[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-the-specified-churches-and-or-institutions-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":181,"content_type_view":182,"extra_breadcrumbs":183,"body":185,"body_blocks":196,"related_pages":200},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":179,"translations":180},{"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-specified-churches-and-or-institutions-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-","e47e6552-c076-11e3-ac4c-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-the-specified-churches-and-or-institutions-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002Fmemorandum-of-agreement-between-the-specified-churches-and-or-institutions-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002F","Memorandum of Agreement between the Specified Churches and\u002For Institutions and Kenya Union of Domestic, Hotels, Educational Institutions, Hospitals and Allied Workers - 2013","KEN Specified Churches and\u002For Institutions - 2012","Kenya - KEN Specified Churches and\u002For Institutions - 2012","KEN Specified Churches and\u002For Institutions - 2012 - Entertainment, culture, sports",{"name":41,"data":42},"CHURCHES CBA - 2013.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\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 SPECIFIED CHURCHES AND\u002FOR INSTITUTIONS\nAND KENYA UNION OF DOMESTIC, HOTELS, EDUCATIONAL INSTITUTIONS, HOSPITALS AND\nALLIED WORKERS IN THE MATTER OF WAGES AND OTHER CONDITIONS OF SERVICE\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The specified Churches and\u002For Institutions as per Appendix One to this\nAgreement and the Kenya Union of Domestic, Hotels, Educational Institutions,\nHospitals and Allied Workers meeting together in free heart and voluntary\nassociation agree and enter into this Agreement negotiated between them at the\nJoint Negotiating Committee, provided any change in Appendix One shall be\ncirculated to members of the Churches' group and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPLICATION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>This Agreement shall apply to unionisable employees employed by the\nspecified Churches and\u002For Institutions as per Appendix One to this Agreement.\nFor the purposes of this Agreement, institutions shall mean School(s),\nBookshop(s), Printing Press(es), Training and Agricultural Institution(s)\nspecified in Appendix One to this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART ONE: BASIC MONTHLY WAGES\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>1. \u003C\u002Fh3>\n\n\u003Cp>(a) The basic Minimum Wages for employees other than those working in the\nPress Section and Agricultural Section referred to under Part I Clauses 3 and 4\nshall be as 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 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 the\nrates that are above the negotiated scales for that grade, the institution\nshall be free to do so. However, this does not mean that the institution shall\nnegotiate 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>Employees who are not housed by the employer shall receive monthly housing\nallowance as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART I (i) (d)HOUSE ALLOWANCE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AREA A\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AREA B\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AREA C\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade\u003C\u002Ftd>\n      \u003Ctd>Old rate\u003C\u002Ftd>\n      \u003Ctd>New rate\u003C\u002Ftd>\n      \u003Ctd>Old rate\u003C\u002Ftd>\n      \u003Ctd>New rate\u003C\u002Ftd>\n      \u003Ctd>Old rate\u003C\u002Ftd>\n      \u003Ctd>New rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I - IV\n\n        \u003Cp>V - X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2100\u002F=\n\n        \u003Cp>2300\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2600\u002F=\n\n        \u003Cp>2800\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1800\u002F=\n\n        \u003Cp>2100\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2300\u002F=\n\n        \u003Cp>2600\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1600\u002F=\n\n        \u003Cp>1800\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2100\u002F=\n\n        \u003Cp>2300\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) AREAS (COLUMNS): (AS SHOWN IN APPENDICES A, B & C).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Area A covers special Churches and Institutions in Nairobi Area,\nMombasa, and Kisumu or as may be specified in Appendix one of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>(ii) Area B covers specified Churches and Institutions in other\nMunicipalities and Mavoko and Ruiru Town Councils or as may be specified in\nAppendix one of this Agreement.\u003C\u002Fp>\n\n\u003Cp>(iii) Area C covers specified Churches and Institutions in all other areas\nor as may be specified in Appendix one of this agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st Year w.e.f. 1\u002F1\u002F2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>All the employees in service as at 31st December, 2011 will be given a wage\nincrease of 7% on their individual basic salaries with effect from 1st January,\n2012.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2nd Year w.e.f. 1\u002F1\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All the employees in service as at 31st December, 2012 will be given a wage\nincrease of 7.5% on their individual basic salaries with effect from 1st\nJanuary, 2013.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. PRESS SECTION\u003C\u002Fh3>\n\n\u003Cp>The basic minimum wage rate for the Press Section Employees shall be as per\nAppendix B.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. AGRICULTURAL SECTION\u003C\u002Fh3>\n\n\u003Cp>The basic minimum wage rates for Employees in Agricultural Section shall be\nas per Appendix C. (1)\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. DEFINITIONS - (AGRICULTURAL SECTION) \u003C\u002Fh3>\n\n\u003Cp>- Appendix C (2)\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 id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>(a) The normal working week for employees who normally work continuously\nthroughout the calendar year (i.e. employees whose work is the same throughout\nthe year) shall consist of not more than 45 hours spread over not more than 6\ndays of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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>\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 by Management of\neach hospital and their employee(s).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The normal working week of a night watchman shall consist of not more\nthan sixty (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\u003Cp>Overtime shall be payable as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) For time worked in excess of the normal number of hours specified in\nClause I of Part Two of this Agreement at one and half times the normal hourly\nrate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) Where an employee worked on his\u002Fher rest day, he\u002Fshe shall be paid for\neach hour worked at double basic hourly rate or shall be given off duty\nequivalent to the number of hours worked, subject to mutual agreement between\nthe employee and the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) 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 shall be given another day off duty in lieu of his\u002Fher rest\nday.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\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 six working days with full pay; plus either extra day's\u002Fdays'\npay or additional day's\u002Fdays' leave for any Gazetted Public Holiday(s) which\nmay fall within the leave period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where employment is terminated after the completion of two or more\nconsecutive months' service during any twelve months' leave earning period the\nemployee 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 id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) While proceeding on annual leave, employees shall be given leave\ntravelling allowance as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) All employees in all Groups in Area \"A\"\u003C\u002Fp>\n\n\u003Cp>Kshs.3,300\u002F= per annum\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) All employees in all Groups in Area \"B\"\u003C\u002Fp>\n\n\u003Cp>Kshs.3,100\u002F= per annum\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) All employees in all Groups in Area \"C\"\u003C\u002Fp>\n\n\u003Cp>Kshs.2,400\u002F= per annum\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where there is a voluntarily established practice to provide leave\ntravelling allowance more favourable than stipulated in paragraph (a) above\nthose practices should continue.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" 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 3 (a) of Part Two of this Agreement. The leave so\ntaken shall be subsequently set off against his or her annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this Clause be granted five (5) days' compassionate leave without pay in any\none period of twelve months. The number of days so granted shall be agreed on\nbetween the employer and the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\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 employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>(a) Employees whenever possible shall be granted leave with pay on gazetted\npublic holiday(s) by mutual arrangements with the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Employees required to work on gazetted public holiday(s) shall be given\nalternative days off or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be entitled to any gazetted public holiday(s) unless\nhe\u002Fshe works on the day preceding and following such holiday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Paragraph (c) above shall not apply to any employee(s) should such\nday(s) be his\u002Fher\u002Ftheir regular day(s) off or should sickness prevent\nhim\u002Fher\u002Fthem from having worked on such days subject to the provisions of sick\nleave Clause or any authorised leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>(a) Absence through sickness after two consecutive months of or who is\ninjured other than through his or her gross neglect or other than within the\nterms of work injury compensation Act shall be entitled to sick leave with full\npay up to a maximum of 60 days and thereafter to a further period with half pay\nup to a maximum of 60 days in each period of twelve month consecutive\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee who falls sick after the probationary period or, who is\ninjured other 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 60 days and thereafter, to sick leave with half pay\nto a maximum of 60 days in each period of twelve months' consecutive\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\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>\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 id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) A woman employee shall be entitled to 90 days maternity leave with full\npay:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) A woman who has taken 90 days maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cp>(ii) 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>(iii) A female employee who takes maternity leave shall not incur any loss\nof privileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(iv) Absence on account of illness due to or attributed to pregnancy which\noccurs outside the period of leave shall be counted as sick leave subject to\nsick leave Clause of the Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\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 penalised for any inaccuracy as to actual date of confinement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) When applying for maternity leave the employee shall declare in writing\nher intention to continue in the service of the employer for a minimum period\nof three months after the expiry of leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(d) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\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 id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>(a) All employees covered by this Agreement shall be provided with medical\ntreatment in the manner prescribed in the Employment Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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>\u003C\u002Fp>\n\n\u003Cp>(c) Such medical treatment shall be provided at the expense of the employer,\nunless:\u003C\u002Fp>\n\n\u003Cp>\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\nCommissioner to have been contracted prior to 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. LETTER OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>(a) The letter of appointment shall be issued to all unionisable employees\nat the 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 current employment shall be stated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In case the post does not fall within the categories of jobs specified\nin this Agreement or in the Recognition and Negotiating and Grievance procedure\nas being members of Management, Confidential and Supervisory Staff and\nProfessional Staff as defined in the Recognition Agreement (i.e. Nurses,\nClergy, teaching staff, etc), the letter of appointment should make clear the\nposition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The letter of appointment to be issued to employees is attached to this\nAgreement and marked \"Appendix D\". The content of the letter of Appointment may\nbe varied by the Churches and\u002For institutions to incorporate their values and\nany other term so long as such amendment or inclusion shall not contradict\nprovisions of this Agreement.\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 minimum wages for the occupation of job group in which he\nacts and the basic monthly minimum wages for his occupation or job group. Such\nallowance to be paid with effect from the date of acting, provided that acting\nperiod shall not exceed four months.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(a) 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>\u003C\u002Fp>\n\n\u003Cp>(i) Name and the postal address of the employer.\u003C\u002Fp>\n\n\u003Cp>(ii) Name of the employee.\u003C\u002Fp>\n\n\u003Cp>(iii) The date when employment commenced.\u003C\u002Fp>\n\n\u003Cp>(iv) The nature and usual place of employment.\u003C\u002Fp>\n\n\u003Cp>(v) The date when employment ceased.\u003C\u002Fp>\n\n\u003Cp>(vi) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Subject to sub clause (a) of this 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>\u003C\u002Fp>\n\n\u003Cp>(c) Any employer who wilfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub clause (a) of this Clause, or who\nin a certificate of service includes a statement which he knows to be false,\nshall be guilty of an offence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. CASUAL EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>(i) An employee shall not be on casual employment for a period of more than\nthree months continuous employment. Thereafter, the employment becomes\npermanent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Casual employee shall be paid the appropriate rate of the job on which\nhe\u002Fshe is employed and his\u002Fher daily rate shall be worked out by dividing the\nappropriate rate by 26.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>The employees in Job Groups I IV shall be on probation for a period of two\n(2) months and those in Job Groups V X shall be on probation for a period of\nthree (3) months. Provided that the probationary period may be extended for a\nperiod not exceeding one (1) month for employees in Job Groups I IV and two (2)\nmonths for employees in Job Groups V X where an employee has not performed\nsatisfactorily during the specified probationary period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. 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>\u003C\u002Fp>\n\n\u003Cp>(i) For any employee with less than 5 years' continuous service: Two months'\nnotice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) For any employee who has completed 5 years' continuous service but less\nthan 10 years' continuous service or more: Three months' notice or pay in\nlieu.\u003C\u002Fp>\n\n\u003Cp>\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>\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>\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 gratuity payment at the rate\nof 17days for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(c) Reasons for the termination shall be given by the employer in writing to\nthe employees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cp>(a) An employee may retire or be retired on attaining the age of 50 years or\non medical grounds. Compulsory retirement will be on attainment of the age of\n55 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On retirement, an employee shall be entitled to be paid retirement\nbenefits at the rate of 28 days for each completed year of service OR where an\nemployee is a member of a Pension\u002FProvident Fund Scheme, Retirement benefits\nshall be paid in accordance with the rules of that Scheme:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that, for any period of employment an employee was not a member of\nthe Pension\u002FProvident Fund Scheme, gratuity payment would only be applicable to\nthat specific period of employment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory and or, who commits an\noffence which in the opinion of the employer does not warrant dismissal shall\nbe warned in writing. This action must be taken subject to the Employment Act\nand the negotiating procedure agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following procedure will be followed:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first, second and third warnings shall be recorded on the worker's\nemployment card\u002Ffile and copied to the shop steward. Where there is no shop\nsteward in the establishment, such warning letter will be copied to the Branch\nSecretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) 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>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee completes 270 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Receipt of all warning letters shall be acknowledged by the employees\nconcerned by signing for them. Refusal by an employee to acknowledge receipt of\na warning letter by not signing for it shall constitute an offence or a\nmisconduct.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) The Union shall be notified of the reasons for and the extent of the\nintended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall have due regard to seniority in time and to the\nskill, ability and reliability of each employee of the particular class of\nemployees affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be placed at a disadvantage for being or not being a\nmember of the Union.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(e) An employee declared redundant shall be entitled to notice or pay in\nlieu of notice as per Clause 16 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(f) An employee declared redundant shall be entitled to severance pay at the\nrate of 20 days' pay for each completed year of service calculated on the\nmonthly basic minimum wages earned at the time of redundancy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. LONG SERVICE INCREMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\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\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Period of Service\u003C\u002Ftd>\n      \u003Ctd>Ksh.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 but less than 10 years\u003C\u002Ftd>\n      \u003Ctd>210.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 but less than 15 years\u003C\u002Ftd>\n      \u003Ctd>235.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15 but less than 20 years\u003C\u002Ftd>\n      \u003Ctd>256.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20 but less than 25 years\u003C\u002Ftd>\n      \u003Ctd>265.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25 years and above\u003C\u002Ftd>\n      \u003Ctd>300.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. UNIFORMS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) While recognising that some jobs and grades do not need uniforms except\nwhere required by legislation or where the nature of the work to be performed\nrequires it, the management shall provide at all times the appropriate good,\nnot torn or tattered two uniforms or protective clothing, including footwear,\nwhich shall be worn and used during the working hours.\u003C\u002Fp>\n\n\u003Cp>\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. However,\nfinal decision as to job grade and type of uniform shall be that of\nManagement.\u003C\u002Fp>\n\n\u003Cp>\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 wilful damage to the Uniform.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. CHECK OFF SYSTEM\u003C\u002Fh3>\n\n\u003Cp>(1) The Minster 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\nfrom the wages of his employees who are members of that trade union;\u003C\u002Fp>\n\n\u003Cp>\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 in a specified bank.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(d) to notify trade union and the Federation of all payments so made within\nthe time and the manner specified in the order; and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) to make returns to the Registrar of all payments so made within the time\nand in the manner specified in the order.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(3) An order made under this section shall, unless otherwise provided\ntherein, take effect on the date on which it is made.\u003C\u002Fp>\n\n\u003Cp>\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>\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>\u003C\u002Fp>\n\n\u003Cp>(6) The General Secretary of a trade union in respect of which the Minister\nhas made an order under 1 above may at any time serve on an employer who\nemploys not less than ten members of that trade union a notice or notices in\nthe form in the Second Schedule, requiring the employer to comply with the\nMinister's order in respect of the employees who are named in any such notice\nand who have acknowledged by their signatures therein that they are members of\nthat trade union.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(8) Every employer on whom a notice is served under 6 above shall comply\nwith the Minister's Order referred to therein, subject as follows:\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(b) where an employee notifies 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 wages earned by that employee in any month following the\nmonth in which such notice was given, unless or until such notification is\nwithdrawn.\u003C\u002Fp>\n\n\u003Cp>\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>\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>\u003C\u002Fp>\n\n\u003Cp>(e) no deduction 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 revoked or suspended and that revocation or suspension has been published\nin the Gazette or communicated by the Minister directly to the employer any\ndeduction or payment in respect of wages earned in that month shall be made in\naccordance with the order as so varied.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>(9) 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 notice was service of the names of any persons named in that\nnotice who have ceased to be employed by him or who have notified him in\nwriting that they have ceased to be members of that union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. DAY AND NIGHT TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide transport to employees required to work at night\nand shall ensure security and safety of such employees, provided that any\npractical problem, including non availability of transport, shall be resolved\nat the local level.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. DEATH OF AN EMPLOYEE IN SERVICE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>When an employee dies or is killed in employment, the employer shall\ncontribute the sum of KShs.11,000\u002F= towards the funeral expenses of the\ndeceased employee. Where relevant and superior local arrangement exists, such a\npractice shall continue.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. EDUCATIONAL PAID 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>26. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective as from 1st January, 2012 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 of\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>SIGNED:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE SPECIFIED CHURCHES AND\u002FOR INSTITUTIONS AS PER\nAPPENDIX ONE TO THE AGREEMENT:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................................................................................\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARYSECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>N.C.C.K.KENYA CATHOLIC SECRETARIAT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..................................................\u003C\u002Fp>\n\n\u003Cp>PROVINCIAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>ANGLICAN CHURCH OF KENYA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.................................................\n..............................................\u003C\u002Fp>\n\n\u003Cp>AIC INSTITUTIONS AG. NATIONAL GENERAL\u003C\u002Fp>\n\n\u003Cp>JAMES KAGAI SECRETARY YMCA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.............................................................................................\u003C\u002Fp>\n\n\u003Cp>THE ARCHBISHOP CATHOLIC DIOCESE THE BISHOP CATHOLIC DIOCESE\u003C\u002Fp>\n\n\u003Cp>OF NAIROBIOF ELDORET\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>............................................................................................\u003C\u002Fp>\n\n\u003Cp>THE BISHOPDIRECTOR - CHAK\u003C\u002Fp>\n\n\u003Cp>CATHOLIC DIOCESE OF KISII\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>............................................................................................\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY YWCACEO TENWEK HOSPITAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF KUDHEIHA WORKERS:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>............................................................................................\u003C\u002Fp>\n\n\u003Cp>ALBERT NJERULUCY NDUNG’U\u003C\u002Fp>\n\n\u003Cp>SECRETARY GENERALINDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.............................................................................................\u003C\u002Fp>\n\n\u003Cp>JOHN M. OMBIMAMR. J.T. MWANGI\u003C\u002Fp>\n\n\u003Cp>ASST. SECRETARY GENERALSENIOR INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..............................................\u003C\u002Fp>\n\n\u003Cp>GEORGE 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>\u003C\u002Fp>\n\n\u003Cp>Signed at Nairobi on this .......................... day of\n................................. 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>APPENDIX A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JOB GROUP CLASSIFICATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FROM 1\u002F1\u002F2010 to 31\u002F12\u002F2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>General workers including ward attendant\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Group II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Aya and Assistant House Mother\u003C\u002Fp>\n\n\u003Cp>- Kitchen\u002FPantry Assistant\u003C\u002Fp>\n\n\u003Cp>- Watchman (48 hours week)\u003C\u002Fp>\n\n\u003Cp>- Dhobie Assistant\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Group III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- X Ray Room Attendant\u003C\u002Fp>\n\n\u003Cp>- Swimming Pool Attendant\u003C\u002Fp>\n\n\u003Cp>- Unqualified Theatre Attendant\u003C\u002Fp>\n\n\u003Cp>- Assistant Radio Grapher\u003C\u002Fp>\n\n\u003Cp>- X-Ray Room Attendant\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Group IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Head Gardener\u003C\u002Fp>\n\n\u003Cp>- Office Messenger\u003C\u002Fp>\n\n\u003Cp>- Laboratory Assistant\u003C\u002Fp>\n\n\u003Cp>- House Mother\u003C\u002Fp>\n\n\u003Cp>- Boiler Operator I\u003C\u002Fp>\n\n\u003Cp>- Waiter I (without a certificate)\u003C\u002Fp>\n\n\u003Cp>- Bookshop\u002FLibrary Attendant\u003C\u002Fp>\n\n\u003Cp>- Theatre Assistant I\u003C\u002Fp>\n\n\u003Cp>- Patient Attendant\u003C\u002Fp>\n\n\u003Cp>- Laboratory Assistant\u003C\u002Fp>\n\n\u003Cp>- Pharmacy Attendant\u003C\u002Fp>\n\n\u003Cp>- Ambulance Attendant\u003C\u002Fp>\n\n\u003Cp>- Mortuary Attendant\u003C\u002Fp>\n\n\u003Cp>- Plaster Attendant\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group V\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Bookshop Sales Assistant\u003C\u002Fp>\n\n\u003Cp>- Laundry Operator\u003C\u002Fp>\n\n\u003Cp>- Watchman (60 hours week)\u003C\u002Fp>\n\n\u003Cp>- Waiter II (with a relevant certificate plus 2 years experience)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group VI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Artisans (Without Government Trade Test Certificate)\u003C\u002Fp>\n\n\u003Cp>- Security Man\u003C\u002Fp>\n\n\u003Cp>- Homecrafts Inspector\u003C\u002Fp>\n\n\u003Cp>- Driver I (Vehicle not exceeding 2 tonnes tare weight)\u003C\u002Fp>\n\n\u003Cp>- Caretaker\u003C\u002Fp>\n\n\u003Cp>- Assistant Head Waiter\u003C\u002Fp>\n\n\u003Cp>- Assistant Head Laundry Operator\u003C\u002Fp>\n\n\u003Cp>- Cook for Single Homes and also may help in other areas\u003C\u002Fp>\n\n\u003Cp>- Clerk I\u003C\u002Fp>\n\n\u003Cp>- Telephone Operator\u003C\u002Fp>\n\n\u003Cp>- Receptionist\u003C\u002Fp>\n\n\u003Cp>- Theatre Assistant II\u003C\u002Fp>\n\n\u003Cp>- Boiler Operator II\u003C\u002Fp>\n\n\u003Cp>- Typist I (35 words per minute)\u003C\u002Fp>\n\n\u003Cp>- Leather Worker\u003C\u002Fp>\n\n\u003Cp>- Computer Operator\u003C\u002Fp>\n\n\u003Cp>- Computer Type Setter\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Group VII\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Nursery School Teacher\u003C\u002Fp>\n\n\u003Cp>- Artisans (with Government Trade Test Certificate Grade 3)\u003C\u002Fp>\n\n\u003Cp>- Instructors (with Government Trade Test Certificate Grade 3)\u003C\u002Fp>\n\n\u003Cp>- Clerk II\u003C\u002Fp>\n\n\u003Cp>- Assistant Cook\u003C\u002Fp>\n\n\u003Cp>- Head Waiter\u003C\u002Fp>\n\n\u003Cp>- Head Laundry Operator\u003C\u002Fp>\n\n\u003Cp>- Assistant House Keeper\u003C\u002Fp>\n\n\u003Cp>- Assistant Cateress\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Group VIII\u003C\u002Fp>\n\n\u003Cp>- Short Hand Typist\u003C\u002Fp>\n\n\u003Cp>- Artisans (with Government Trade Test Certificate Grade 2)\u003C\u002Fp>\n\n\u003Cp>- Instructors (with Government Trade Test Certificate Grade 2)\u003C\u002Fp>\n\n\u003Cp>- Clerk III\u003C\u002Fp>\n\n\u003Cp>- Driver II (Vehicle exceeding 2 tonnes tare weight but not exceeding 8\ntonnes tare weight\u003C\u002Fp>\n\n\u003Cp>- Boiler Operator III\u003C\u002Fp>\n\n\u003Cp>- Shorthand Typist (35\u002F80 words per minute)\u003C\u002Fp>\n\n\u003Cp>- Cook (ordinary cook) who caters for a minimum of 100 people or more\u003C\u002Fp>\n\n\u003Cp>- House Keeper\u003C\u002Fp>\n\n\u003Cp>- Cateress\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group IX\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Artisans (with Government Trade Test Certificate Grade 1)\u003C\u002Fp>\n\n\u003Cp>- Instructors (with Government Trade Test Certificate Grade 1)\u003C\u002Fp>\n\n\u003Cp>- Driver III (Heavy Commercial Vehicles exceeding 8 tonnes tare weight.\u003C\u002Fp>\n\n\u003Cp>- Theatre Assistant III\u003C\u002Fp>\n\n\u003Cp>- Assistant Head Cook (can write his own menu and cater for 200 people or\nmore)\u003C\u002Fp>\n\n\u003Cp>- Assistant Senior Clerk\u003C\u002Fp>\n\n\u003Cp>- Secretary\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\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>- Head Cook (He is in charge of the kitchen, writes his own menu and caters\nfor 300 people or more).\u003C\u002Fp>\n\n\u003Cp>- Theatre Assistant IV\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>N.B.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Where there are more than one job title in different groups, Roman I\nrepresents the lowest scale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. For Government Trade Test Certificate, Grade 3 represents the lowest\ngrade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-JOBTYPE_descriptions\" class=\"cbaClause highlight\">\u003Cp>DESCRIPTIONS OF JOB CATEGORIES OF EMPLOYEES COVERED IN THIS AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- General Workers including Ward Attendant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Preferably literate in English and Kiswahili\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: Will perform unskilled duties as directed or assigned by his\u002Fher\nsuperior\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Experience:Not necessary\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ayah and Assistant House Mother\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Preferably literate in English and Kiswahili\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: Child Care and house chores as may be assigned by the employer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Experience: Not very necessary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kitchen and Pantry Assistant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To mind, wish and clean cutlery, crockery and kitchen pantry. Also to\nset up food trolleys.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Watchman (48 hours week)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: To guard all the property during the night or day as assigned by\nEmployer. To control entry and exit of visitors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dobie Assistant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: To collect duty linen and send them to the laundry. Collect the\nclean linen from the laundry, sort them out and distribute them accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>X Ray Room Attendant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and at least of form IV\nlevel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: Preparation of X ray room, collect and deliver X ray reports to\nrespective departments as directed by the superior.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Swimming Pool Attendant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literature in English and Kiswahili. Should have experience\nin swimming and driving and be able to save lives of the clients.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: To work on the swimming pool as directed by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unqualified Theatre Attendant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: Collects Patients from wards and prepares tea for senior staff in\nTheatre, also does cleaning.\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Head Gardener\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and should experienced in\ngardening.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: Overseeing of other gardeners\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Office Messenger\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and preferably of form\nfour level of education.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: Collect and deliver messages, prepare and serve tea, clean offices\nand perform other duties as may be assigned by the superior from time to\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Laboratory Assistant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili preferably Form IV\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>House Mother\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili. Preferably of Form IV\nLevel of education. She must have attended a course at a recognised institution\noffering Institutional Management Courses.\u003C\u002Fp>\n\n\u003Cp>Duties:To ensure the cleanliness of the rooms including the removal of the\ndirty linen and supply of the clean linen. He\u002Fshe to work under the instruction\nof the officer in charge of the section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Boiler Operator I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili. Preferably of Form IV\neducation level. Should have had skill 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>\u003C\u002Fp>\n\n\u003Cp>Waiter 1 (without a certificate)\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>Duties:Collect food from the kitchen and serve the same to visitors or\ncustomers. Clean the dinning hall tables and return the utensils to the kitchen\nand ensure the general cleanliness of the dinning halls\u002Frooms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bookshop\u002FLibrary Attendant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and minimum Forms .IV\nlevel' of Education and have sound capability of communicating effectively.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Arrangement of books and to ensure the cleanliness of books and\nbookshelves will work under the instruction of the person incharge of the\nbookshop.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Theatre Assistant I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili. Minimum education level\nshould be of Form Four 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 sterilise instruments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Patient Attendant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili and minimum secondary\nschool education of Form IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To work under a qualified nurse and to do as directed.\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP V\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bookshop Sales Assistant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and must have undergone a\nSales Training on job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Selling of books and other stationery in the bookshop. He\u002Fshe will be\nresponsible to the person in charge or the bookshop.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Laundry Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili preferably of form IV\nsecondary education and can be trained on job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To operate laundry machinery effectively and may supervise people\nworking in the section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Watchman (60 hours week)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Literate in English and Kiswahili and good ability to\ncommunicate effectively.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: To guard all the property during the day and night as assigned by\nthe employer. To control the entry and exit of visitors within the premises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Waiter II (with relevant certificate) or 2 years experience\u003C\u002Fp>\n\n\u003Cp>\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>\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>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP VI:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Artisans (without Government Trade Test Certificate)\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>Duties:Should be able to carry out elementary tasks of either masonry,\nplumbing, carpentry or vehicle mechanics.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Security Man\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form iv School Certificate and must have undergone\npolice training.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Should be able to carry out: independent investigations and submit\nwritten report in English. He should also be able to give evidence in a court\nof law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Home Crafts Instructor\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Four years secondary education and or with 3 years practical\nexperience on job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:They are persons other than qualified teachers whose job is to\ninstruct group of women in home craft subjects.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili. Should be holding a valid,\nclean driving licence of a class which will enable him to drive a vehicle not\nexceeding 2 tones.\u003C\u002Fp>\n\n\u003Cp>\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 all\ntimes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Caretaker\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili with ability to communicate\neffectively. Should be of Form IV school certificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: To take care of the property (Buildings and other properties within\nthe buildings). To co ordinate the security team and make sure that the\nbuildings and other properties are properly maintained. To keep the keys of all\nentrances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistant Head Waiter\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification:Literate in English and Kiswahili with a minimum education\nlevel of Form IV. He should have a certificate from an institution offering\ninstitutional management courses . Should have an experience as a waiter for 5\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties: To serve in a large size catering institutions and assisting the\nhead waiter to supervise the rest of the Waiters. Can also act in the absence\nof he head waiter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistant Head Laundry Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili with a minimum education\nlevel of Form IV. He should have practical experience of not less than five\nyears on job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To operate laundry machinery effectively to organise all other\nactivities carried out in the laundry section. Can also act in the absence of\nthe head laundry operator.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cook for single homes and may also help in other areas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili. No formal training may be\nrequired hut 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\nassigned some duties by employer where appropriate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerk I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form TV school certificate. Good command of English\nand Kiswahili languages both in written and spoken should be capable of\ngrasping new ideas. No formal professional training is required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Writing and keeping of records, retrieving of those records whenever\nthey are needed. To perform other clerical duties as may be assigned by\nemployer from time to time and work in any department or section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Telephone Operator\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>Duties: To operate the telephone switchboard thus controlling incoming\ntelephones and outgoing telephones. May also be required to take telephone\nmessages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Receptionist.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>Duties:To man the reception desk thus, control incoming visitors and assist\nthem by directing them to various place(sections they would like to go to). To\nrecord down the names of visitors that come in for security reasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Theatre Assistant II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Education level should be For IV. Must have at least\nfive years of experience in the theatre and have worked as theatre assistant\nbefore being promoted to his grade, of Theatre Assistant II.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Will work under the guidance of theatre nurse and must be able to\nscrub an assist in all cases plus take on \"calls\" prepare packs and sterilize\ninstruments Also be able to supervise other staff working in the theatre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Boiler Operator II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications: Minimum Form IV level of education Should have had skill\nimprovement training on job and will work under this instruction of a boiler\noperator 'charge. A continuous five years of experience will be necessary\nbefore on is promoted to this grade. Must; have worked as a Boiler Operator I\nand have I comprehensive training at National. Industrial Training Centre\nexpected to service the Boiler and an associated equipment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To carry out simple operations like cleaning the boiler, checking and\nensuring that water and steam levels are adequate, May also supervise other\nstaff working in the Boiler room.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Typist I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of education. Typing 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>\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>\u003C\u002Fp>\n\n\u003Cp>Leather Worker\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literature in English and Kiswahili. Preferably Form IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Involved in leather work e.g. making of leather shoes, handbags,\nbelts etc. Must have undergone on job training and some good experience in the\nindustry.\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group VII\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nursery School Teacher\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV School Certificate Division III or 8 4 4 D+.\nA professional certificatefrom \"Kindergarten Headmistress Association\" (KHA)\nrecognised institution. Should have experience of at least 2 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To teach and care for pre primary children. Will work under the\nsupervision of the Headmistress incharge of the nursery school and will also\nperform other duties as may be assigned by the superior.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Artisans (with GTTC Grade 3)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of Secondary Education preferably\nDivision II or 8 4 4 D+. A professional Government Trade Test Certificate Grade\n3 or Elementary Craftsman Certificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Work in the related field performing appropriate functions. Will work\nunder the supervision of somebody holding a GTTC Grade 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Instructor (with GTTC Grade 3)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of Secondary Education preferably\nDivision III or 8 4 4 D . A professional Government Trade Certificate Grade 3\nor Elementary Craftsman Certificate. At least 4 years experience is\nrequired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To instruct the students preparing for various trade tests. To work\nunder the college in charge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerk II\u003C\u002Fp>\n\n\u003Cp>\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 a relevant department. Some professional\ntraining e.g. examination leading to stores, accounts, sales or purchasing\nclerk will be required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Will work as a clerk but in his line of speciality thus will be\ndeployed in a section or department according to his line of training.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistant Cook\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:At least Form IV level of education and 2 years experience in\ncookery. A certificate from a catering institution may be required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To cook in an institution that caters for less than 100 people.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Head Waiter\u003C\u002Fp>\n\n\u003Cp>\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 an experience on job as a waiter\nof 8 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To serve in a large size catering institution and being in charge of\nall other waiters. To ensure that a best service is given to the clients.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Head Laundry Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Assistant House Keeper\u003C\u002Fp>\n\n\u003Cp>-Assistant Cateress\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification:Minimum Form IV level of secondary education with a D+ pass.\nProfessional certificate from a recognised institution. Should have three years\nexperience\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group VIII\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Artisans (with GTTC Grade 2)\u003C\u002Fp>\n\n\u003Cp>\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>Duties:Work in related field performing appropriate functions under the\nsupervision of an officer holding a GTTC Grade I.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Instructor (with GTTC 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 experience is\nnecessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To instruct students preparing for various trade tests. he will work\nunder the college in charge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerk III\u003C\u002Fp>\n\n\u003Cp>\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. examination 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 his line of speciality thus will be\ndeployed in a section or department according to his line of training.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Literate in English and Kiswahili languages. Should hold a\nvalid clean driving licence of a class which should enable him drive a vehicle\nexceeding 2 tonnes tare weight but not exceeding 8 tonnes.\u003C\u002Fp>\n\n\u003Cp>\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 make sure that the vehicle is clean and in\ngood working conditions at all times.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Boiler Operator III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Must be of Form IV level of education and must have worked as\nBoiler Operator II. Must have undergone a comprehensive training at National\nIndustrial Training Centre.\u003C\u002Fp>\n\n\u003Cp>Duties:Should operate the Boiler, be in charge and expected to service the\nBoiler and associated equipment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Shorthand Typist II\u003C\u002Fp>\n\n\u003Cp>\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 shorthand.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To take shorthand notes and type from those notes and to perform\nother office routine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cook (Ordinary Cook)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of Education and 3 years experience in\ncookery. A certificate from an institution offering institutional management\ncourses will be required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To cook and be in charge of the kitchen in an institution that caters\nto minimum 100 people.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- House Keeper\u002FCateress\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification:-Minimum Form IV level of secondary education with at least a\nD+ pass. Professional certificate from a recognised institution. Should have 3\nyears experience as an Assistant House Keeper\u002FCateress\u003C\u002Fp>\n\n\u003Cp>_____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group IX\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Artisans (with GTTC Grade I)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of secondary education Division III or\nGrade C of the 8 4 4 system of education. A professional Government Trade Test.\nCertificate Grade I will be required plus practical experience of 7 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:Work in the related field performing appropriate functions and being\nin charge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Instructor (with GTTC Grade I)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of Secondary Education Division III or\ngrade C of the 8 4 4 system of education. A professional Government Trade Test\nCertificate Grade I will be required plus practical experience of 7 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To instruct students preparing for various trade tests and will be in\ncharge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver (Heavy Commercial Vehicles)\u003C\u002Fp>\n\n\u003Cp>\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 driving licence of a class to enable him drive\na heavy commercial vehicle exceeding 8 tonnes tare weight.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Theatre Assistant III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV of education or Grade C of the 8 4 4 system\nof education. Must have eight years of experience in the theatre and must have\nworked 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 Theatre functions by\nassisting in all cases \"calls\" and stand \"by\". Also be able to supervise other\nstaff working in the Theatre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistant Head Cook\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of education preferably Divisions 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.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>Assistant Senior Clerk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV Division III or Grade 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 his line of speciality thus will be\ndeployed in a section or department according to his line of training. Above\nall he will be senior and thus supervise the other clerks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>QualificationsSecretaries who do not handle matters of confidential nature\nmay join the Union and be placed at Grade Nine (9)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Qualification:Must possess Kenya Certificate of secondary examination with\nat least a D+ pass. A Kenya National Examination Council Certificate with the\nfollowing qualifications\u003C\u002Fp>\n\n\u003Cp>•Typing II - 40 words per minute\u003C\u002Fp>\n\n\u003Cp>•Short hand II - 90 words per minute\u003C\u002Fp>\n\n\u003Cp>•Business English II\u003C\u002Fp>\n\n\u003Cp>•Office Practice II\u003C\u002Fp>\n\n\u003Cp>•Secretarial Duties II\u003C\u002Fp>\n\n\u003Cp>•Office Management III\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>\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>\u003C\u002Fp>\n\n\u003Cp>Duties:Will work as a clerk (senior) but in his line of speciality thus will\nbe deployed to work in a section or department according to his line of\ntraining. Above all, he will be in charge of all clerks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Head Cook\u003C\u002Fp>\n\n\u003Cp>Qualifications:Minimum Form IV level of education preferably Division III or\nGrade C of the 8 4 4 system of education. Should have 8 years experience in\ncookery. A certificate from an institution offering institutional management\ncourses will be necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties:To write his own menu, to cook and be incharge of a kitchen catering\nfor minimum 300 people.\u003C\u002Fp>\n\n\u003Cp>\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. Musthave experience of not less than 10 years in the\ntheatre and must have worked as Theatre Assistant IV.\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. Also will be incharge of all other\nstaff in the Theatre. Must be able to perform all Theatre functions of a senior\nnature and to delegate duties and supervise his subordinates.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cp>APPENDIX B - WAGES SCHEDULE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Previous Wages 31\u002F1\u002F2011\n\n        \u003Cp>Kshs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Wages Increase w.e.f. 1\u002F1\u002F2012\n\n        \u003Cp>Kshs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Basic Minimum Wages w.e.f. 1\u002F1\u002F2012\n\n        \u003Cp>Kshs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Wages Increases w.e.f. 1\u002F1\u002F2013\n\n        \u003Cp>Kshs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Basic Minimum Wages w.e.f. 1\u002F1\u002F2013\n\n        \u003Cp>Kshs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>C\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\n\n        \u003Cp>II\u003C\u002Fp>\n\n        \u003Cp>III\u003C\u002Fp>\n\n        \u003Cp>IV\u003C\u002Fp>\n\n        \u003Cp>V\u003C\u002Fp>\n\n        \u003Cp>VI\u003C\u002Fp>\n\n        \u003Cp>VII\u003C\u002Fp>\n\n        \u003Cp>VIII\u003C\u002Fp>\n\n        \u003Cp>IX\u003C\u002Fp>\n\n        \u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9507\n\n        \u003Cp>9764\u003C\u002Fp>\n\n        \u003Cp>10419\u003C\u002Fp>\n\n        \u003Cp>11113\u003C\u002Fp>\n\n        \u003Cp>12126\u003C\u002Fp>\n\n        \u003Cp>13725\u003C\u002Fp>\n\n        \u003Cp>16685\u003C\u002Fp>\n\n        \u003Cp>20088\u003C\u002Fp>\n\n        \u003Cp>20889\u003C\u002Fp>\n\n        \u003Cp>24286\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8881\n\n        \u003Cp>9045\u003C\u002Fp>\n\n        \u003Cp>9853\u003C\u002Fp>\n\n        \u003Cp>10254\u003C\u002Fp>\n\n        \u003Cp>10533\u003C\u002Fp>\n\n        \u003Cp>12517\u003C\u002Fp>\n\n        \u003Cp>15583\u003C\u002Fp>\n\n        \u003Cp>18837\u003C\u002Fp>\n\n        \u003Cp>19671\u003C\u002Fp>\n\n        \u003Cp>23082\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7347\n\n        \u003Cp>7484\u003C\u002Fp>\n\n        \u003Cp>8174\u003C\u002Fp>\n\n        \u003Cp>8474\u003C\u002Fp>\n\n        \u003Cp>8590\u003C\u002Fp>\n\n        \u003Cp>10344\u003C\u002Fp>\n\n        \u003Cp>12888\u003C\u002Fp>\n\n        \u003Cp>16362\u003C\u002Fp>\n\n        \u003Cp>16258\u003C\u002Fp>\n\n        \u003Cp>19073\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>665\n\n        \u003Cp>683\u003C\u002Fp>\n\n        \u003Cp>729\u003C\u002Fp>\n\n        \u003Cp>778\u003C\u002Fp>\n\n        \u003Cp>849\u003C\u002Fp>\n\n        \u003Cp>961\u003C\u002Fp>\n\n        \u003Cp>1168\u003C\u002Fp>\n\n        \u003Cp>1406\u003C\u002Fp>\n\n        \u003Cp>1462\u003C\u002Fp>\n\n        \u003Cp>1700\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>622\n\n        \u003Cp>633\u003C\u002Fp>\n\n        \u003Cp>690\u003C\u002Fp>\n\n        \u003Cp>718\u003C\u002Fp>\n\n        \u003Cp>737\u003C\u002Fp>\n\n        \u003Cp>876\u003C\u002Fp>\n\n        \u003Cp>1091\u003C\u002Fp>\n\n        \u003Cp>1319\u003C\u002Fp>\n\n        \u003Cp>1377\u003C\u002Fp>\n\n        \u003Cp>1616\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>514\n\n        \u003Cp>524\u003C\u002Fp>\n\n        \u003Cp>572\u003C\u002Fp>\n\n        \u003Cp>593\u003C\u002Fp>\n\n        \u003Cp>601\u003C\u002Fp>\n\n        \u003Cp>724\u003C\u002Fp>\n\n        \u003Cp>902\u003C\u002Fp>\n\n        \u003Cp>1145\u003C\u002Fp>\n\n        \u003Cp>1138\u003C\u002Fp>\n\n        \u003Cp>1335\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10172\n\n        \u003Cp>10447\u003C\u002Fp>\n\n        \u003Cp>11148\u003C\u002Fp>\n\n        \u003Cp>11891\u003C\u002Fp>\n\n        \u003Cp>12975\u003C\u002Fp>\n\n        \u003Cp>14686\u003C\u002Fp>\n\n        \u003Cp>17853\u003C\u002Fp>\n\n        \u003Cp>21494\u003C\u002Fp>\n\n        \u003Cp>22351\u003C\u002Fp>\n\n        \u003Cp>25986\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9503\n\n        \u003Cp>9678\u003C\u002Fp>\n\n        \u003Cp>10543\u003C\u002Fp>\n\n        \u003Cp>10972\u003C\u002Fp>\n\n        \u003Cp>11270\u003C\u002Fp>\n\n        \u003Cp>13393\u003C\u002Fp>\n\n        \u003Cp>16674\u003C\u002Fp>\n\n        \u003Cp>20156\u003C\u002Fp>\n\n        \u003Cp>21048\u003C\u002Fp>\n\n        \u003Cp>24698\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7861\n\n        \u003Cp>8008\u003C\u002Fp>\n\n        \u003Cp>8746\u003C\u002Fp>\n\n        \u003Cp>9067\u003C\u002Fp>\n\n        \u003Cp>9191\u003C\u002Fp>\n\n        \u003Cp>11068\u003C\u002Fp>\n\n        \u003Cp>13790\u003C\u002Fp>\n\n        \u003Cp>17507\u003C\u002Fp>\n\n        \u003Cp>17396\u003C\u002Fp>\n\n        \u003Cp>20408\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>763\n\n        \u003Cp>784\u003C\u002Fp>\n\n        \u003Cp>836\u003C\u002Fp>\n\n        \u003Cp>892\u003C\u002Fp>\n\n        \u003Cp>973\u003C\u002Fp>\n\n        \u003Cp>1101\u003C\u002Fp>\n\n        \u003Cp>1339\u003C\u002Fp>\n\n        \u003Cp>1612\u003C\u002Fp>\n\n        \u003Cp>1676\u003C\u002Fp>\n\n        \u003Cp>1949\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>713\n\n        \u003Cp>726\u003C\u002Fp>\n\n        \u003Cp>791\u003C\u002Fp>\n\n        \u003Cp>823\u003C\u002Fp>\n\n        \u003Cp>845\u003C\u002Fp>\n\n        \u003Cp>1004\u003C\u002Fp>\n\n        \u003Cp>1251\u003C\u002Fp>\n\n        \u003Cp>1512\u003C\u002Fp>\n\n        \u003Cp>1579\u003C\u002Fp>\n\n        \u003Cp>1852\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>590\n\n        \u003Cp>601\u003C\u002Fp>\n\n        \u003Cp>656\u003C\u002Fp>\n\n        \u003Cp>680\u003C\u002Fp>\n\n        \u003Cp>689\u003C\u002Fp>\n\n        \u003Cp>830\u003C\u002Fp>\n\n        \u003Cp>1034\u003C\u002Fp>\n\n        \u003Cp>1313\u003C\u002Fp>\n\n        \u003Cp>1305\u003C\u002Fp>\n\n        \u003Cp>1531\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10935\n\n        \u003Cp>11231\u003C\u002Fp>\n\n        \u003Cp>11984\u003C\u002Fp>\n\n        \u003Cp>12783\u003C\u002Fp>\n\n        \u003Cp>13948\u003C\u002Fp>\n\n        \u003Cp>15787\u003C\u002Fp>\n\n        \u003Cp>19192\u003C\u002Fp>\n\n        \u003Cp>23106\u003C\u002Fp>\n\n        \u003Cp>24028\u003C\u002Fp>\n\n        \u003Cp>27935\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10215\n\n        \u003Cp>10404\u003C\u002Fp>\n\n        \u003Cp>11333\u003C\u002Fp>\n\n        \u003Cp>11795\u003C\u002Fp>\n\n        \u003Cp>12116\u003C\u002Fp>\n\n        \u003Cp>14398\u003C\u002Fp>\n\n        \u003Cp>17924\u003C\u002Fp>\n\n        \u003Cp>21667\u003C\u002Fp>\n\n        \u003Cp>22627\u003C\u002Fp>\n\n        \u003Cp>26550\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8451\n\n        \u003Cp>8608\u003C\u002Fp>\n\n        \u003Cp>9402\u003C\u002Fp>\n\n        \u003Cp>9747\u003C\u002Fp>\n\n        \u003Cp>9881\u003C\u002Fp>\n\n        \u003Cp>11898\u003C\u002Fp>\n\n        \u003Cp>14824\u003C\u002Fp>\n\n        \u003Cp>18820\u003C\u002Fp>\n\n        \u003Cp>18701\u003C\u002Fp>\n\n        \u003Cp>21939\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART I (i) (d)HOUSE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AREA A\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AREA B\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AREA C\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade\u003C\u002Ftd>\n      \u003Ctd>Old rate\u003C\u002Ftd>\n      \u003Ctd>New rate\u003C\u002Ftd>\n      \u003Ctd>Old rate\u003C\u002Ftd>\n      \u003Ctd>New rate\u003C\u002Ftd>\n      \u003Ctd>Old rate\u003C\u002Ftd>\n      \u003Ctd>New rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I - IV\n\n        \u003Cp>V - X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2100\u002F=\n\n        \u003Cp>2300\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2600\u002F=\n\n        \u003Cp>2800\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1800\u002F=\n\n        \u003Cp>2100\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2300\u002F=\n\n        \u003Cp>2600\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1600\u002F=\n\n        \u003Cp>1800\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2100\u002F=\n\n        \u003Cp>2300\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"B (1)\" (PRINTING SECTION) - JOB TITLES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) (i)Compositor\u003C\u002Fp>\n\n\u003Cp>(ii) Machine Minder Cylinder\u003C\u002Fp>\n\n\u003Cp>(iii) Paste Up Artist\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With Five years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With four years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With three years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With Two years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With One years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) (i) Blinder\u003C\u002Fp>\n\n\u003Cp>(ii) Plate Mader\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With five years' or more experience in Areas 'A', 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With four years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With three years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With two years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With one years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) (i)Machine Minder Plate:\u003C\u002Fp>\n\n\u003Cp>(ii) Litho Film Assembler (Sripper):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With five years or more experience in Areas 'A' 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With four years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With three years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With two years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With one years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) CAMERA OPERATOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With five years or more experience in Areas 'A', 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With four years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With three years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With two years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With one years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) (i) Folder\u003C\u002Fp>\n\n\u003Cp>(ii) Cutter\u003C\u002Fp>\n\n\u003Cp>(iii) Stapler\u003C\u002Fp>\n\n\u003Cp>(iv) Collator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With five years' or more experience in Areas 'A', 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With four years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With three years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With two years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>With one years' or more experience in Areas 'A, 'B' and 'C'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WAGES SCHEDULE - PRESS SECTION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The basic wage rates for the Press Section employees is as per Appendix\nB.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"C\" (AGRICULTURE) JOB TITLES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)UNSKILLED EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Aged 18 years and over\u003C\u002Fp>\n\n\u003Cp>(ii) Under 18 years of age\u003C\u002Fp>\n\n\u003Cp>(iii) Stockman, Herdman and Watchman:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) Aged 18 years and over\u003C\u002Fp>\n\n\u003Cp>(2) Under 18 years of age\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) SKILLED AND SEMI SKILLED EMPLOYEES (26 DAYS MONTH)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) House Servants and Cooks\u003C\u002Fp>\n\n\u003Cp>(ii) Farm Foreman\u003C\u002Fp>\n\n\u003Cp>(iii) Farm Clerk\u003C\u002Fp>\n\n\u003Cp>(iv) Section Foreman\u003C\u002Fp>\n\n\u003Cp>(v) Farm Artisan\u003C\u002Fp>\n\n\u003Cp>(vi) Tractor Driver\u003C\u002Fp>\n\n\u003Cp>(vii) Combine Harvester Driver\u003C\u002Fp>\n\n\u003Cp>viii) Lorry Driver or Car Driver\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AGRICULTURAL SECTION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The basic minimum wage rates for Employees in Agricultural Section shall be\nas per Appendix \"C(1)\".\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"C (1)\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AGRICULTURE - WAGES SCHEDULE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB GROUP\u003C\u002Ftd>\n      \u003Ctd>PREVIOUS BMW AS AT 31\u002F12\u002F2011\u003C\u002Ftd>\n      \u003Ctd>WAGE INCREASES W.E.F. 1\u002F1\u002F2012\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGE W.E.F. 1\u002F1\u002F2012\u003C\u002Ftd>\n      \u003Ctd>WAGE INCREASES W.E.F. 1\u002F1\u002F2013\u003C\u002Ftd>\n      \u003Ctd>BASIC MINIMUM WAGES W.E.F. 1\u002F1\u002F2013\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>KSHS.\u003C\u002Ftd>\n      \u003Ctd>KSHS.\u003C\u002Ftd>\n      \u003Ctd>KSHS.\u003C\u002Ftd>\n      \u003Ctd>KSHS.\u003C\u002Ftd>\n      \u003Ctd>KSHS.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a)\u003C\u002Ftd>\n      \u003Ctd>4412\n\n        \u003Cp>3103\u003C\u002Fp>\n\n        \u003Cp>3563\u003C\u002Fp>\n\n        \u003Cp>5001\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>309\n\n        \u003Cp>217\u003C\u002Fp>\n\n        \u003Cp>249\u003C\u002Fp>\n\n        \u003Cp>350\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4721\n\n        \u003Cp>3320\u003C\u002Fp>\n\n        \u003Cp>3812\u003C\u002Fp>\n\n        \u003Cp>5351\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>354\n\n        \u003Cp>298\u003C\u002Fp>\n\n        \u003Cp>344\u003C\u002Fp>\n\n        \u003Cp>401\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5075\n\n        \u003Cp>4258\u003C\u002Fp>\n\n        \u003Cp>4917\u003C\u002Fp>\n\n        \u003Cp>5752\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)\u003C\u002Ftd>\n      \u003Ctd>4922\n\n        \u003Cp>7767\u003C\u002Fp>\n\n        \u003Cp>7767\u003C\u002Fp>\n\n        \u003Cp>5014\u003C\u002Fp>\n\n        \u003Cp>5155\u003C\u002Fp>\n\n        \u003Cp>5481\u003C\u002Fp>\n\n        \u003Cp>6018\u003C\u002Fp>\n\n        \u003Cp>6297\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>345\n\n        \u003Cp>544\u003C\u002Fp>\n\n        \u003Cp>544\u003C\u002Fp>\n\n        \u003Cp>351\u003C\u002Fp>\n\n        \u003Cp>361\u003C\u002Fp>\n\n        \u003Cp>384\u003C\u002Fp>\n\n        \u003Cp>421\u003C\u002Fp>\n\n        \u003Cp>441\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5267\n\n        \u003Cp>8311\u003C\u002Fp>\n\n        \u003Cp>8311\u003C\u002Fp>\n\n        \u003Cp>5365\u003C\u002Fp>\n\n        \u003Cp>5516\u003C\u002Fp>\n\n        \u003Cp>5865\u003C\u002Fp>\n\n        \u003Cp>6439\u003C\u002Fp>\n\n        \u003Cp>6738\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>395\n\n        \u003Cp>623\u003C\u002Fp>\n\n        \u003Cp>623\u003C\u002Fp>\n\n        \u003Cp>402\u003C\u002Fp>\n\n        \u003Cp>414\u003C\u002Fp>\n\n        \u003Cp>440\u003C\u002Fp>\n\n        \u003Cp>483\u003C\u002Fp>\n\n        \u003Cp>505\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5662\n\n        \u003Cp>8934\u003C\u002Fp>\n\n        \u003Cp>8934\u003C\u002Fp>\n\n        \u003Cp>5767\u003C\u002Fp>\n\n        \u003Cp>5930\u003C\u002Fp>\n\n        \u003Cp>6305\u003C\u002Fp>\n\n        \u003Cp>6922\u003C\u002Fp>\n\n        \u003Cp>7243\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX \"C (2)\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DEFINITIONS (AGRICULTURAL SECTION)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Farm Clerk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Means a person who is employed full time in the farm office and who is\ncapable of keeping farm records and of maintaining accurately books of account.\nTo qualify for the minimum wage as a farm clerk the employee must be in\npossession of a certificate showing that he has passed the certificate of\nPrimary Education and gained at least not less than fifteen points.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Farm Foreman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Means a person who is in overall control of all labour on a farm or in the\ncase of larger farms, a person who is in overall control of one section of the\nfarm's activities. In either event a farm foreman is required to be\nsufficiently trained and experienced in his job, so as to be left in complete\ncharge for limited periods.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Section Foreman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Means a person to whom supervisory responsibilities have been delegated, as\nopposed to such foreman commonly known as \"Nyapara\" whose normal task is only\nto supervise the work of a limited number of unskilled workers in the field.\nSection Foreman shall include a Senior Pigman and Senior Poultryman being\npersons who are in charge of a substantial number of livestock and who have\nunder them one or more labourers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Lorry or Car Driver\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Means a person employed as either a driver of a load carrying vehicle or of\na car and is in possession of a current driving licence for the class of\nvehicle concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Tractor Driver\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Means a person who has completed six months as a learner driver and has\nsatisfied his employer that he is able to take complete charge of a tractor and\noperate it and all implements associated with it so as to complete a given task\nin the field without supervision and includes an employee in charge of a\nharvester which is not self propelled but which is drawn by a tractor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Farm Artisan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Means a person who is capable of carrying out elementary tasks of either\nmasonry, plumbing, carpentry or vehicle mechanics associated with work on a\nfarm with reasonable proficiency. This category does not include employees\nerecting ordinary fencing on farms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) Combine Harvester Driver\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Means a person who can fulfil the requirements of a tractor driver as\ndefined above but in addition is able to operate a self propelled combine\nharvester.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"D\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LETTER OF APPOINTMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dear Sir,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This letter confirms your appointment as an employee\nof................................. on the following terms and conditions of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duties\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You will be employed initially as a ......................... but your\nfunctions and duties may be altered at the discretion of Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Date of Commencement:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salary:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You will be paid a salary of ...................... This salary will be in\narrears at the end of each month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Probation:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You will be on probation in the first instance for a period of\n................. during which time notice on either side will be required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Notice Period\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On the satisfactory completion of the probation period ...................\nnotice of termination of service must be given in writing by either side, or\npay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Confidential Matters:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You will not, without the consent of the Employer, disclose any of its\nsecrets or other confidential matters to anyone not authorised to receive\nthem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Termination of Employment:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At any time after satisfactory completion of your probationary period the\nemployer shall be entitled to terminate this Agreement by giving you one\ncalendar month's notice, in writing, or to pay you one month's salary in lieu\nof such notice without assigning reasons thereto. This is without prejudice to\nthe Employer's right to terminate period of service. Should you wish to leave\nthe service of the Employer, you must give the employer one calendar month's\nnotice of your intention or forfeit your salary for the period by which your\nnotice falls short of one calendar month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Retirement Benefits:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Retirement benefits will be paid in accordance with the provisions of Clause\n17 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Standing Orders:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You are required to make yourself familiar with, and abide by such Standing\nOrders as shall from time to time be issued by the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You will not, without the consent of the Employer, engage in any other\nbusiness which would be in conflict with your duties as a full time employee of\nthe employer or occupation except that of the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This letter is sent to you in duplicate, and shall be glad if you will sign\none and return it to us, signifying that you accept our terms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unionisation:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Although no employee is required by Management to become a Union member, the\nholder of this post may\u002For may not at his own discretion become a member of the\nunion because of the nature of his employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is drawn to the employee's attention that the terms of the Agreement\ncovering working conditions and wages in positions that may permit Union\nmembership have been negotiated by the KUDHEIHA Workers' on behalf of its\nmembers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>THIS POSITION IS UNIONISABLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: ..................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A.N.C.CK. INSTITUTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.N.C.C.K-Nairobi\u003C\u002Fp>\n\n\u003Cp>2.N.C.C.K-Mombasa Town Office\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Limuru Conference and Country Home\u003C\u002Fp>\n\n\u003Cp>2. Kanamai Conference and Holiday Centre (North Coast)\u003C\u002Fp>\n\n\u003Cp>3. St. Pauls United Theological College – Limuru\u003C\u002Fp>\n\n\u003Cp>4. Nakuru Community Centre\u003C\u002Fp>\n\n\u003Cp>5. Kisumu Christian Fellowship Centre\u003C\u002Fp>\n\n\u003Cp>6. Eldoret Community Centre\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA C\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Kalkol Children Home – Turkana\u003C\u002Fp>\n\n\u003Cp>2. Isiolo Children Home-Isiolo\u003C\u002Fp>\n\n\u003Cp>3. Olmoran Centre -Laikipia\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B.KENYA CATHOLIC SECRETARIAT – DIOCESES AND INSTITUTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Nyinawa Mumbi\u002FMost Sisters of Precious Blood -Nairobi\u003C\u002Fp>\n\n\u003Cp>2. Uzima Dispensary -Nairobi\u003C\u002Fp>\n\n\u003Cp>3. ASN Catholic Mission R. Nite Dispensary -Nairobi\u003C\u002Fp>\n\n\u003Cp>4. St. Mukasa Dispensary -Nairobi\u003C\u002Fp>\n\n\u003Cp>5. Mukuru Central Community Base Health (MMM) -Nairobi\u003C\u002Fp>\n\n\u003Cp>6. Comboni Sisters -Nairobi\u003C\u002Fp>\n\n\u003Cp>7. Maria Domenica Dispensary -Nairobi\u003C\u002Fp>\n\n\u003Cp>8. St Thomas Aquinas Major Seminary -Nairobi\u003C\u002Fp>\n\n\u003Cp>9. St Mary’s School -Nairobi\u003C\u002Fp>\n\n\u003Cp>10. Catholic Dispensary Kariobangi -Nairobi\u003C\u002Fp>\n\n\u003Cp>11. Catto Lengo Health Centre-Nairobi\u003C\u002Fp>\n\n\u003Cp>12. St. Teresa Parish Dispensary -Nairobi\u003C\u002Fp>\n\n\u003Cp>13. Fatima Health Centre -Nairobi\u003C\u002Fp>\n\n\u003Cp>14. Jamaa Home and Maternity Hospital-Nairobi\u003C\u002Fp>\n\n\u003Cp>15. Mary Immaculate Bahati Dispensary -Nairobi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Catholic Diocese of Kisii\u003C\u002Fp>\n\n\u003Cp>2. Diocese of Kitui\u003C\u002Fp>\n\n\u003Cp>3. Watakatifu Wote Senta – Ngong – Kajiado\u003C\u002Fp>\n\n\u003Cp>4. Mary Help of the Sick Mission Hospital – Thika\u003C\u002Fp>\n\n\u003Cp>5. St. Luke’s Hospital – North Kinangop\u003C\u002Fp>\n\n\u003Cp>6. Diocese of Kericho\u003C\u002Fp>\n\n\u003Cp>7. Diocese of Meru\u003C\u002Fp>\n\n\u003Cp>8. Diocese of Nakuru\u003C\u002Fp>\n\n\u003Cp>9. Archdiocese of Kisumu\u003C\u002Fp>\n\n\u003Cp>10. St. Luke’s Nursing School\u003C\u002Fp>\n\n\u003Cp>11. Kaplong Hospital\u003C\u002Fp>\n\n\u003Cp>12. Embu Diocese\u003C\u002Fp>\n\n\u003Cp>13. Machakos Diocese\u003C\u002Fp>\n\n\u003Cp>14. Archdiocese of Nyeri\u003C\u002Fp>\n\n\u003Cp>15. Kitale Diocese\u003C\u002Fp>\n\n\u003Cp>16. Eldoret Diocese\u003C\u002Fp>\n\n\u003Cp>17. Murang’a Diocese\u003C\u002Fp>\n\n\u003Cp>18. Mathari Diocese\u003C\u002Fp>\n\n\u003Cp>19. Kakamega Diocese\u003C\u002Fp>\n\n\u003Cp>20. Ngong Diocese\u003C\u002Fp>\n\n\u003Cp>21. Bungoma Diocese\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA C\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Catholic Diocese (Naromoro) – Nyeri\u003C\u002Fp>\n\n\u003Cp>2. Nthangaiya Dispensary Runyenjes – Embu\u003C\u002Fp>\n\n\u003Cp>3. Naromoru Disabled Children Home – Kiambu\u003C\u002Fp>\n\n\u003Cp>4. Kagwe Catholic Church Dispensary – Kiambu\u003C\u002Fp>\n\n\u003Cp>5. Assumption Sisters of Kiriko Dispensary – Gituamba\u003C\u002Fp>\n\n\u003Cp>6. Assumption Sisters Gichereni Dispensary – Kiambu\u003C\u002Fp>\n\n\u003Cp>7. Ngambo Secondary School\u003C\u002Fp>\n\n\u003Cp>8. Ndundu Health Centre – Ruiru\u003C\u002Fp>\n\n\u003Cp>9. Holy Cross Dispensary Thigio – Kiambu\u003C\u002Fp>\n\n\u003Cp>10. Lioki Dispensary – Kiambu\u003C\u002Fp>\n\n\u003Cp>11. St. Mathias Mulumba Theological Seminary – Kapsabet\u003C\u002Fp>\n\n\u003Cp>12. St. Mary Major Seminary – Moro\u003C\u002Fp>\n\n\u003Cp>13. Butula Health Centre – Bungoma\u003C\u002Fp>\n\n\u003Cp>14. Amekula Health Centre – Bungoma\u003C\u002Fp>\n\n\u003Cp>15. Chelelemuk Health Centre – Bungoma\u003C\u002Fp>\n\n\u003Cp>16. Bishop Ndungi Primary School – Molo\u003C\u002Fp>\n\n\u003Cp>17. St. Joseph Seminary – Molo\u003C\u002Fp>\n\n\u003Cp>18. Baraka Farmers College – Molo\u003C\u002Fp>\n\n\u003Cp>19. Rongai Technical Agricultural Institute\u003C\u002Fp>\n\n\u003Cp>20. Mercy Hospital\u003C\u002Fp>\n\n\u003Cp>21. Arutoni Secondary School\u003C\u002Fp>\n\n\u003Cp>22. Ortum Hospital\u003C\u002Fp>\n\n\u003Cp>23. Tinganga Catholic Dispensary – Kiambu\u003C\u002Fp>\n\n\u003Cp>24. Immaculate Heart of Mary Hospital – Thika\u003C\u002Fp>\n\n\u003Cp>25. Kilgoris Hospital – Transmara\u003C\u002Fp>\n\n\u003Cp>26. St. Augustine Senior Seminary Mabanga – Bungoma\u003C\u002Fp>\n\n\u003Cp>27. Misikhu Mission Hospital – Bungoma\u003C\u002Fp>\n\n\u003Cp>28. Holy Family Mission Hospital – Nangina – Funyula\u003C\u002Fp>\n\n\u003Cp>29. St. Anthony Health Centre – Bungoma\u003C\u002Fp>\n\n\u003Cp>30. Diocese of Homa Bay\u003C\u002Fp>\n\n\u003Cp>31. Mwea Mission Hospital – Kirinyaga\u003C\u002Fp>\n\n\u003Cp>32. St. Michael Boarding Primary, Kirinyaga\u003C\u002Fp>\n\n\u003Cp>33. St. Agnes Boarding, Kirinyaga\u003C\u002Fp>\n\n\u003Cp>34. St Mary’s Mission Hospital – Mumias\u003C\u002Fp>\n\n\u003Cp>35. Nazareth Hospital – Riara\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INSTITUTIONS IN THE FOLLOWING DIOCESES BUT OUTSIDE THE MUNICIPALITY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Embu Diocese\u003C\u002Fp>\n\n\u003Cp>2. Machakos Diocese\u003C\u002Fp>\n\n\u003Cp>3. Kitale Diocese\u003C\u002Fp>\n\n\u003Cp>4. Eldoret Diocese\u003C\u002Fp>\n\n\u003Cp>5. Murang’a Diocese\u003C\u002Fp>\n\n\u003Cp>6. Kakamega Diocese\u003C\u002Fp>\n\n\u003Cp>7. Ngong Diocese\u003C\u002Fp>\n\n\u003Cp>8. Bungoma Diocese\u003C\u002Fp>\n\n\u003Cp>9. Kericho Diocese\u003C\u002Fp>\n\n\u003Cp>10. Kisii Diocese\u003C\u002Fp>\n\n\u003Cp>11. Mt. Kenya Diocese\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AIC INSTITUTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Kijabe Hospital\u003C\u002Fp>\n\n\u003Cp>2. Kijabe Station Management\u003C\u002Fp>\n\n\u003Cp>3. Moffat College\u003C\u002Fp>\n\n\u003Cp>4. Kijabe Motel\u003C\u002Fp>\n\n\u003Cp>5. Rift Valley Academy\u003C\u002Fp>\n\n\u003Cp>6. Litein Hospital\u003C\u002Fp>\n\n\u003Cp>7. AIC – CURE International Children Hospital\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA C\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kapsowar Hospital\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>YMCA BRANCHES\u002FINSTITUTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nairobi\u003C\u002Fp>\n\n\u003Cp>Mombasa\u003C\u002Fp>\n\n\u003Cp>Kisumu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Limuru\u003C\u002Fp>\n\n\u003Cp>Thika\u003C\u002Fp>\n\n\u003Cp>Ngecha\u003C\u002Fp>\n\n\u003Cp>Busia\u003C\u002Fp>\n\n\u003Cp>Chavakali\u003C\u002Fp>\n\n\u003Cp>Kisumu\u003C\u002Fp>\n\n\u003Cp>Nakuru\u003C\u002Fp>\n\n\u003Cp>Naivasha\u003C\u002Fp>\n\n\u003Cp>Nyeri\u003C\u002Fp>\n\n\u003Cp>Meru\u003C\u002Fp>\n\n\u003Cp>Kakamega\u003C\u002Fp>\n\n\u003Cp>Eldoret\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA C\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mugona – Meru\u003C\u002Fp>\n\n\u003Cp>Gatuatine\u003C\u002Fp>\n\n\u003Cp>Githumu\u003C\u002Fp>\n\n\u003Cp>Indangalasia\u003C\u002Fp>\n\n\u003Cp>Kondo\u003C\u002Fp>\n\n\u003Cp>Kilifi\u003C\u002Fp>\n\n\u003Cp>Siaya\u003C\u002Fp>\n\n\u003Cp>Anyiko\u003C\u002Fp>\n\n\u003Cp>Kisii\u003C\u002Fp>\n\n\u003Cp>Siaya\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>YWCA INSTITUTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nairobi\u003C\u002Fp>\n\n\u003Cp>Mombasa\u003C\u002Fp>\n\n\u003Cp>Kisumu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Meru\u003C\u002Fp>\n\n\u003Cp>Kisii\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA C\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tana River\u003C\u002Fp>\n\n\u003Cp>Siaya\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAK\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nairobi (Friends Lugulu Missions Hospital, Kijabe Hospital)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANGLICAN CHURCH OF KENYA INSITUTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Mombasa Diocesan Office\u003C\u002Fp>\n\n\u003Cp>2.ACK Guest House – Likoni\u003C\u002Fp>\n\n\u003Cp>3.Bishop Hannington Institute\u003C\u002Fp>\n\n\u003Cp>4.All Saints Cathedral – Nairobi\u003C\u002Fp>\n\n\u003Cp>5.All Parishes – Nairobi\u003C\u002Fp>\n\n\u003Cp>6.Church Commissioners for Kenya Nairobi\u003C\u002Fp>\n\n\u003Cp>7.ACK Language and Orientation School Nairobi\u003C\u002Fp>\n\n\u003Cp>8.ACK Guest House Nairobi\u003C\u002Fp>\n\n\u003Cp>9.Trinity Bible College\u003C\u002Fp>\n\n\u003Cp>10.Church Army Jogoo Road Nairobi\u003C\u002Fp>\n\n\u003Cp>11.Uzima Press Act Print – Nairobi\u003C\u002Fp>\n\n\u003Cp>12.Maridadi fabrics – Nairobi\u003C\u002Fp>\n\n\u003Cp>13.CITC Pumwani Nairobi\u003C\u002Fp>\n\n\u003Cp>14.All Saints Nursery School – Nairobi\u003C\u002Fp>\n\n\u003Cp>15.All Saints Primary School – Nairobi\u003C\u002Fp>\n\n\u003Cp>16.St. John Community Centre – Nairobi\u003C\u002Fp>\n\n\u003Cp>17.St. John High School– Nairobi\u003C\u002Fp>\n\n\u003Cp>18.Pumwani Boys Hostel – Nairobi\u003C\u002Fp>\n\n\u003Cp>19.Diocesan Bookshop– Nairobi\u003C\u002Fp>\n\n\u003Cp>20.St. Nicholas Community Centre\u003C\u002Fp>\n\n\u003Cp>21.CITC Kisumu-Maseno South\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Diocesan Headquarters-Bungoma\u003C\u002Fp>\n\n\u003Cp>2. Diocesan Office-Butere\u003C\u002Fp>\n\n\u003Cp>3. “-Eldoret\u003C\u002Fp>\n\n\u003Cp>4. “-Embu\u003C\u002Fp>\n\n\u003Cp>5. “-Kirinyaga\u003C\u002Fp>\n\n\u003Cp>6. St. Andrews Theological College-Kabare\u003C\u002Fp>\n\n\u003Cp>7. Diocesan Office-Kitale\u003C\u002Fp>\n\n\u003Cp>8. “-Kitui\u003C\u002Fp>\n\n\u003Cp>9. “-Machakos\u003C\u002Fp>\n\n\u003Cp>10. “-Maseno North\u003C\u002Fp>\n\n\u003Cp>11. “-Maseno South\u003C\u002Fp>\n\n\u003Cp>12. Dental Unit-Maseno South\u003C\u002Fp>\n\n\u003Cp>13.\u003C\u002Fp>\n\n\u003Cp>14. Alpha House – Kisumu-Maseno South\u003C\u002Fp>\n\n\u003Cp>15. Diocesan Office-Maseno West\u003C\u002Fp>\n\n\u003Cp>16. St. Julian Academy-Mombasa\u003C\u002Fp>\n\n\u003Cp>17. Mission for Sea Men – Mombasa\u003C\u002Fp>\n\n\u003Cp>18. St. Luka’s Hospital Kaloleni, Kilifi, Mombasa\u003C\u002Fp>\n\n\u003Cp>19. Ufanisi Youth Centre – Kilifi, Mombasa\u003C\u002Fp>\n\n\u003Cp>20. Diocesan Office – Mt. Kenya Central\u003C\u002Fp>\n\n\u003Cp>21. Diocesan Office – Mt. Kenya South\u003C\u002Fp>\n\n\u003Cp>22. CITC Thika – Mt. Kenya South\u003C\u002Fp>\n\n\u003Cp>23. St. Julian’s Centre – Limuru\u003C\u002Fp>\n\n\u003Cp>24. Diocesan Office – Mr. Kenya West\u003C\u002Fp>\n\n\u003Cp>25. Ethi Health Centre – Nanyuki - Mt. Kenya West\u003C\u002Fp>\n\n\u003Cp>26. Mobile Helath Service Coordinator – Nanyuki\u003C\u002Fp>\n\n\u003Cp>27. Diocesan Office – Nakuru\u003C\u002Fp>\n\n\u003Cp>28. St. Nicholas Centre Home – Nakuru\u003C\u002Fp>\n\n\u003Cp>29. Diocesan Office – Nyahururu\u003C\u002Fp>\n\n\u003Cp>30. Diocesan Office – South Nyanza\u003C\u002Fp>\n\n\u003Cp>31. Diocesan Office – Taita Taveta\u003C\u002Fp>\n\n\u003Cp>32. Diocesan Bookshop – Eldoret\u003C\u002Fp>\n\n\u003Cp>33. Diocesan Bookshop – Embu\u003C\u002Fp>\n\n\u003Cp>34. By Faith Bookshop – Kerugoya\u003C\u002Fp>\n\n\u003Cp>35. Diocesan Office – Meru\u003C\u002Fp>\n\n\u003Cp>36. Imani Bookshop – Nakuru\u003C\u002Fp>\n\n\u003Cp>37. Cathedral Nursery School - Nakuru\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA C\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. All Parishes-Bungoma\u003C\u002Fp>\n\n\u003Cp>2. All Parishes-Butere\u003C\u002Fp>\n\n\u003Cp>3. Mulwanda Clinic-Butere\u003C\u002Fp>\n\n\u003Cp>4. Namasoli Health Clinic-Butere\u003C\u002Fp>\n\n\u003Cp>5. Shimwenji Bookshop-Butere\u003C\u002Fp>\n\n\u003Cp>6. Shimwenji Bookshop Khwisero-Butere\u003C\u002Fp>\n\n\u003Cp>7. Shimwenji Sewing School-Butere\u003C\u002Fp>\n\n\u003Cp>8. St. John Clinic Mukhombe-Butere\u003C\u002Fp>\n\n\u003Cp>9. All Parishes – Eldoret\u003C\u002Fp>\n\n\u003Cp>10. Kong’oror Health Centre\u003C\u002Fp>\n\n\u003Cp>11. CBHC Kapsabet – Eldoret\u003C\u002Fp>\n\n\u003Cp>12. St. Paul’s Theological College – Kapsabet, Eldoret\u003C\u002Fp>\n\n\u003Cp>13. All Parishes – Embu\u003C\u002Fp>\n\n\u003Cp>14. Farmers Training Centre – Embu\u003C\u002Fp>\n\n\u003Cp>15. Kamuthuoga Training Centre – Embu\u003C\u002Fp>\n\n\u003Cp>16. Diocesan office – Kajiado\u003C\u002Fp>\n\n\u003Cp>17. All parishes – Kajiado\u003C\u002Fp>\n\n\u003Cp>18. Masai Rural Training Centre – Kajiado\u003C\u002Fp>\n\n\u003Cp>19. Kajiado Youth and Conference Centre – Kajiado\u003C\u002Fp>\n\n\u003Cp>20. Diocesan Office – Katakwa\u003C\u002Fp>\n\n\u003Cp>21. All parishes – Katakwa\u003C\u002Fp>\n\n\u003Cp>22. Hoito Mission Clinic – Katakwa\u003C\u002Fp>\n\n\u003Cp>23. Chelebei Mission Clinic – Katakwa\u003C\u002Fp>\n\n\u003Cp>24. Cheptais Mission Dispensary – Katakwa\u003C\u002Fp>\n\n\u003Cp>25. Chemasiri Mission Dispensary – Katakwa\u003C\u002Fp>\n\n\u003Cp>26. All Parishes – Kirinyaga\u003C\u002Fp>\n\n\u003Cp>27. By Faith B\u002Fshop Kiamutugu – Kirinyaga\u003C\u002Fp>\n\n\u003Cp>28. By Faith B\u002Fshop Wanguru – Kirinyaga\u003C\u002Fp>\n\n\u003Cp>29. St. Stephen Evangelists\u003C\u002Fp>\n\n\u003Cp>30. Training Centre – Marsabit Kirinyaga\u003C\u002Fp>\n\n\u003Cp>31. All Parishes – Kitale\u003C\u002Fp>\n\n\u003Cp>32. Kodich Youth Polytechnic – Kapenguria\u003C\u002Fp>\n\n\u003Cp>33. St. Francis School for the Blind – Kapenguria, Kitale\u003C\u002Fp>\n\n\u003Cp>34. Bishop Muge Conference Centre, Kitale\u003C\u002Fp>\n\n\u003Cp>35.All Parishes – Kitui\u003C\u002Fp>\n\n\u003Cp>36. Syongila Lay Training and Development Centre – Kitui\u003C\u002Fp>\n\n\u003Cp>37. St. Luke’s CPK Integrated Centre for the Blind – Kitui\u003C\u002Fp>\n\n\u003Cp>38. All Parishes – Machakos\u003C\u002Fp>\n\n\u003Cp>39. All Parishes – Maseno North\u003C\u002Fp>\n\n\u003Cp>40. Maseno Hospital – Maseno North\u003C\u002Fp>\n\n\u003Cp>41. St. Philip’s Theological College – Maseno\u003C\u002Fp>\n\n\u003Cp>42. Diocesan Bookshop = Maseno North\u003C\u002Fp>\n\n\u003Cp>43. All Parishes – Maseno South\u003C\u002Fp>\n\n\u003Cp>44. Maseno School for the Deaf – Maseno South\u003C\u002Fp>\n\n\u003Cp>45. All Parishes – Maseno West\u003C\u002Fp>\n\n\u003Cp>46. Ngiya Helath Centre – Maseno West\u003C\u002Fp>\n\n\u003Cp>47. Saradid Rural Programme – Nyilima – Maseno West\u003C\u002Fp>\n\n\u003Cp>48. Uriri Health Centre – Sawagongo – Maseno West\u003C\u002Fp>\n\n\u003Cp>49. Diocesan Office – Mbeere\u003C\u002Fp>\n\n\u003Cp>50. All Parishes – Mbeere\u003C\u002Fp>\n\n\u003Cp>51.All Parishes – Meru\u003C\u002Fp>\n\n\u003Cp>52. All Parishes – Mombasa\u003C\u002Fp>\n\n\u003Cp>53. Mwareni Unit for Mentaly Handicapped Mariakani – Mombasa\u003C\u002Fp>\n\n\u003Cp>54. All Parishes – Mt. Kenya Central\u003C\u002Fp>\n\n\u003Cp>55. McGregor Institute of Christian Education\u003C\u002Fp>\n\n\u003Cp>56. Mission and Evangelism – Waithaga – Mt. Kenya Central\u003C\u002Fp>\n\n\u003Cp>57. CITC Muranga – Kahuro – Mt. Kenya Central\u003C\u002Fp>\n\n\u003Cp>58. Karaha Vocational Training Centre – Muranga – Mt. Kenya Central\u003C\u002Fp>\n\n\u003Cp>59. Mt. Kenya Central Guest House – Muranga – Mt. Kenya Central\u003C\u002Fp>\n\n\u003Cp>60. All Parishes – Mt. Kenya South\u003C\u002Fp>\n\n\u003Cp>61. Bishop Kariuki Integrated Centre – Mt. Kenya South\u003C\u002Fp>\n\n\u003Cp>62. All Parishes – Mt. Kenya West\u003C\u002Fp>\n\n\u003Cp>63. Arjiju Health Centre – DOLDOL Mt. Kenya West\u003C\u002Fp>\n\n\u003Cp>64. Diocesan Office – Mumias\u003C\u002Fp>\n\n\u003Cp>65. All Parishes – Mumias\u003C\u002Fp>\n\n\u003Cp>66. All Parishes – Nakuru\u003C\u002Fp>\n\n\u003Cp>67. Mission and Evangelism – Nakuru\u003C\u002Fp>\n\n\u003Cp>68. Berea Farm – Nakuru\u003C\u002Fp>\n\n\u003Cp>69. Berea Theological College – Nakuru\u003C\u002Fp>\n\n\u003Cp>70. Diocesan Office – Nambale\u003C\u002Fp>\n\n\u003Cp>71. All Parishes – Nambale\u003C\u002Fp>\n\n\u003Cp>72. All Parishes – Nyahururu\u003C\u002Fp>\n\n\u003Cp>73. All Parishes – South Nyanza\u003C\u002Fp>\n\n\u003Cp>74. Tom Mboya Health Centre – Mbita – South Nyanza\u003C\u002Fp>\n\n\u003Cp>75. Ogande Community Health Centre – South Nyanza – Homa Bay\u003C\u002Fp>\n\n\u003Cp>76. All Parishes – Taiva Taveta\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>METHODIST CHURCH INSTITUTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nairobi Synod (Head Office_\u003C\u002Fp>\n\n\u003Cp>Pwani Synod\u003C\u002Fp>\n\n\u003Cp>Mombasa Community Centre\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA B\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Western Synod\u003C\u002Fp>\n\n\u003Cp>Kaaga Synod\u003C\u002Fp>\n\n\u003Cp>Upweoni Community Centre – Nairobi\u003C\u002Fp>\n\n\u003Cp>Meru Bookshop\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA C\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Singwaya Synod\u003C\u002Fp>\n\n\u003Cp>Miathene Synod\u003C\u002Fp>\n\n\u003Cp>Nkubu Synod\u003C\u002Fp>\n\n\u003Cp>Nyambene Synod\u003C\u002Fp>\n\n\u003Cp>Marimanti Rural Training Centre\u003C\u002Fp>\n\n\u003Cp>Mene Methodist Hospital\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"contracttrialperiod":44,"childcareleave":48,"wageincreaseperc1":52,"dayspweek":56,"hourspweek_select":60,"childcare":62,"STRUCINCR_trigger":66,"funeralpay":68,"paidmaternityleaveduration":72,"maternityotherclause":76,"maxsicknesspayperc":80,"jobclassifaction1":84,"OVERTIME_trigger":88,"holidaysdays":92,"wageincreasedate_date":96,"healthcareaccess":99,"jobwagegroups":103,"SUNDAY_trigger":107,"ANNLEAVE_trigger":111,"healthandsafetypolicy":115,"overtimeallowanceperc1":119,"hourspweek":121,"contracttrial":123,"sicknesspay":125,"JOBTYPE_descriptions":127,"PAIDLEAV_trigger":131,"dayspweek_select":133,"SCHEDULE_trigger":135,"paidpaternityleave":137,"schedulesrestpw":141,"sicknessmaxdaysnr":143,"sundayallowanceperc1":145,"annleaveallowanceamount1":147,"contractseverancepay1":149,"bankholidays1":153,"SENIOR_trigger":157,"sicknessmaxdays":161,"paidmaternityleave":163,"coverunion_trigger":165,"wageincreasedate":169,"contractseverancepay":171,"jobsecuritymothers":173,"paidpaternityleaveduration":177},{"bindId":45,"name":46,"text":47},"contracttrialperiod","The employees in Job Groups I IV shall b","The employees in Job Groups I IV shall be on probation for a period of two\n(2) months and those in Job Groups V X shall be on probation for a period of\nthree (3) months. Provided that the probationary period may be extended for a\nperiod not exceeding one (1) month for employees in Job Groups I IV and two (2)\nmonths for employees in Job Groups V X where an employee has not performed\nsatisfactorily during the specified probationary period.",{"bindId":49,"name":50,"text":51},"childcareleave","(b) An employee may, in addition to the ","(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this Clause be granted five (5) days' compassionate leave without pay in any\none period of twelve months. The number of days so granted shall be agreed on\nbetween the employer and the employee.",{"bindId":53,"name":54,"text":55},"wageincreaseperc1","All the employees in service as at 31st ","All the employees in service as at 31st December, 2011 will be given a wage\nincrease of 7% on their individual basic salaries with effect from 1st January,\n2012.\n\n\n\n2nd Year w.e.f. 1\u002F1\u002F2013\n\n\n\nAll the employees in service as at 31st December, 2012 will be given a wage\nincrease of 7.5% on their individual basic salaries with effect from 1st\nJanuary, 2013.",{"bindId":57,"name":58,"text":59},"dayspweek","(a) The normal working week for employee","(a) The normal working week for employees who normally work continuously\nthroughout the calendar year (i.e. employees whose work is the same throughout\nthe year) shall consist of not more than 45 hours spread over not more than 6\ndays of the week.",{"bindId":61,"name":58,"text":59},"hourspweek_select",{"bindId":63,"name":64,"text":65},"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 3 (a) of Part Two of this Agreement. The leave so\ntaken shall be subsequently set off against his or her annual leave.\n\n\n\n(b) An employee may, in addition to the leave provided for in paragraph (a)\nof this Clause be granted five (5) days' compassionate leave without pay in any\none period of twelve months. The number of days so granted shall be agreed on\nbetween the employer and the employee.\n\n\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 employer.",{"bindId":67,"name":54,"text":55},"STRUCINCR_trigger",{"bindId":69,"name":70,"text":71},"funeralpay","When an employee dies or is killed in em","When an employee dies or is killed in employment, the employer shall\ncontribute the sum of KShs.11,000\u002F= towards the funeral expenses of the\ndeceased employee. Where relevant and superior local arrangement exists, such a\npractice shall continue.",{"bindId":73,"name":74,"text":75},"paidmaternityleaveduration","(a) A woman employee shall be entitled t","(a) A woman employee shall be entitled to 90 days maternity leave with full\npay:",{"bindId":77,"name":78,"text":79},"maternityotherclause","(iv) Absence on account of illness due t","(iv) Absence on account of illness due to or attributed to pregnancy which\noccurs outside the period of leave shall be counted as sick leave subject to\nsick leave Clause of the Agreement.",{"bindId":81,"name":82,"text":83},"maxsicknesspayperc","(a) Absence through sickness after two c","(a) Absence through sickness after two consecutive months of or who is\ninjured other than through his or her gross neglect or other than within the\nterms of work injury compensation Act shall be entitled to sick leave with full\npay up to a maximum of 60 days and thereafter to a further period with half pay\nup to a maximum of 60 days in each period of twelve month consecutive\nservice.",{"bindId":85,"name":86,"text":87},"jobclassifaction1","APPENDIX A JOB GROUP CLASSIFICATIONS FRO","APPENDIX A\n\n\n\nJOB GROUP CLASSIFICATIONS\n\n\n\n\n\nFROM 1\u002F1\u002F2010 to 31\u002F12\u002F2011\n\n\n\nGroup I\n\n\n\nGeneral workers including ward attendant\n\n____________________________________________________________\n\nGroup II\n\n\n\n- Aya and Assistant House Mother\n\n- Kitchen\u002FPantry Assistant\n\n- Watchman (48 hours week)\n\n- Dhobie Assistant\n\n____________________________________________________________\n\nGroup III\n\n\n\n- X Ray Room Attendant\n\n- Swimming Pool Attendant\n\n- Unqualified Theatre Attendant\n\n- Assistant Radio Grapher\n\n- X-Ray Room Attendant\n\n____________________________________________________________\n\nGroup IV\n\n\n\n- Head Gardener\n\n- Office Messenger\n\n- Laboratory Assistant\n\n- House Mother\n\n- Boiler Operator I\n\n- Waiter I (without a certificate)\n\n- Bookshop\u002FLibrary Attendant\n\n- Theatre Assistant I\n\n- Patient Attendant\n\n- Laboratory Assistant\n\n- Pharmacy Attendant\n\n- Ambulance Attendant\n\n- Mortuary Attendant\n\n- Plaster Attendant\n\n____________________________________________________________\n\n\n\nGroup V\n\n\n\n- Bookshop Sales Assistant\n\n- Laundry Operator\n\n- Watchman (60 hours week)\n\n- Waiter II (with a relevant certificate plus 2 years experience)\n\n\n\nGroup VI\n\n\n\n- Artisans (Without Government Trade Test Certificate)\n\n- Security Man\n\n- Homecrafts Inspector\n\n- Driver I (Vehicle not exceeding 2 tonnes tare weight)\n\n- Caretaker\n\n- Assistant Head Waiter\n\n- Assistant Head Laundry Operator\n\n- Cook for Single Homes and also may help in other areas\n\n- Clerk I\n\n- Telephone Operator\n\n- Receptionist\n\n- Theatre Assistant II\n\n- Boiler Operator II\n\n- Typist I (35 words per minute)\n\n- Leather Worker\n\n- Computer Operator\n\n- Computer Type Setter\n\n____________________________________________________________\n\nGroup VII\n\n\n\n- Nursery School Teacher\n\n- Artisans (with Government Trade Test Certificate Grade 3)\n\n- Instructors (with Government Trade Test Certificate Grade 3)\n\n- Clerk II\n\n- Assistant Cook\n\n- Head Waiter\n\n- Head Laundry Operator\n\n- Assistant House Keeper\n\n- Assistant Cateress\n\n____________________________________________________________\n\nGroup VIII\n\n- Short Hand Typist\n\n- Artisans (with Government Trade Test Certificate Grade 2)\n\n- Instructors (with Government Trade Test Certificate Grade 2)\n\n- Clerk III\n\n- Driver II (Vehicle exceeding 2 tonnes tare weight but not exceeding 8\ntonnes tare weight\n\n- Boiler Operator III\n\n- Shorthand Typist (35\u002F80 words per minute)\n\n- Cook (ordinary cook) who caters for a minimum of 100 people or more\n\n- House Keeper\n\n- Cateress\n\n\n\nGroup IX\n\n\n\n- Artisans (with Government Trade Test Certificate Grade 1)\n\n- Instructors (with Government Trade Test Certificate Grade 1)\n\n- Driver III (Heavy Commercial Vehicles exceeding 8 tonnes tare weight.\n\n- Theatre Assistant III\n\n- Assistant Head Cook (can write his own menu and cater for 200 people or\nmore)\n\n- Assistant Senior Clerk\n\n- Secretary\n\n____________________________________________________________\n\n\n\nGroup X\n\n\n\n- Senior Clerk\n\n- Head Cook (He is in charge of the kitchen, writes his own menu and caters\nfor 300 people or more).\n\n- Theatre Assistant IV",{"bindId":89,"name":90,"text":91},"OVERTIME_trigger","(a) For time worked in excess of the nor","(a) For time worked in excess of the normal number of hours specified in\nClause I of Part Two of this Agreement at one and half times the normal hourly\nrate.",{"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 six working days with full pay; plus either extra day's\u002Fdays'\npay or additional day's\u002Fdays' leave for any Gazetted Public Holiday(s) which\nmay fall within the leave period.",{"bindId":97,"name":54,"text":98},"wageincreasedate_date","All the employees in service as at 31st December, 2011 will be given a wage\nincrease of 7% on their individual basic salaries with effect from 1st January,\n2012.",{"bindId":100,"name":101,"text":102},"healthcareaccess","(a) All employees covered by this Agreem","(a) All employees covered by this Agreement shall be provided with medical\ntreatment in the manner prescribed in the Employment Act.",{"bindId":104,"name":105,"text":106},"jobwagegroups","APPENDIX B - WAGES SCHEDULE Previous Wag","APPENDIX B - WAGES SCHEDULE\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Previous Wages 31\u002F1\u002F2011\n\n        Kshs.\n      \n      Wages Increase w.e.f. 1\u002F1\u002F2012\n\n        Kshs.\n      \n      Basic Minimum Wages w.e.f. 1\u002F1\u002F2012\n\n        Kshs.\n      \n      Wages Increases w.e.f. 1\u002F1\u002F2013\n\n        Kshs.\n      \n      Basic Minimum Wages w.e.f. 1\u002F1\u002F2013\n\n        Kshs.\n      \n    \n    \n      \n      A\n      B\n      C\n      A\n      B\n      C\n      A\n      B\n      C\n      A\n      B\n      C\n      A\n      B\n      C\n    \n    \n      I\n\n        II\n\n        III\n\n        IV\n\n        V\n\n        VI\n\n        VII\n\n        VIII\n\n        IX\n\n        X\n      \n      9507\n\n        9764\n\n        10419\n\n        11113\n\n        12126\n\n        13725\n\n        16685\n\n        20088\n\n        20889\n\n        24286\n      \n      8881\n\n        9045\n\n        9853\n\n        10254\n\n        10533\n\n        12517\n\n        15583\n\n        18837\n\n        19671\n\n        23082\n      \n      7347\n\n        7484\n\n        8174\n\n        8474\n\n        8590\n\n        10344\n\n        12888\n\n        16362\n\n        16258\n\n        19073\n      \n      665\n\n        683\n\n        729\n\n        778\n\n        849\n\n        961\n\n        1168\n\n        1406\n\n        1462\n\n        1700\n      \n      622\n\n        633\n\n        690\n\n        718\n\n        737\n\n        876\n\n        1091\n\n        1319\n\n        1377\n\n        1616\n      \n      514\n\n        524\n\n        572\n\n        593\n\n        601\n\n        724\n\n        902\n\n        1145\n\n        1138\n\n        1335\n      \n      10172\n\n        10447\n\n        11148\n\n        11891\n\n        12975\n\n        14686\n\n        17853\n\n        21494\n\n        22351\n\n        25986\n      \n      9503\n\n        9678\n\n        10543\n\n        10972\n\n        11270\n\n        13393\n\n        16674\n\n        20156\n\n        21048\n\n        24698\n      \n      7861\n\n        8008\n\n        8746\n\n        9067\n\n        9191\n\n        11068\n\n        13790\n\n        17507\n\n        17396\n\n        20408\n      \n      763\n\n        784\n\n        836\n\n        892\n\n        973\n\n        1101\n\n        1339\n\n        1612\n\n        1676\n\n        1949\n      \n      713\n\n        726\n\n        791\n\n        823\n\n        845\n\n        1004\n\n        1251\n\n        1512\n\n        1579\n\n        1852\n      \n      590\n\n        601\n\n        656\n\n        680\n\n        689\n\n        830\n\n        1034\n\n        1313\n\n        1305\n\n        1531\n      \n      10935\n\n        11231\n\n        11984\n\n        12783\n\n        13948\n\n        15787\n\n        19192\n\n        23106\n\n        24028\n\n        27935\n      \n      10215\n\n        10404\n\n        11333\n\n        11795\n\n        12116\n\n        14398\n\n        17924\n\n        21667\n\n        22627\n\n        26550\n      \n      8451\n\n        8608\n\n        9402\n\n        9747\n\n        9881\n\n        11898\n\n        14824\n\n        18820\n\n        18701\n\n        21939",{"bindId":108,"name":109,"text":110},"SUNDAY_trigger","(b) Where an employee worked on his\u002Fher ","(b) Where an employee worked on his\u002Fher rest day, he\u002Fshe shall be paid for\neach hour worked at double basic hourly rate or shall be given off duty\nequivalent to the number of hours worked, subject to mutual agreement between\nthe employee and the employer.",{"bindId":112,"name":113,"text":114},"ANNLEAVE_trigger","(a) While proceeding on annual leave, em","(a) While proceeding on annual leave, employees shall be given leave\ntravelling allowance as follows:\n\n\n\n(i) All employees in all Groups in Area \"A\"\n\nKshs.3,300\u002F= per annum\n\n\n\n(ii) All employees in all Groups in Area \"B\"\n\nKshs.3,100\u002F= per annum\n\n\n\n(iii) All employees in all Groups in Area \"C\"\n\nKshs.2,400\u002F= per annum",{"bindId":116,"name":117,"text":118},"healthandsafetypolicy","(a) While recognising that some jobs and","(a) While recognising that some jobs and grades do not need uniforms except\nwhere required by legislation or where the nature of the work to be performed\nrequires it, the management shall provide at all times the appropriate good,\nnot torn or tattered two uniforms or protective clothing, including footwear,\nwhich shall be worn and used during the working hours.\n\n\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. However,\nfinal decision as to job grade and type of uniform shall be that of\nManagement.\n\n\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 wilful damage to the Uniform.",{"bindId":120,"name":90,"text":91},"overtimeallowanceperc1",{"bindId":122,"name":58,"text":59},"hourspweek",{"bindId":124,"name":46,"text":47},"contracttrial",{"bindId":126,"name":82,"text":83},"sicknesspay",{"bindId":128,"name":129,"text":130},"JOBTYPE_descriptions","DESCRIPTIONS OF JOB CATEGORIES OF EMPLOY","DESCRIPTIONS OF JOB CATEGORIES OF EMPLOYEES COVERED IN THIS AGREEMENT\n\n\n\nGroup I\n\n\n\n- General Workers including Ward Attendant\n\n\n\nQualifications:Preferably literate in English and Kiswahili\n\n\n\nDuties: Will perform unskilled duties as directed or assigned by his\u002Fher\nsuperior\n\n\n\nExperience:Not necessary\n\n____________________________________________________________\n\n\n\nGroup II\n\n\n\nAyah and Assistant House Mother\n\n\n\nQualifications: Preferably literate in English and Kiswahili\n\n\n\nDuties: Child Care and house chores as may be assigned by the employer\n\n\n\nExperience: Not very necessary\n\n\n\nKitchen and Pantry Assistant\n\n\n\nQualifications: Literate in English and Kiswahili\n\n\n\nDuties:To mind, wish and clean cutlery, crockery and kitchen pantry. Also to\nset up food trolleys.\n\n\n\nWatchman (48 hours week)\n\n\n\nQualifications: Literate in English and Kiswahili\n\n\n\nDuties: To guard all the property during the night or day as assigned by\nEmployer. To control entry and exit of visitors.\n\n\n\nDobie Assistant\n\n\n\nQualifications: Literate in English and Kiswahili\n\n\n\nDuties: To collect duty linen and send them to the laundry. Collect the\nclean linen from the laundry, sort them out and distribute them accordingly.\n\n\n\n____________________________________________________________\n\n\n\nGroup III\n\n\n\nX Ray Room Attendant\n\n\n\nQualifications: Literate in English and Kiswahili and at least of form IV\nlevel.\n\n\n\nDuties: Preparation of X ray room, collect and deliver X ray reports to\nrespective departments as directed by the superior.\n\n\n\nSwimming Pool Attendant\n\n\n\nQualifications: Literature in English and Kiswahili. Should have experience\nin swimming and driving and be able to save lives of the clients.\n\n\n\nDuties: To work on the swimming pool as directed by the employer.\n\n\n\nUnqualified Theatre Attendant\n\n\n\nDuties: Collects Patients from wards and prepares tea for senior staff in\nTheatre, also does cleaning.\n\n____________________________________________________________\n\n\n\nGroup IV\n\n\n\nHead Gardener\n\n\n\nQualifications: Literate in English and Kiswahili and should experienced in\ngardening.\n\n\n\nDuties: Overseeing of other gardeners\n\n\n\nOffice Messenger\n\n\n\nQualifications: Literate in English and Kiswahili and preferably of form\nfour level of education.\n\n\n\nDuties: Collect and deliver messages, prepare and serve tea, clean offices\nand perform other duties as may be assigned by the superior from time to\ntime.\n\n\n\n\n\n\n\nLaboratory Assistant\n\n\n\nQualifications:Literate in English and Kiswahili preferably Form IV\n\n\n\nDuties:To perform general chores including cleaning in the laboratory under\nthe laboratory in charge.\n\n\n\n\n\nHouse Mother\n\nQualifications:Literate in English and Kiswahili. Preferably of Form IV\nLevel of education. She must have attended a course at a recognised institution\noffering Institutional Management Courses.\n\nDuties:To ensure the cleanliness of the rooms including the removal of the\ndirty linen and supply of the clean linen. He\u002Fshe to work under the instruction\nof the officer in charge of the section.\n\n\n\nBoiler Operator I\n\n\n\nQualifications:Literate in English and Kiswahili. Preferably of Form IV\neducation level. Should have had skill 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\n\n\nWaiter 1 (without a certificate)\n\n\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\n\n\nDuties:Collect food from the kitchen and serve the same to visitors or\ncustomers. Clean the dinning hall tables and return the utensils to the kitchen\nand ensure the general cleanliness of the dinning halls\u002Frooms.\n\n\n\nBookshop\u002FLibrary Attendant\n\n\n\nQualifications: Literate in English and Kiswahili and minimum Forms .IV\nlevel' of Education and have sound capability of communicating effectively.\n\n\n\nDuties:Arrangement of books and to ensure the cleanliness of books and\nbookshelves will work under the instruction of the person incharge of the\nbookshop.\n\n\n\nTheatre Assistant I\n\n\n\nQualifications:Literate in English and Kiswahili. Minimum education level\nshould be of Form Four 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 sterilise instruments.\n\n\n\n\n\n\n\nPatient Attendant\n\n\n\nQualifications:Literate in English and Kiswahili and minimum secondary\nschool education of Form IV\n\n\n\nDuties:To work under a qualified nurse and to do as directed.\n\n____________________________________________________________\n\n\n\nGROUP V\n\n\n\nBookshop Sales Assistant\n\n\n\nQualifications: Literate in English and Kiswahili and must have undergone a\nSales Training on job.\n\n\n\nDuties:Selling of books and other stationery in the bookshop. He\u002Fshe will be\nresponsible to the person in charge or the bookshop.\n\n\n\nLaundry Operator\n\n\n\nQualifications:Literate in English and Kiswahili preferably of form IV\nsecondary education and can be trained on job.\n\n\n\nDuties:To operate laundry machinery effectively and may supervise people\nworking in the section.\n\n\n\nWatchman (60 hours week)\n\n\n\nQualifications: Literate in English and Kiswahili and good ability to\ncommunicate effectively.\n\n\n\nDuties: To guard all the property during the day and night as assigned by\nthe employer. To control the entry and exit of visitors within the premises.\n\n\n\nWaiter II (with relevant certificate) or 2 years experience\n\n\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\n\n\nDuties:To serve in a medium sized institution catering for a big number of\npeople.\n\n____________________________________________________________\n\n\n\nGROUP VI:\n\n\n\nArtisans (without Government Trade Test Certificate)\n\n\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\n\n\nDuties:Should be able to carry out elementary tasks of either masonry,\nplumbing, carpentry or vehicle mechanics.\n\n\n\nSecurity Man\n\n\n\nQualifications:Minimum Form iv School Certificate and must have undergone\npolice training.\n\n\n\nDuties:Should be able to carry out: independent investigations and submit\nwritten report in English. He should also be able to give evidence in a court\nof law.\n\n\n\nHome Crafts Instructor\n\n\n\nQualifications:Four years secondary education and or with 3 years practical\nexperience on job.\n\n\n\nDuties:They are persons other than qualified teachers whose job is to\ninstruct group of women in home craft subjects.\n\n\n\nDriver I\n\n\n\nQualifications:Literate in English and Kiswahili. Should be holding a valid,\nclean driving licence of a class which will enable him to drive a vehicle not\nexceeding 2 tones.\n\n\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 all\ntimes.\n\n\n\nCaretaker\n\n\n\nQualifications:Literate in English and Kiswahili with ability to communicate\neffectively. Should be of Form IV school certificate.\n\n\n\nDuties: To take care of the property (Buildings and other properties within\nthe buildings). To co ordinate the security team and make sure that the\nbuildings and other properties are properly maintained. To keep the keys of all\nentrances.\n\n\n\nAssistant Head Waiter\n\n\n\nQualification:Literate in English and Kiswahili with a minimum education\nlevel of Form IV. He should have a certificate from an institution offering\ninstitutional management courses . Should have an experience as a waiter for 5\nyears.\n\n\n\nDuties: To serve in a large size catering institutions and assisting the\nhead waiter to supervise the rest of the Waiters. Can also act in the absence\nof he head waiter.\n\n\n\nAssistant Head Laundry Operator\n\n\n\nQualifications:Literate in English and Kiswahili with a minimum education\nlevel of Form IV. He should have practical experience of not less than five\nyears on job.\n\n\n\nDuties:To operate laundry machinery effectively to organise all other\nactivities carried out in the laundry section. Can also act in the absence of\nthe head laundry operator.\n\n\n\nCook for single homes and may also help in other areas.\n\n\n\nQualifications:Literate in English and Kiswahili. No formal training may be\nrequired hut some experience in cooking may be necessary.\n\nDuties:To cook for few people living in a single home and may also be\nassigned some duties by employer where appropriate.\n\n\n\nClerk I\n\n\n\nQualifications:Minimum Form TV school certificate. Good command of English\nand Kiswahili languages both in written and spoken should be capable of\ngrasping new ideas. No formal professional training is required.\n\n\n\nDuties:Writing and keeping of records, retrieving of those records whenever\nthey are needed. To perform other clerical duties as may be assigned by\nemployer from time to time and work in any department or section.\n\n\n\nTelephone Operator\n\n\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\n\n\nDuties: To operate the telephone switchboard thus controlling incoming\ntelephones and outgoing telephones. May also be required to take telephone\nmessages.\n\n\n\nReceptionist.\n\n\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\n\n\nDuties:To man the reception desk thus, control incoming visitors and assist\nthem by directing them to various place(sections they would like to go to). To\nrecord down the names of visitors that come in for security reasons.\n\n\n\n-Theatre Assistant II\n\n\n\nQualifications:Minimum Education level should be For IV. Must have at least\nfive years of experience in the theatre and have worked as theatre assistant\nbefore being promoted to his grade, of Theatre Assistant II.\n\n\n\nDuties:Will work under the guidance of theatre nurse and must be able to\nscrub an assist in all cases plus take on \"calls\" prepare packs and sterilize\ninstruments Also be able to supervise other staff working in the theatre.\n\n\n\n\n\n-Boiler Operator II\n\n\n\nQualifications: Minimum Form IV level of education Should have had skill\nimprovement training on job and will work under this instruction of a boiler\noperator 'charge. A continuous five years of experience will be necessary\nbefore on is promoted to this grade. Must; have worked as a Boiler Operator I\nand have I comprehensive training at National. Industrial Training Centre\nexpected to service the Boiler and an associated equipment.\n\n\n\nDuties:To carry out simple operations like cleaning the boiler, checking and\nensuring that water and steam levels are adequate, May also supervise other\nstaff working in the Boiler room.\n\n\n\nTypist I\n\n\n\nQualifications:Minimum Form IV level of education. Typing speed of at least\n35 words per minute. This is a copy typist who may not require other forms of\ntraining.\n\n\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\n\n\nLeather Worker\n\n\n\nQualifications:Literature in English and Kiswahili. Preferably Form IV\n\n\n\nDuties:Involved in leather work e.g. making of leather shoes, handbags,\nbelts etc. Must have undergone on job training and some good experience in the\nindustry.\n\n____________________________________________________________\n\n\n\nGroup VII\n\n\n\nNursery School Teacher\n\n\n\nQualifications:Minimum Form IV School Certificate Division III or 8 4 4 D+.\nA professional certificatefrom \"Kindergarten Headmistress Association\" (KHA)\nrecognised institution. Should have experience of at least 2 years.\n\n\n\nDuties:To teach and care for pre primary children. Will work under the\nsupervision of the Headmistress incharge of the nursery school and will also\nperform other duties as may be assigned by the superior.\n\n\n\n\n\n\n\nArtisans (with GTTC Grade 3)\n\n\n\nQualifications:Minimum Form IV level of Secondary Education preferably\nDivision II or 8 4 4 D+. A professional Government Trade Test Certificate Grade\n3 or Elementary Craftsman Certificate.\n\n\n\nDuties:Work in the related field performing appropriate functions. Will work\nunder the supervision of somebody holding a GTTC Grade 2.\n\n\n\nInstructor (with GTTC Grade 3)\n\n\n\nQualifications:Minimum Form IV level of Secondary Education preferably\nDivision III or 8 4 4 D . A professional Government Trade Certificate Grade 3\nor Elementary Craftsman Certificate. At least 4 years experience is\nrequired.\n\n\n\nDuties:To instruct the students preparing for various trade tests. To work\nunder the college in charge.\n\n\n\n\n\nClerk II\n\n\n\nQualifications:Minimum Form IV Division III or C in 8 4 4 system of\neducation with 3 years experience in a relevant department. Some professional\ntraining e.g. examination leading to stores, accounts, sales or purchasing\nclerk will be required.\n\n\n\nDuties:Will work as a clerk but in his line of speciality thus will be\ndeployed in a section or department according to his line of training.\n\n\n\nAssistant Cook\n\n\n\nQualifications:At least Form IV level of education and 2 years experience in\ncookery. A certificate from a catering institution may be required.\n\n\n\nDuties:To cook in an institution that caters for less than 100 people.\n\n\n\nHead Waiter\n\n\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 an experience on job as a waiter\nof 8 years.\n\n\n\nDuties:To serve in a large size catering institution and being in charge of\nall other waiters. To ensure that a best service is given to the clients.\n\n\n\nHead Laundry Operator\n\n\n\n-Assistant House Keeper\n\n-Assistant Cateress\n\n\n\nQualification:Minimum Form IV level of secondary education with a D+ pass.\nProfessional certificate from a recognised institution. Should have three years\nexperience\n\n\n\nGroup VIII\n\n\n\nArtisans (with GTTC Grade 2)\n\n\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\nDuties:Work in related field performing appropriate functions under the\nsupervision of an officer holding a GTTC Grade I.\n\n\n\n\n\nInstructor (with GTTC 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 experience is\nnecessary.\n\n\n\nDuties:To instruct students preparing for various trade tests. he will work\nunder the college in charge.\n\n\n\nClerk III\n\n\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. examination 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 his line of speciality thus will be\ndeployed in a section or department according to his line of training.\n\n\n\nDriver II\n\n\n\nQualifications:Literate in English and Kiswahili languages. Should hold a\nvalid clean driving licence of a class which should enable him drive a vehicle\nexceeding 2 tonnes tare weight but not exceeding 8 tonnes.\n\n\n\nDuties:To drive the above-mentioned vehicle as may be directed by his\nemployer from time to time. Also to make sure that the vehicle is clean and in\ngood working conditions at all times.\n\n\n\nBoiler Operator III\n\n\n\nQualifications:Must be of Form IV level of education and must have worked as\nBoiler Operator II. Must have undergone a comprehensive training at National\nIndustrial Training Centre.\n\nDuties:Should operate the Boiler, be in charge and expected to service the\nBoiler and associated equipment.\n\n\n\nShorthand Typist II\n\n\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 shorthand.\n\n\n\nDuties:To take shorthand notes and type from those notes and to perform\nother office routine.\n\n\n\n\n\nCook (Ordinary Cook)\n\n\n\nQualifications:Minimum Form IV level of Education and 3 years experience in\ncookery. A certificate from an institution offering institutional management\ncourses will be required.\n\n\n\nDuties:To cook and be in charge of the kitchen in an institution that caters\nto minimum 100 people.\n\n\n\n\n\n- House Keeper\u002FCateress\n\n\n\nQualification:-Minimum Form IV level of secondary education with at least a\nD+ pass. Professional certificate from a recognised institution. Should have 3\nyears experience as an Assistant House Keeper\u002FCateress\n\n_____________________________________________________________________\n\n\n\nGroup IX\n\n\n\nArtisans (with GTTC Grade I)\n\n\n\nQualifications:Minimum Form IV level of secondary education Division III or\nGrade C of the 8 4 4 system of education. A professional Government Trade Test.\nCertificate Grade I will be required plus practical experience of 7 years.\n\n\n\nDuties:Work in the related field performing appropriate functions and being\nin charge.\n\n\n\nInstructor (with GTTC Grade I)\n\n\n\nQualifications:Minimum Form IV level of Secondary Education Division III or\ngrade C of the 8 4 4 system of education. A professional Government Trade Test\nCertificate Grade I will be required plus practical experience of 7 years.\n\n\n\nDuties:To instruct students preparing for various trade tests and will be in\ncharge.\n\n\n\nDriver (Heavy Commercial Vehicles)\n\n\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 driving licence of a class to enable him drive\na heavy commercial vehicle exceeding 8 tonnes tare weight.\n\n\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\n\n\n\n\nTheatre Assistant III\n\n\n\nQualifications:Minimum Form IV of education or Grade C of the 8 4 4 system\nof education. Must have eight years of experience in the theatre and must have\nworked 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 Theatre functions by\nassisting in all cases \"calls\" and stand \"by\". Also be able to supervise other\nstaff working in the Theatre.\n\n\n\nAssistant Head Cook\n\n\n\nQualifications:Minimum Form IV level of education preferably Divisions 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.\n\n\n\nDuties:To write his own menu, and cook for 200 people or more. He will also\nbe in charge of the kitchen.\n\n\n\nAssistant Senior Clerk\n\n\n\nQualifications:Minimum Form IV Division III or Grade 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 his line of speciality thus will be\ndeployed in a section or department according to his line of training. Above\nall he will be senior and thus supervise the other clerks.\n\n\n\nSecretary\n\n\n\nQualificationsSecretaries who do not handle matters of confidential nature\nmay join the Union and be placed at Grade Nine (9)\n\n\n\nQualification:Must possess Kenya Certificate of secondary examination with\nat least a D+ pass. A Kenya National Examination Council Certificate with the\nfollowing qualifications\n\n•Typing II - 40 words per minute\n\n•Short hand II - 90 words per minute\n\n•Business English II\n\n•Office Practice II\n\n•Secretarial Duties II\n\n•Office Management III\n\n\n\nGroup X\n\n\n\nSenior Clerk\n\n\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\n\n\nDuties:Will work as a clerk (senior) but in his line of speciality thus will\nbe deployed to work in a section or department according to his line of\ntraining. Above all, he will be in charge of all clerks.\n\n\n\nHead Cook\n\nQualifications:Minimum Form IV level of education preferably Division III or\nGrade C of the 8 4 4 system of education. Should have 8 years experience in\ncookery. A certificate from an institution offering institutional management\ncourses will be necessary.\n\n\n\nDuties:To write his own menu, to cook and be incharge of a kitchen catering\nfor minimum 300 people.\n\n\n\nTheatre Assistant IV\n\nQualifications:Minimum Form IV level of Education or Grade C of the 8 4 4\nsystem of Education. Musthave experience of not less than 10 years in the\ntheatre and must have worked as Theatre Assistant IV.\n\n\n\nDuties:Will work under the guidance of theatre nurse and must be able to\nprepare packs and sterilize instruments. Also will be incharge of all other\nstaff in the Theatre. Must be able to perform all Theatre functions of a senior\nnature and to delegate duties and supervise his subordinates.",{"bindId":132,"name":94,"text":95},"PAIDLEAV_trigger",{"bindId":134,"name":58,"text":59},"dayspweek_select",{"bindId":136,"name":58,"text":59},"SCHEDULE_trigger",{"bindId":138,"name":139,"text":140},"paidpaternityleave","(d) A male employee shall be entitled to","(d) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":142,"name":58,"text":59},"schedulesrestpw",{"bindId":144,"name":82,"text":83},"sicknessmaxdaysnr",{"bindId":146,"name":109,"text":110},"sundayallowanceperc1",{"bindId":148,"name":113,"text":114},"annleaveallowanceamount1",{"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 20 days' pay for each completed year of service calculated on the\nmonthly basic minimum wages earned at the time of 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 arrangements with the employer.\n\n\n\n(b) Employees required to work on gazetted public holiday(s) shall be given\nalternative days off or pay in lieu.\n\n\n\n(c) No employee shall be entitled to any gazetted public holiday(s) unless\nhe\u002Fshe works on the day preceding and following such holiday.\n\n\n\n(d) Paragraph (c) above shall not apply to any employee(s) should such\nday(s) be his\u002Fher\u002Ftheir regular day(s) off or should sickness prevent\nhim\u002Fher\u002Fthem from having worked on such days subject to the provisions of sick\nleave Clause or any authorised leave.",{"bindId":158,"name":159,"text":160},"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  \n  \n    \n      Period of Service\n      Ksh.\n    \n    \n      5 but less than 10 years\n      210.00\n    \n    \n      10 but less than 15 years\n      235.00\n    \n    \n      15 but less than 20 years\n      256.00\n    \n    \n      20 but less than 25 years\n      265.00\n    \n    \n      25 years and above\n      300.00",{"bindId":162,"name":82,"text":83},"sicknessmaxdays",{"bindId":164,"name":74,"text":75},"paidmaternityleave",{"bindId":166,"name":167,"text":168},"coverunion_trigger","This Agreement shall apply to unionisabl","This Agreement shall apply to unionisable employees employed by the\nspecified Churches and\u002For Institutions as per Appendix One to this Agreement.\nFor the purposes of this Agreement, institutions shall mean School(s),\nBookshop(s), Printing Press(es), Training and Agricultural Institution(s)\nspecified in Appendix One to this Agreement.",{"bindId":170,"name":54,"text":98},"wageincreasedate",{"bindId":172,"name":151,"text":152},"contractseverancepay",{"bindId":174,"name":175,"text":176},"jobsecuritymothers","(iii) A female employee who takes matern","(iii) A female employee who takes maternity leave shall not incur any loss\nof privileges during such period.",{"bindId":178,"name":139,"text":140},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Specified Churches and\u002For Institutions - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-12-31\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: → Entertainment, culture, sports\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other amusement and recreation activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Specified Churches and\u002For Institutions\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya 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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2012-01\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 3300.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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 210.0 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",[184],{"title":37,"slug":33},[186],{"type":187,"data":188},"call_to_action_body_block",{"title":189,"description":190,"variant":191,"link":192},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":189,"url":193,"description":189,"rel":194,"type":195},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[197],{"type":187,"data":198},{"title":189,"description":190,"variant":191,"link":199},{"title":189,"url":193,"description":189,"rel":194,"type":195},[]]