in both languages.\u003C\u002Fp>\n\n\u003Cp>Duties:To man the Reception desk thus, control incoming visitors and\u003C\u002Fp>\n\n\u003Cp>assist them by directing them to various places (sections they would like to\ngo). To record down the names of visitors that come in, (for security\nreasons).\u003C\u002Fp>\n\n\u003Cp>Theatre Assistant II:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum education level should be Form IV. Must have at\nleast five years of experience in the theatre and have worked as Theatre\nAssistant I, before being promoted to this grade of Theatre Assistant II.\u003C\u002Fp>\n\n\u003Cp>Duties:Will work under the guidance of theatre nurse and must be able\u003C\u002Fp>\n\n\u003Cp>to scrub and assist in all cases plus on 'calls', prepare packs and\nsterilize instruments. Also be able to supervise other staff working in the\nTheatre.\u003C\u002Fp>\n\n\u003Cp>Boiler Operator II:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of education. Should have had skill\nimprovement training on job and will work under the instruction of a boiler\noperator in charge. A continuous five years of experience will be necessary\nbefore one is promoted to this grade. Must have worked as a Boiler Operator I\nand have comprehensive training at National Industrial Training Centre.\u003C\u002Fp>\n\n\u003Cp>He is expected to service the Boiler and any associate\u003C\u002Fp>\n\n\u003Cp>equipment.\u003C\u002Fp>\n\n\u003Cp>Typist I:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of education. Typist speed of at least\n35 words per minute. This is a copy typist who may not require other forms of\ntraining.\u003C\u002Fp>\n\n\u003Cp>Duties: To type from given copies, to file and retrieve those records when\nneeded. May also attend to Franking Machines and organize for postage.\u003C\u002Fp>\n\n\u003Cp>GROUP VII:\u003C\u002Fp>\n\n\u003Cp>Artisans (with G.T.T.C. Grade 3)\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of Secondary Education preferably\nDivision LII or 8-4-4 D+. A professional Government Trade Test Certificate\nGrade 3 or\u003C\u002Fp>\n\n\u003Cp>Elementary Grafts man Certificate.\u003C\u002Fp>\n\n\u003Cp>Duties: Work in the related field performing appropriate functions. Will\nwork under the supervision of somebody holding a G.T.T.C. Grade 2.\u003C\u002Fp>\n\n\u003Cp>Clerk II:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV Division III or C in 8-4-4 system of\neducation with 3 years experience in relevant department. Some professional\ntraining e.g. examination leading to stores, accounts, sales or purchasing\nclerk will be required.\u003C\u002Fp>\n\n\u003Cp>Duties:Will work as a clerk but in his line of specialty thus will be\u003C\u002Fp>\n\n\u003Cp>deployed in a section or department according to his line of training.\u003C\u002Fp>\n\n\u003Cp>Head Waiter:'\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili with a minimum education\nlevel of Form IV. Should have a certificate from an institution offering\ninstitutional management courses. Should have experience on job as waiter for 8\nyears.\u003C\u002Fp>\n\n\u003Cp>Duties:To serve in a large size catering institution and being in charge\u003C\u002Fp>\n\n\u003Cp>of all other waiters. To ensure that best service is given to the\nclients.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP VIII:\u003C\u002Fp>\n\n\u003Cp>Artisans (with G.T.T.0 Grade 2)\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of Secondary School Education. A\nprofessional Government Trade Test Grade 2 will be required plus practical\nexperience of not less than 5 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Work in related field performing appropriate functions under the\nsupervision of an Officer holding a G.T.T.C. Grade I.\u003C\u002Fp>\n\n\u003Cp>Instructor (with G.T.T.C. Grade 2)\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of Secondary Education preferably\nDivision III or Grade C of 8-4-4 system of Education. A professional Government\nTrade Test Certificate Grade 2 will be required. 5 years relevant experience is\nnecessary.\u003C\u002Fp>\n\n\u003Cp>Duties:To instruct students preparing for various trade tests. He will\u003C\u002Fp>\n\n\u003Cp>work under the college in charge.\u003C\u002Fp>\n\n\u003Cp>Clerk III:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV Division III or Grade C in the 8-4-4 system\nof Education with 5 years practical experience in relevant department. Some\nprofessional training e.g. examinations leading to stores, accounts, sales or\npurchasing clerk will be required at intermediate level.\u003C\u002Fp>\n\n\u003Cp>Duties:Will work as a clerk but in his line of specialty thus will be\u003C\u002Fp>\n\n\u003Cp>deployed in a section or department according to his line of training.\u003C\u002Fp>\n\n\u003Cp>Boiler Operator III:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Must be of Form IV level of Education and must have worked\nas Boiler Operator II. Must have undergone a comprehensive\u003C\u002Fp>\n\n\u003Cp>training at National Industrial Training Centre.\u003C\u002Fp>\n\n\u003Cp>Duties:Should operate the Boiler, be in charge and expected to service\u003C\u002Fp>\n\n\u003Cp>the Boiler and associated equipment.\u003C\u002Fp>\n\n\u003Cp>Typist II:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV of Education. Typing speed of 35 words per\nminute and a shorthand speed of 80 words per minute. This is a shorthand typist\nwho will require an additional training in\u003C\u002Fp>\n\n\u003Cp>shorthand.\u003C\u002Fp>\n\n\u003Cp>Duties:To take shorthand notes and type from those notes and to\u003C\u002Fp>\n\n\u003Cp>perform other office routine.\u003C\u002Fp>\n\n\u003Cp>Cook:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of Education and 3 years experience in\ncookery. A certificate from institution offering institutional management\ncourses will be required.\u003C\u002Fp>\n\n\u003Cp>Duties:To cook and be in charge of the Kitchen in an institution that\u003C\u002Fp>\n\n\u003Cp>caters to minimum of 100 people.\u003C\u002Fp>\n\n\u003Cp>Driver II:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili languages preferably of\nForm IV Secondary School level. Should have a minimum of 5 years driving\nexperience. Should hold a valid clean driving license of a class to enable him\ndrive a heavy commercial vehicle exceeding 8 tones tare weight.\u003C\u002Fp>\n\n\u003Cp>Driving License Class A & B.\u003C\u002Fp>\n\n\u003Cp>Duties: To drive the above mentioned vehicle as may be directed by his\nemployer from time to time. Also to ensure that the vehicle is clean and in\ngood working conditions at all times.\u003C\u002Fp>\n\n\u003Cp>Theatre Assistant III:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of education or grade C of the 8-4-4\nsystem of education. Must have eight years experience in the theatre and must\nhave worked as theatre assistant I or II before being promoted to this grade of\ntheatre assistant III.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Will work under the guidance of theatre nurse and must be able to\nprepare packs and sterilize instruments and carry out all the theatre functions\nby assisting in all cases \"calls\" and stand 'by' also be able to supervise\nother staff working in the Theatre.\u003C\u002Fp>\n\n\u003Cp>Assistant Head Cook:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of education preferable Division III\nor D+ of 8-4-4 system of education. Should have 5 years experience in cookery.\nA certificate from an institution offering institutional management courses\nwill be required, for at least 2 years.\u003C\u002Fp>\n\n\u003Cp>Duties:To write his own menu, and cook for 200 people or more. He will also\nbe in-charge of the kitchen.\u003C\u002Fp>\n\n\u003Cp>Assistant Senior Clerk:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV Division III of Grace C in the 8-4-4 system\nof Education with 8 years practical experience in relevant department. Some\nprofessional training e.g. examinations leading to stores, accounts, sales or\npurchasing clerk will be required at intermediate level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Will work as a clerk but in line of specialty thus will be deployed\nin a section or department according to his line of training. Above all he will\nbe senior and thus supervise the other clerks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver III\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili languages preferably of\nForm IV Secondary School level. Should have a minimum of 5 years driving\nexperience. Should have a valid clean driving license of a class to enable him\ndrive heavy commercial vehicles exceeding 8 tones tare weight. Driving License\nClass A & B with mechanic Test Grade I.\u003C\u002Fp>\n\n\u003Cp>Duties:To drive the above mentioned vehicle as may be directed by his\nemployer from time to time. Also to ensure that the vehicle is clean and in\ngood working condition at all times.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP IX:\u003C\u002Fp>\n\n\u003Cp>Artisans (with G.T.T.C. Grade I):\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level C of the 8-4-4 system of Test.\nCertificate Grade I years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Work in the related field performing appropriate functions and being\nin\u003C\u002Fp>\n\n\u003Cp>charge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP X:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Senior Clerk:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV Division III or Grade C in the 8-4-4 system\nof Education with not less than 8 years practical experience in relevant\ndepartment. Professional training at an advanced level will be required.\u003C\u002Fp>\n\n\u003Cp>Duties:Will work as a clerk (senior) but in his line of specialty thus will\nbe deployed to work in the section or department according to his line of\ntraining. Above all, he will be in charge of all clerks.\u003C\u002Fp>\n\n\u003Cp>Head Cook:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of education preferably Division III\nor Grade C of the 8-4-4 system of education. Should have 8 years experience in\ncookery. A certificate from an institution offering institutional management\ncourse will be necessary for at least 3 years.\u003C\u002Fp>\n\n\u003Cp>Duties:To write his own menu, to cook and be in charge of a kitchen catering\nfor minimum of 300 people.\u003C\u002Fp>\n\n\u003Cp>Theatre Assistant IV:\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of Education or Grade C of the 8-4-4\nsystem of education. Must have experience of not less than 10 years in the\ntheatre and must have worked as theatre assistant III before being promoted to\nthis Grade of theatre assistant IV.\u003C\u002Fp>\n\n\u003Cp>Duties :Will work under the guidance of theatre nurse and must be able to\nprepare packs and sterilize instruments. Also will be in charge of all other\nstaff in the theatre functions of a senior nature and to delegate duties and\nsupervise his subordinates.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX B\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  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">A\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">B\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>JOB\u003C\u002Ftd>\n      \u003Ctd>PREVIOUS WAGES\n\n        \u003Cp>31-12-2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NEW WAGES\n\n        \u003Cp>1-1-2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NEW WAGES\n\n        \u003Cp>1-1-2014\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>PREVIOUS WAGES\n\n        \u003Cp>31-12-2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NEW WAGES\n\n        \u003Cp>1-1-2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NEW WAGES\n\n        \u003Cp>1-1-2014\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>13,213\u003C\u002Ftd>\n      \u003Ctd>13,713\u003C\u002Ftd>\n      \u003Ctd>14,213\u003C\u002Ftd>\n      \u003Ctd>12,345\u003C\u002Ftd>\n      \u003Ctd>12,845\u003C\u002Ftd>\n      \u003Ctd>13,145\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>13,559\u003C\u002Ftd>\n      \u003Ctd>14,059\u003C\u002Ftd>\n      \u003Ctd>14,559\u003C\u002Ftd>\n      \u003Ctd>12,576\u003C\u002Ftd>\n      \u003Ctd>13,076\u003C\u002Ftd>\n      \u003Ctd>13,576\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>14,476\u003C\u002Ftd>\n      \u003Ctd>14,976\u003C\u002Ftd>\n      \u003Ctd>15,476\u003C\u002Ftd>\n      \u003Ctd>13,690\u003C\u002Ftd>\n      \u003Ctd>14,190\u003C\u002Ftd>\n      \u003Ctd>14,690\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>15,437\u003C\u002Ftd>\n      \u003Ctd>15,937\u003C\u002Ftd>\n      \u003Ctd>16,437\u003C\u002Ftd>\n      \u003Ctd>14,237\u003C\u002Ftd>\n      \u003Ctd>14,737\u003C\u002Ftd>\n      \u003Ctd>15,237\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>16,848\u003C\u002Ftd>\n      \u003Ctd>17,348\u003C\u002Ftd>\n      \u003Ctd>17,848\u003C\u002Ftd>\n      \u003Ctd>14,357\u003C\u002Ftd>\n      \u003Ctd>14,857\u003C\u002Ftd>\n      \u003Ctd>15,357\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>18,042\u003C\u002Ftd>\n      \u003Ctd>18,542\u003C\u002Ftd>\n      \u003Ctd>19,042\u003C\u002Ftd>\n      \u003Ctd>16,452\u003C\u002Ftd>\n      \u003Ctd>16,952\u003C\u002Ftd>\n      \u003Ctd>17,252\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>21,925\u003C\u002Ftd>\n      \u003Ctd>22,225\u003C\u002Ftd>\n      \u003Ctd>22,525\u003C\u002Ftd>\n      \u003Ctd>20,486\u003C\u002Ftd>\n      \u003Ctd>20,786\u003C\u002Ftd>\n      \u003Ctd>21,086\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>26,400\u003C\u002Ftd>\n      \u003Ctd>26,700\u003C\u002Ftd>\n      \u003Ctd>27,000\u003C\u002Ftd>\n      \u003Ctd>24,791\u003C\u002Ftd>\n      \u003Ctd>25,091\u003C\u002Ftd>\n      \u003Ctd>25,391\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>27,254\u003C\u002Ftd>\n      \u003Ctd>27,554\u003C\u002Ftd>\n      \u003Ctd>27,854\u003C\u002Ftd>\n      \u003Ctd>25,846\u003C\u002Ftd>\n      \u003Ctd>26,146\u003C\u002Ftd>\n      \u003Ctd>26,446\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>31,913\u003C\u002Ftd>\n      \u003Ctd>32,213\u003C\u002Ftd>\n      \u003Ctd>32,513\u003C\u002Ftd>\n      \u003Ctd>31,463\u003C\u002Ftd>\n      \u003Ctd>31,763\u003C\u002Ftd>\n      \u003Ctd>32,063\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\n\n            \n            \n            \n            \n            \n            \n            \n            ",{"hourspday_select":44,"paidmaternityleaveduration":48,"maternitydiscrimination":52,"overtimeallowanceperc1_general":56,"wageincreaseperc1":60,"dayspweek":64,"hourspweek_select":66,"childcare":68,"STRUCINCR_trigger":72,"hourspday":75,"funeralpay":77,"maternityotherclause":81,"maxsicknesspayperc":85,"OVERTIME_trigger":89,"holidaysdays":92,"holidaysweeks":96,"healthcareaccess":98,"SENIOR_trigger":102,"SUNDAY_trigger":106,"ANNLEAVE_trigger":110,"sundayallowancetype":114,"healthandsafetypolicy":116,"hourspweek":120,"sicknesspay":122,"JOBTYPE_descriptions":124,"PAIDLEAV_trigger":128,"dayspweek_select":130,"SCHEDULE_trigger":132,"paidpaternityleave":134,"schedulesrestpw":138,"sicknessmaxdaysnr":140,"overtimeallowancetype_general":142,"sundayallowanceperc1":144,"annleaveallowanceamount1":146,"contractseverancepay1":149,"bankholidays1":153,"longserviceallowanceamount1":157,"sicknessmaxdays":160,"paidmaternityleave":162,"contractseverancepay":164,"jobsecuritymothers":166,"paidpaternityleaveduration":170},{"bindId":45,"name":46,"text":47},"hourspday_select","(a) The normal working week for employee","(a) The normal working week for employees who normally work continuously\n\nthroughout the calendar year (i.e. employees whose work is the same\nthroughout the year) shall consist of not more than 45 hours spread over not\nmore than 6 days of the week.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(a) A woman employee shall be entitled t","(a) A woman employee shall be entitled to three (3) months maternity leave\nwith full pay:",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","A female employee proceeding on Maternit","A female employee proceeding on Maternity Leave shall be entitled to her\nnormal leave travelling allowance.",{"bindId":57,"name":58,"text":59},"overtimeallowanceperc1_general","Overtime shall be payable as follows: (a","Overtime shall be payable as follows:\n\n\n\n(a) For time worked in excess of the normal number of hours specified in\nclause 1of Part Two of this Agreement at double time the normal hourly rate.",{"bindId":61,"name":62,"text":63},"wageincreaseperc1","All employees in service as at 31.12.201","All employees in service as at 31.12.2012 will either be brought to the new\nbasic minimum wages or be given a wage increase of 7% for those in Grade\n1-1X.",{"bindId":65,"name":46,"text":47},"dayspweek",{"bindId":67,"name":46,"text":47},"hourspweek_select",{"bindId":69,"name":70,"text":71},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangements with the Employer(s) be granted such leave up to his earned\nentitlement under clause 3a) of part II of this Agreement. The leave so taken\nshall be subsequently set off against his or her annual leave.\n\n(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this clause be granted ten (10) days' compassionate leave without pay in any\none period of twelve months.\n\n(c) In addition to the leave provided for in paragraph (a) and (b) of this\nclause and upon application, an employee may be granted further leave on\ncompassionate grounds with or without pay, at the absolute discretion of his or\nher employers.",{"bindId":73,"name":62,"text":74},"STRUCINCR_trigger","All employees in service as at 31.12.2012 with salaries below the new\nminimum will be brought to the New minimum or be given a wage increase of 7% -\nfor those in Grades 1-IX on their individual basic salaries whichever is\ngreater.\n\n\n\n\n\n2nd Year w.e.f. 1.1.2014\n\n\n\nAll employees in service as at 31.12.2012 will either be brought to the new\nbasic minimum wages or be given a wage increase of 7% for those in Grade\n1-1X.",{"bindId":76,"name":46,"text":47},"hourspday",{"bindId":78,"name":79,"text":80},"funeralpay","a) When an employee dies or is killed in","a) When an employee dies or is killed in employment the employer will on\nhumanitarian grounds provide a coffin and contribute the sum of Kshs.20,000\u002F—\n(twenty thousand shillings only) towards the funeral expenses.\n\nb) Where employment is terminated by death of an employee the employer\nshall\n\nc) pay the gratuity in accordance with the provision of clause 16(b).",{"bindId":82,"name":83,"text":84},"maternityotherclause","(b) Notification of the expected confine","(b) Notification of the expected confinement shall be made by the employee\nto the employer as soon as practicable and in any event at least three months\nbefore the expected week of confinement, provided that the employee shall not\nbe penalized for any inaccuracy as to actual date of confinement.\n\nWhen applying for maternity leave the employee shall declare in writing her\nintention to continue in the service of the employer for a minimum period of\nthree months after the expiry of leave.",{"bindId":86,"name":87,"text":88},"maxsicknesspayperc","(b) An employee who falls sick after the","(b) An employee who falls sick after the probationary period or, who is\ninjured there than through his or her gross neglect or other than within the\nterms of the Workmen's Compensation Act, shall be entitled to sick leave with\nfull pay up to a maximum of 90 days and thereafter to sick leave with half pay\nto a maximum of 90 days in each period of twelve months' consecutive\nservice.",{"bindId":90,"name":58,"text":91},"OVERTIME_trigger","Overtime shall be payable as follows:\n\n\n\n(a) For time worked in excess of the normal number of hours specified in\nclause 1of Part Two of this Agreement at double time the normal hourly rate.\n\n(b) Any employee who works on part time basis will be entitled to 34, the\nrate applicable under all appropriate monetary dues herein.",{"bindId":93,"name":94,"text":95},"holidaysdays","(a) After the completion of each period ","(a) After the completion of each period of 12 months' continuous service\nwith an employer, an employee shall be entitled to annual leave for a period\ncovering twenty eight (28) working days with full pay; plus either extra\nday's\u002Fdays' pay or additional day's\u002Fdays leave for any gazetted Public\nHoliday(s) which may fall within the leave period.",{"bindId":97,"name":94,"text":95},"holidaysweeks",{"bindId":99,"name":100,"text":101},"healthcareaccess","(a) All employees covered by this Agreem","(a) All employees covered by this Agreement shall be provided with medical\ntreatment as provided for under Section 34 of the Employment Act, 2007 read\ntogether with the Medical Treatment Rules (Legal Notice No. 157 of 1977).",{"bindId":103,"name":104,"text":105},"SENIOR_trigger","Where an employee has served in continuo","Where an employee has served in continuous employment for a period exceeding\nfive years such an employee shall be entitled to the following sums of money\nover and above his current basic monthly wage.\n\n\n\n\n\nPERIOD OF SERVICE OLD RATENEW RATE\n\n5 but less than 10 years Kshs. 450Kshs. 500\n\n10 but less than 15 yearsKshs. 500Kshs. 550\n\n15 but less than 20 yearsKshs. 550Kshs. 600\n\n20 but less than 25 yearsKshs. 600Kshs. 650\n\n25 years and aboveKshs. 650Kshs. 700",{"bindId":107,"name":108,"text":109},"SUNDAY_trigger","(c) Where an employee works on his\u002Fher r","(c) Where an employee works on his\u002Fher rest day, he\u002Fshe shall be paid for\neach hour worked at double the basic hourly rate or shall be given off duty\nequivalent to the number of hour\u002Fday(s) worked i.e. one off day for an employee\nwho works on a holiday that falls on his rest day.",{"bindId":111,"name":112,"text":113},"ANNLEAVE_trigger","While proceeding on annual leave, employ","While proceeding on annual leave, employees shall be given leave travelling\nallowance as follows:\n\n1st Year...............Kshs.5,000\u002F=\n\n2nd Year..............Kshs.5,000\u002F=\n\nWhere there is -a voluntary established practice to provide leave travelling\nallowance more favourable than stipulated in paragraph (a) above those\npractices should continue.",{"bindId":115,"name":108,"text":109},"sundayallowancetype",{"bindId":117,"name":118,"text":119},"healthandsafetypolicy","(a) While recognizing that some jobs and","(a) While recognizing that some jobs and grades do not need uniforms where\nrequired by legislation or where the nature of the work to be performed\nrequires it, the Management shall provide the appropriate two uniforms or\nprotective clothing including footwear, which shall be worn and used during the\nworking hours each year.\n\n(b) To implement this clause the Management may receive suggestions from the\nworks, committee, if any, as provided for in the recognition agreement.\nHowever, final decision as job grade and type of uniform shall be that of\nManagement.\n\n(c) The employer will arrange for the maintenance of such uniforms according\nto the prevailing local circumstances provided that the employee shall be\nresponsible for any loss or willful damage to the uniform.",{"bindId":121,"name":46,"text":47},"hourspweek",{"bindId":123,"name":87,"text":88},"sicknesspay",{"bindId":125,"name":126,"text":127},"JOBTYPE_descriptions","DESCRIPTIONS OF JOB CATEGORIES OF EMPLOY","DESCRIPTIONS OF JOB CATEGORIES OF EMPLOYEES COVERED IN THIS AGREEMENT\n\nGROUP. 1\n\nGeneral Workers Including Ward Attendant:\n\nQualifications:Preferably literate in English and Kiswahili\n\nDuties:Will perform unskilled duties as directed or assigned by his\u002Fher\nsuperior.\n\nExperience:Not necessary.\n\nGROUP. 11\n\nKitchen and Pantry Assistant:\n\nQualifications: Literate in English and Kiswahili.\n\nDuties:To mind, wash and clean cutlery, crockery and kitchen pantry.\n\nAlso to set up food trolleys.\n\nWatchman (60 hours week)\n\nQualifications: Literate in English and Kiswahili.\n\nDuties:To guard all the property during the night or day as assigned by\n\nEmployer. To control entry and exit of visitors.\n\nDobie assistant:\n\nQualifications: Literate in English and Kiswahili.\n\nTo collect dirty linen and send them to the laundry.\n\nCollect clean linen from the laundry, sort them out and distribute them\naccordingly.\n\n\n\nGROUP III\n\nNursery School Teacher — Untrained Nursery School Teacher:\n\nQualifications: Literate in English and Kiswahili with Std. VII or VIII or\nForm\n\nII with two years experience.\n\n\n\nDuties:To teach and care for Pre-unit and Pre-Nursery children. Will\n\nwork under the supervision of the Headmistress in charge of the Nursery\nSchool and will perform other duties as may be\n\nassigned by the superior.\n\nX-ray Room Attendant:\n\nQualifications : Literate in English and Kiswahili and at least of form IV\nlevel.\n\nDuties:Preparation of x-ray room, collect and deliver x-ray reports to\n\nrespective departments as directed by the superior.\n\nGROUP IV\n\n(a)Nursery School Teachers:\n\nQualifications: untrained Nursery School Teachers with minimum\n\nqualifications of up to Form IV level with a minimum Grade D+ (8-4-4 system)\nor Division IV K.C.S.E. and should have at least l year experience.\n\nDuties:To teach and care for Pre-Unit and Pre-Nursery children. Will work\nunder the supervision of the Headmistress in charge of the Nursery School and\nwill also perform other duties as may be assigned by the superior.\n\n(b)Laboratory Assistant:\n\nQualifications: Literate in English and Kiswahili preferably Form IV.\n\nDuties:To perform general chores including cleaning in the laboratory under\nthe laboratory in charge.\n\nBoiler Operator I:\n\nQualifications: Literate in English and Kiswahili. Preferably of Form IV\n\nEducation level. Should have had still improvement training on job and will\nwork under the instruction of a Boiler Operator in charge.\n\n\n\nDuties:To carry out simple operations like cleaning the boiler, starting and\nputting off boilers checking and ensuring that water and steam levels are\nadequate.\n\nWaiter 1 (without a certificate):\n\nQualifications: Literate in English and Kiswahili and expected to have\ncompleted Form IV or its equivalent. No formal training is required but will\nhave undergone on job training.\n\nDuties:Collect food from the kitchen and serve the same to visitors or\ncustomers. Clean the dining hall tables and return the utensils to the kitchen\nand ensure the general cleanliness of the dining halls\u002Frooms.\n\n\n\nAssistant Cook (for Single Homes)\n\nQualifications: Literate in English and Kiswahili. No formal training may be\nrequired but some experience in cooking may be necessary (minimum Form 4\nstandard).\n\nDuties : To cook for few people living in a single home and may also be\nassigned duties by employer where appropriate. Will work under the supervision\nof head cook.\n\nTheatre Assistant. 1\n\nQualifications: Literate in English and Kiswahili. Minimum education level\nshould be Form TV and must have worked as a general worker in the Theatre\nbefore moving to this grade.\n\nDuties:Will work under the guidance of theatre nurse and must be able to\nprepare packs and sterilize instruments.\n\nPatient Attendant:\n\nQualifications: Literate in English and Kiswahili and minimum secondary\nschool education of Form IV.\n\nDuties:To work under a qualified nurse and to do as directed.\n\nGROUP V:\n\nNursery School Teachers:\n\nQualification: (i) Trained Nursery School Teachers — whose qualifications\nmust meet minimum qualifications of up to Std VII, C.P.E. level with a Grade C\nPass of Education and training, of 2 years (in remote areas). To teach and care\nfor pre primary children under the supervision and directions of a Senior\nTeacher.\n\n(ii) Trained Nursery School Teachers with minimum qualifications of up to\nForm II level with training of 2 years. To teach and care for pre-primary\nchildren under the supervision and , directions of a Senior Teacher.\n\nWatchman (60 hours week):\n\nQualifications: Literate in English and Kiswahili and good ability to\ncommunicate effectively.\n\nDuties:To guard all the property during day and night as assigned by\n\nthe employer. To control the entry and exit of visitors within the\npremises.\n\nWaiter II (with relevant Certificate) and\u002For with 2 years experience:\n\nQualifications: Literate in English and Kiswahili with a minimum education\nstandard of Form IV. He should have a certificate from an institution offering\n(institutional management courses).\n\nDuties: To serve in a medium sized institution catering for a big number of\npeople.\n\nGROUP VI:\n\nNursery School Teacher:\n\nQualifications: Trained Nursery School Teachers with minimum qualifications\nof up to Form IV level with a minimum Grade D+ (8.4.4. system) or Division III\n— K.C.S.E. and should have a professional certificate from \"Kindergarten\nHeadmistress Association\" (KHA) recognized institution. Should have experience\nof at least 2 years. To teach and care for Pre-Unit children. Will work under\nthe Supervision of the Headmistress in charge of the Nursery School and will\nalso perform other duties as may be assigned by the superior.\n\nArtisans (without Government Trade Test Certificate):\n\nQualifications: Literate in English and Kiswahili. May not have undergone\nformal training but must have gone on job training and conversant with the\ntrade.\n\nDuties: Should be able to carry out elementary tasks of either masonry,\n\nplumbing, carpentry or vehicle mechanics.\n\nDriver I:\n\nQualifications: Literate in English and Kiswahili. Should be holding a\nvalid, clean driving license of a class which will enable him to drive a\nvehicle not exceeding 2 tones. Driving licence Group E.\n\nDuties: To drive the above said vehicle as may be directed by his employer.\nAlso to make sure that the vehicle is clean and in good working condition at\nall times.\n\nCook (for Single Homes):\n\nQualifications: Literate in English and Kiswahili. No formal training may be\nrequired but some experience in cooking may be necessary.\n\nDuties:To cook for few people living in a single home and may also be\n\nassigned some duties by employer where appropriate.\n\nTelephone Operator:\n\nQualifications: Minimum Form IV school certificate. Good command of English\nand Kiswahili languages both in written and spoken. Should have good ability to\ncommunicate effectively.\n\nDuties:To operate the telephone switchboard thus controlling incoming\n\ntelephones and outgoing telephones may also be required to take telephone\nmessages.\n\nReceptionist:\n\nQualifications: Minimum Form IV school certificate. Good command of English\nand Kiswahili languages both written and spoken. Should have good ability to\ncommunicate effectively in both languages.\n\nDuties:To man the Reception desk thus, control incoming visitors and\n\nassist them by directing them to various places (sections they would like to\ngo). To record down the names of visitors that come in, (for security\nreasons).\n\nTheatre Assistant II:\n\nQualifications: Minimum education level should be Form IV. Must have at\nleast five years of experience in the theatre and have worked as Theatre\nAssistant I, before being promoted to this grade of Theatre Assistant II.\n\nDuties:Will work under the guidance of theatre nurse and must be able\n\nto scrub and assist in all cases plus on 'calls', prepare packs and\nsterilize instruments. Also be able to supervise other staff working in the\nTheatre.\n\nBoiler Operator II:\n\nQualifications: Minimum Form IV level of education. Should have had skill\nimprovement training on job and will work under the instruction of a boiler\noperator in charge. A continuous five years of experience will be necessary\nbefore one is promoted to this grade. Must have worked as a Boiler Operator I\nand have comprehensive training at National Industrial Training Centre.\n\nHe is expected to service the Boiler and any associate\n\nequipment.\n\nTypist I:\n\nQualifications: Minimum Form IV level of education. Typist speed of at least\n35 words per minute. This is a copy typist who may not require other forms of\ntraining.\n\nDuties: To type from given copies, to file and retrieve those records when\nneeded. May also attend to Franking Machines and organize for postage.\n\nGROUP VII:\n\nArtisans (with G.T.T.C. Grade 3)\n\nQualifications: Minimum Form IV level of Secondary Education preferably\nDivision LII or 8-4-4 D+. A professional Government Trade Test Certificate\nGrade 3 or\n\nElementary Grafts man Certificate.\n\nDuties: Work in the related field performing appropriate functions. Will\nwork under the supervision of somebody holding a G.T.T.C. Grade 2.\n\nClerk II:\n\nQualifications: Minimum Form IV Division III or C in 8-4-4 system of\neducation with 3 years experience in relevant department. Some professional\ntraining e.g. examination leading to stores, accounts, sales or purchasing\nclerk will be required.\n\nDuties:Will work as a clerk but in his line of specialty thus will be\n\ndeployed in a section or department according to his line of training.\n\nHead Waiter:'\n\nQualifications: Literate in English and Kiswahili with a minimum education\nlevel of Form IV. Should have a certificate from an institution offering\ninstitutional management courses. Should have experience on job as waiter for 8\nyears.\n\nDuties:To serve in a large size catering institution and being in charge\n\nof all other waiters. To ensure that best service is given to the\nclients.\n\n\n\nGROUP VIII:\n\nArtisans (with G.T.T.0 Grade 2)\n\nQualifications: Minimum Form IV level of Secondary School Education. A\nprofessional Government Trade Test Grade 2 will be required plus practical\nexperience of not less than 5 years.\n\n\n\nDuties:Work in related field performing appropriate functions under the\nsupervision of an Officer holding a G.T.T.C. Grade I.\n\nInstructor (with G.T.T.C. Grade 2)\n\nQualifications: Minimum Form IV level of Secondary Education preferably\nDivision III or Grade C of 8-4-4 system of Education. A professional Government\nTrade Test Certificate Grade 2 will be required. 5 years relevant experience is\nnecessary.\n\nDuties:To instruct students preparing for various trade tests. He will\n\nwork under the college in charge.\n\nClerk III:\n\nQualifications: Minimum Form IV Division III or Grade C in the 8-4-4 system\nof Education with 5 years practical experience in relevant department. Some\nprofessional training e.g. examinations leading to stores, accounts, sales or\npurchasing clerk will be required at intermediate level.\n\nDuties:Will work as a clerk but in his line of specialty thus will be\n\ndeployed in a section or department according to his line of training.\n\nBoiler Operator III:\n\nQualifications: Must be of Form IV level of Education and must have worked\nas Boiler Operator II. Must have undergone a comprehensive\n\ntraining at National Industrial Training Centre.\n\nDuties:Should operate the Boiler, be in charge and expected to service\n\nthe Boiler and associated equipment.\n\nTypist II:\n\nQualifications: Minimum Form IV of Education. Typing speed of 35 words per\nminute and a shorthand speed of 80 words per minute. This is a shorthand typist\nwho will require an additional training in\n\nshorthand.\n\nDuties:To take shorthand notes and type from those notes and to\n\nperform other office routine.\n\nCook:\n\nQualifications: Minimum Form IV level of Education and 3 years experience in\ncookery. A certificate from institution offering institutional management\ncourses will be required.\n\nDuties:To cook and be in charge of the Kitchen in an institution that\n\ncaters to minimum of 100 people.\n\nDriver II:\n\nQualifications: Literate in English and Kiswahili languages preferably of\nForm IV Secondary School level. Should have a minimum of 5 years driving\nexperience. Should hold a valid clean driving license of a class to enable him\ndrive a heavy commercial vehicle exceeding 8 tones tare weight.\n\nDriving License Class A & B.\n\nDuties: To drive the above mentioned vehicle as may be directed by his\nemployer from time to time. Also to ensure that the vehicle is clean and in\ngood working conditions at all times.\n\nTheatre Assistant III:\n\nQualifications: Minimum Form IV level of education or grade C of the 8-4-4\nsystem of education. Must have eight years experience in the theatre and must\nhave worked as theatre assistant I or II before being promoted to this grade of\ntheatre assistant III.\n\n\n\nDuties:Will work under the guidance of theatre nurse and must be able to\nprepare packs and sterilize instruments and carry out all the theatre functions\nby assisting in all cases \"calls\" and stand 'by' also be able to supervise\nother staff working in the Theatre.\n\nAssistant Head Cook:\n\nQualifications: Minimum Form IV level of education preferable Division III\nor D+ of 8-4-4 system of education. Should have 5 years experience in cookery.\nA certificate from an institution offering institutional management courses\nwill be required, for at least 2 years.\n\nDuties:To write his own menu, and cook for 200 people or more. He will also\nbe in-charge of the kitchen.\n\nAssistant Senior Clerk:\n\n\n\nQualifications: Minimum Form IV Division III of Grace C in the 8-4-4 system\nof Education with 8 years practical experience in relevant department. Some\nprofessional training e.g. examinations leading to stores, accounts, sales or\npurchasing clerk will be required at intermediate level.\n\n\n\nDuties:Will work as a clerk but in line of specialty thus will be deployed\nin a section or department according to his line of training. Above all he will\nbe senior and thus supervise the other clerks.\n\n\n\nDriver III\n\nQualifications: Literate in English and Kiswahili languages preferably of\nForm IV Secondary School level. Should have a minimum of 5 years driving\nexperience. Should have a valid clean driving license of a class to enable him\ndrive heavy commercial vehicles exceeding 8 tones tare weight. Driving License\nClass A & B with mechanic Test Grade I.\n\nDuties:To drive the above mentioned vehicle as may be directed by his\nemployer from time to time. Also to ensure that the vehicle is clean and in\ngood working condition at all times.\n\n\n\nGROUP IX:\n\nArtisans (with G.T.T.C. Grade I):\n\nQualifications: Minimum Form IV level C of the 8-4-4 system of Test.\nCertificate Grade I years.\n\n\n\nDuties:Work in the related field performing appropriate functions and being\nin\n\ncharge.\n\n\n\nGROUP X:\n\n\n\nSenior Clerk:\n\nQualifications: Minimum Form IV Division III or Grade C in the 8-4-4 system\nof Education with not less than 8 years practical experience in relevant\ndepartment. Professional training at an advanced level will be required.\n\nDuties:Will work as a clerk (senior) but in his line of specialty thus will\nbe deployed to work in the section or department according to his line of\ntraining. Above all, he will be in charge of all clerks.\n\nHead Cook:\n\nQualifications: Minimum Form IV level of education preferably Division III\nor Grade C of the 8-4-4 system of education. Should have 8 years experience in\ncookery. A certificate from an institution offering institutional management\ncourse will be necessary for at least 3 years.\n\nDuties:To write his own menu, to cook and be in charge of a kitchen catering\nfor minimum of 300 people.\n\nTheatre Assistant IV:\n\nQualifications: Minimum Form IV level of Education or Grade C of the 8-4-4\nsystem of education. Must have experience of not less than 10 years in the\ntheatre and must have worked as theatre assistant III before being promoted to\nthis Grade of theatre assistant IV.\n\nDuties :Will work under the guidance of theatre nurse and must be able to\nprepare packs and sterilize instruments. Also will be in charge of all other\nstaff in the theatre functions of a senior nature and to delegate duties and\nsupervise his subordinates.",{"bindId":129,"name":94,"text":95},"PAIDLEAV_trigger",{"bindId":131,"name":46,"text":47},"dayspweek_select",{"bindId":133,"name":46,"text":47},"SCHEDULE_trigger",{"bindId":135,"name":136,"text":137},"paidpaternityleave","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":139,"name":46,"text":47},"schedulesrestpw",{"bindId":141,"name":87,"text":88},"sicknessmaxdaysnr",{"bindId":143,"name":58,"text":59},"overtimeallowancetype_general",{"bindId":145,"name":108,"text":109},"sundayallowanceperc1",{"bindId":147,"name":112,"text":148},"annleaveallowanceamount1","While proceeding on annual leave, employees shall be given leave travelling\nallowance as follows:\n\n1st Year...............Kshs.5,000\u002F=\n\n2nd Year..............Kshs.5,000\u002F=",{"bindId":150,"name":151,"text":152},"contractseverancepay1","(f) An employee declared redundant shall","(f) An employee declared redundant shall be entitled to severance pay at the\nrate of 30 days pay for each completed year of service calculated on the\nmonthly basic minimum wages earned at the time of the redundancy.",{"bindId":154,"name":155,"text":156},"bankholidays1","(a) Employees whenever possible shall be","(a) Employees whenever possible shall be granted leave with pay on gazetted\npublic holiday(s) by mutual arrangement with the employer.",{"bindId":158,"name":104,"text":159},"longserviceallowanceamount1","Where an employee has served in continuous employment for a period exceeding\nfive years such an employee shall be entitled to the following sums of money\nover and above his current basic monthly wage.\n\n\n\n\n\nPERIOD OF SERVICE OLD RATENEW RATE\n\n5 but less than 10 years Kshs. 450Kshs. 500",{"bindId":161,"name":87,"text":88},"sicknessmaxdays",{"bindId":163,"name":50,"text":51},"paidmaternityleave",{"bindId":165,"name":151,"text":152},"contractseverancepay",{"bindId":167,"name":168,"text":169},"jobsecuritymothers","A female employee who takes maternity le","A female employee who takes maternity leave shall not incur any loss or\nprivileges during such period.",{"bindId":171,"name":136,"text":137},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Registered Trustees of the Consolata Sisters and Consolata Fathers - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\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: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        The Registered Trustees of the Consolata Sisters and Consolata Fathers \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Union of Domestic Hotels, Educational Institutes, Hospitals and Allied Workers\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): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 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: → No\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: → 10 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            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \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: → 7.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2012-12\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 5000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → KES 500.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[177],{"title":37,"slug":33},[179],{"type":180,"data":181},"call_to_action_body_block",{"title":182,"description":183,"variant":184,"link":185},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":182,"url":186,"description":182,"rel":187,"type":188},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[190],{"type":180,"data":191},{"title":182,"description":183,"variant":184,"link":192},{"title":182,"url":186,"description":182,"rel":187,"type":188},[]]