[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-the-timber-industries-employers-association-and-kenya-building-construction-timber-furniture-and-allied-industries-employees-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":178,"content_type_view":179,"extra_breadcrumbs":180,"body":182,"body_blocks":193,"related_pages":197},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":176,"translations":177},{"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-timber-industries-employers-association-and-kenya-building-construction-timber-furniture-and-allied-industries-employees-union-","0c5b80f0-c220-11e3-907d-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-the-timber-industries-employers-association-and-kenya-building-construction-timber-furniture-and-allied-industries-employees-union-\u002Fmemorandum-of-agreement-between-the-timber-industries-employers-association-and-kenya-building-construction-timber-furniture-and-allied-industries-employees-union-\u002F","Memorandum of Agreement between the Timber Industries Employers Association and Kenya Building, Construction, Timber Furniture and Allied Industries Employees' Union - 2013","KEN The Timber Industries Employers Association - 2013","Kenya - KEN The Timber Industries Employers Association - 2013","KEN The Timber Industries Employers Association - 2013 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN THE TIMBER INDUSTRIES EMPLOYERS ASSOCIATION AND KENYA BUILDING.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN THE TIMBER INDUSTRIES EMPLOYERS ASSOCIATION\n(HEREINAFTER REFERRED TO AS THE \"ASSOCIATION\u002FEMPLOYER\") OF THE FIRST PART AND\nKENYA BUILDING, CONSTRUCTION, TIMBER FURNITURE AND ALLIED INDUSTRIES EMPLOYEES'\nUNION (HEREINAFTER REFERRED TO AS THE \"UNION\") OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN MATTERS OF MINIMUM RATES OF WAGES AND TERMS AND CONDITIONS OF EMPLOYMENT\nIN TIMBER INDUSTRY IN THE REPUBLIC OF KENYA\u003C\u002Fp>\n\n\u003Cp>------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WHEREAS by terms of Recognition and Negotiating Procedure Agreement signed\nbetween the Association and the Union on 30th June, 1989 it was agreed that the\nAssociation has recognised the Union as a properly constituted body and sole\nlabour organisation representing the interests of the employees in the Timber\nIndustry and;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WHEREAS it was agreed that the rates of wages and general terms and\nconditions of employment to be and provided to employees in the Timber Industry\nshall be as negotiated and agreed between the Association and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE, the Association and the Union having successfully concluded\nnegotiations at their Joint Industrial Council agree as stated hereunder:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cp>PART I: WAGES AND WAGE INCREASES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The basic monthly minimum wages shall be as follows:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB GROUP\u003C\u002Ftd>\n      \u003Ctd>NBI\u002FMSA \n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.13 TO 30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL \n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.13 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL \n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.13 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NBI\u002FMSA \n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL \n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL \n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.02014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>10,846.00\u003C\u002Ftd>\n      \u003Ctd>9,646.00\u003C\u002Ftd>\n      \u003Ctd>7,294.00\u003C\u002Ftd>\n      \u003Ctd>12,039.00\u003C\u002Ftd>\n      \u003Ctd>10,707.00\u003C\u002Ftd>\n      \u003Ctd>8,096.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>11,192.00\u003C\u002Ftd>\n      \u003Ctd>10,118.00\u003C\u002Ftd>\n      \u003Ctd>7,770.00\u003C\u002Ftd>\n      \u003Ctd>12,423.00\u003C\u002Ftd>\n      \u003Ctd>11,231.00\u003C\u002Ftd>\n      \u003Ctd>8,625.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>12,541.00\u003C\u002Ftd>\n      \u003Ctd>11,049.00\u003C\u002Ftd>\n      \u003Ctd>8,957.00\u003C\u002Ftd>\n      \u003Ctd>13,921.00\u003C\u002Ftd>\n      \u003Ctd>12,264.00\u003C\u002Ftd>\n      \u003Ctd>9,942.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>13,712.00\u003C\u002Ftd>\n      \u003Ctd>12,654.00\u003C\u002Ftd>\n      \u003Ctd>11,403.00\u003C\u002Ftd>\n      \u003Ctd>15,220.00\u003C\u002Ftd>\n      \u003Ctd>14,046.00\u003C\u002Ftd>\n      \u003Ctd>12,657.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>13,795.00\u003C\u002Ftd>\n      \u003Ctd>12,755.00\u003C\u002Ftd>\n      \u003Ctd>11,590.00\u003C\u002Ftd>\n      \u003Ctd>15,312.00\u003C\u002Ftd>\n      \u003Ctd>14,158.00\u003C\u002Ftd>\n      \u003Ctd>12,865.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI\u003C\u002Ftd>\n      \u003Ctd>17242.00\u003C\u002Ftd>\n      \u003Ctd>15,849.00\u003C\u002Ftd>\n      \u003Ctd>14,127.00\u003C\u002Ftd>\n      \u003Ctd>19,139.00\u003C\u002Ftd>\n      \u003Ctd>17,592.00\u003C\u002Ftd>\n      \u003Ctd>15,681.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>17,313.00\u003C\u002Ftd>\n      \u003Ctd>15,935.00\u003C\u002Ftd>\n      \u003Ctd>14,174.00\u003C\u002Ftd>\n      \u003Ctd>19,217.00\u003C\u002Ftd>\n      \u003Ctd>17,688.00\u003C\u002Ftd>\n      \u003Ctd>15,733.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>17,447.00\u003C\u002Ftd>\n      \u003Ctd>16,044.00\u003C\u002Ftd>\n      \u003Ctd>14,229.00\u003C\u002Ftd>\n      \u003Ctd>19,366.00\u003C\u002Ftd>\n      \u003Ctd>17,809.00\u003C\u002Ftd>\n      \u003Ctd>15794.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IX\u003C\u002Ftd>\n      \u003Ctd>19,038.00\u003C\u002Ftd>\n      \u003Ctd>17,757.00\u003C\u002Ftd>\n      \u003Ctd>16,033.00\u003C\u002Ftd>\n      \u003Ctd>21,132.00\u003C\u002Ftd>\n      \u003Ctd>19,710.00\u003C\u002Ftd>\n      \u003Ctd>17,797.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>19,556.00\u003C\u002Ftd>\n      \u003Ctd>17,806.00\u003C\u002Ftd>\n      \u003Ctd>16,093.00\u003C\u002Ftd>\n      \u003Ctd>21,707.00\u003C\u002Ftd>\n      \u003Ctd>19,765.00\u003C\u002Ftd>\n      \u003Ctd>17,863.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XI\u003C\u002Ftd>\n      \u003Ctd>20,083.00\u003C\u002Ftd>\n      \u003Ctd>18,080.00\u003C\u002Ftd>\n      \u003Ctd>16,149.00\u003C\u002Ftd>\n      \u003Ctd>22,292.00\u003C\u002Ftd>\n      \u003Ctd>20,069.00\u003C\u002Ftd>\n      \u003Ctd>17,925.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XII\u003C\u002Ftd>\n      \u003Ctd>22,926.00\u003C\u002Ftd>\n      \u003Ctd>21,576.00\u003C\u002Ftd>\n      \u003Ctd>20,232.00\u003C\u002Ftd>\n      \u003Ctd>25,448.00\u003C\u002Ftd>\n      \u003Ctd>23,949.00\u003C\u002Ftd>\n      \u003Ctd>22,458.00\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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) GENERAL WAGE INCREASE\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>The employees earning over and above their grade rates as at 30th June, 2013\nshall have their personal rates increased by 11% for the first year and 11% for\nthe 2nd year of the Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART II: - OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall apply to all employees in timber and wood industries\nbut shall exclude employees as may be defined in the Industrial Relations\nCharter Appendix 'C' as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. INTERPRETATION\u003C\u002Fh2>\n\n\u003Cp>All clauses, paragraphs and parts as contained in this Agreement shall be\ntaken to mean as they read.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. SENIORITY\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Cp>Wages to be paid as shown on table(s) below. The basic monthly minimum wage\nshall be as follows; including Seniority\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) (5-10 YEARS) - 2%\n...............................................................\n.......................................................................................................(5\n- 10 YEARS - 2%)\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>JOB GROUP\u003C\u002Ftd>\n      \u003Ctd>NBI\u002FMSA\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2013TO 30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2013 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.13 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NBI\u002FMSA\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>11,063.00\u003C\u002Ftd>\n      \u003Ctd>9,839.00\u003C\u002Ftd>\n      \u003Ctd>7,440.00\u003C\u002Ftd>\n      \u003Ctd>12,280.00\u003C\u002Ftd>\n      \u003Ctd>10,921.00\u003C\u002Ftd>\n      \u003Ctd>8,258.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>11,416.00\u003C\u002Ftd>\n      \u003Ctd>10,320.00\u003C\u002Ftd>\n      \u003Ctd>7.925.00\u003C\u002Ftd>\n      \u003Ctd>12,671.00\u003C\u002Ftd>\n      \u003Ctd>11,456.00\u003C\u002Ftd>\n      \u003Ctd>8,798.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>12,792.00\u003C\u002Ftd>\n      \u003Ctd>11,270.00\u003C\u002Ftd>\n      \u003Ctd>9,136.00\u003C\u002Ftd>\n      \u003Ctd>14,199.00\u003C\u002Ftd>\n      \u003Ctd>12,509.00\u003C\u002Ftd>\n      \u003Ctd>10,141.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>13,986.00\u003C\u002Ftd>\n      \u003Ctd>12,907.00\u003C\u002Ftd>\n      \u003Ctd>11,631.00\u003C\u002Ftd>\n      \u003Ctd>15,524.00\u003C\u002Ftd>\n      \u003Ctd>14,327.00\u003C\u002Ftd>\n      \u003Ctd>12,910.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>14.071.00\u003C\u002Ftd>\n      \u003Ctd>13,010.00\u003C\u002Ftd>\n      \u003Ctd>11,822.00\u003C\u002Ftd>\n      \u003Ctd>15,618.00\u003C\u002Ftd>\n      \u003Ctd>14,441.00\u003C\u002Ftd>\n      \u003Ctd>13,122.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI\u003C\u002Ftd>\n      \u003Ctd>17,587.00\u003C\u002Ftd>\n      \u003Ctd>16,166.00\u003C\u002Ftd>\n      \u003Ctd>14,410.00\u003C\u002Ftd>\n      \u003Ctd>19,522.00\u003C\u002Ftd>\n      \u003Ctd>17,944.00\u003C\u002Ftd>\n      \u003Ctd>15,995.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>17,659.00\u003C\u002Ftd>\n      \u003Ctd>16,254.00\u003C\u002Ftd>\n      \u003Ctd>14,457.00\u003C\u002Ftd>\n      \u003Ctd>19,601.00\u003C\u002Ftd>\n      \u003Ctd>18,042.00\u003C\u002Ftd>\n      \u003Ctd>16,048.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VIII\u003C\u002Ftd>\n      \u003Ctd>17,796.00\u003C\u002Ftd>\n      \u003Ctd>16,365.00\u003C\u002Ftd>\n      \u003Ctd>14,514.00\u003C\u002Ftd>\n      \u003Ctd>19,753.00\u003C\u002Ftd>\n      \u003Ctd>18,165.00\u003C\u002Ftd>\n      \u003Ctd>16,110.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IX\u003C\u002Ftd>\n      \u003Ctd>19,419.00\u003C\u002Ftd>\n      \u003Ctd>18,112.00\u003C\u002Ftd>\n      \u003Ctd>16,304.00\u003C\u002Ftd>\n      \u003Ctd>21,555.00\u003C\u002Ftd>\n      \u003Ctd>20,104.00\u003C\u002Ftd>\n      \u003Ctd>18,153.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>19,947.00\u003C\u002Ftd>\n      \u003Ctd>18,167.00\u003C\u002Ftd>\n      \u003Ctd>16,415.00\u003C\u002Ftd>\n      \u003Ctd>22,141.00\u003C\u002Ftd>\n      \u003Ctd>20,160.00\u003C\u002Ftd>\n      \u003Ctd>18,220.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XI\u003C\u002Ftd>\n      \u003Ctd>20,485.00\u003C\u002Ftd>\n      \u003Ctd>18,442.00\u003C\u002Ftd>\n      \u003Ctd>16,472.00\u003C\u002Ftd>\n      \u003Ctd>22,738.00\u003C\u002Ftd>\n      \u003Ctd>20,470.00\u003C\u002Ftd>\n      \u003Ctd>18,284.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XII\u003C\u002Ftd>\n      \u003Ctd>23,385.00\u003C\u002Ftd>\n      \u003Ctd>22,008.00\u003C\u002Ftd>\n      \u003Ctd>20,637.00\u003C\u002Ftd>\n      \u003Ctd>25,957.00\u003C\u002Ftd>\n      \u003Ctd>24,428.00\u003C\u002Ftd>\n      \u003Ctd>22,907.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) (10 YEARS ONWARDS) –\n4%........................................................................................................................................(10\nYEARS ONWARDS) – 4%\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>JOB GROUP\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NBI\u002FMSA\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2013 TO 30.06.2014\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2013 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.13 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NBI\u002FMSA\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>11,280.00\u003C\u002Ftd>\n      \u003Ctd>10,032.00\u003C\u002Ftd>\n      \u003Ctd>7,586.00\u003C\u002Ftd>\n      \u003Ctd>12,521.00\u003C\u002Ftd>\n      \u003Ctd>11,135.00\u003C\u002Ftd>\n      \u003Ctd>8,420.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>11,640.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,523.00\u003C\u002Ftd>\n      \u003Ctd>8,081.00\u003C\u002Ftd>\n      \u003Ctd>12,920.00\u003C\u002Ftd>\n      \u003Ctd>11,680.00\u003C\u002Ftd>\n      \u003Ctd>8,970.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>13,043.00\u003C\u002Ftd>\n      \u003Ctd>11,491.00\u003C\u002Ftd>\n      \u003Ctd>9,315.00\u003C\u002Ftd>\n      \u003Ctd>14,498.00\u003C\u002Ftd>\n      \u003Ctd>12,755.00\u003C\u002Ftd>\n      \u003Ctd>10,340.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>14,260.00\u003C\u002Ftd>\n      \u003Ctd>13,160.00\u003C\u002Ftd>\n      \u003Ctd>11,859.00\u003C\u002Ftd>\n      \u003Ctd>15,829.00\u003C\u002Ftd>\n      \u003Ctd>14,608.00\u003C\u002Ftd>\n      \u003Ctd>13,163.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>14,349.00\u003C\u002Ftd>\n      \u003Ctd>13,265.00\u003C\u002Ftd>\n      \u003Ctd>12,059.00\u003C\u002Ftd>\n      \u003Ctd>15,924.00\u003C\u002Ftd>\n      \u003Ctd>14,724.00\u003C\u002Ftd>\n      \u003Ctd>13,380.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI\u003C\u002Ftd>\n      \u003Ctd>17,932.00\u003C\u002Ftd>\n      \u003Ctd>16,483.00\u003C\u002Ftd>\n      \u003Ctd>14,692.00\u003C\u002Ftd>\n      \u003Ctd>19,905.00\u003C\u002Ftd>\n      \u003Ctd>18,296.00\u003C\u002Ftd>\n      \u003Ctd>16,308.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>18,006.00\u003C\u002Ftd>\n      \u003Ctd>16,572.00\u003C\u002Ftd>\n      \u003Ctd>14,741.00\u003C\u002Ftd>\n      \u003Ctd>19,986.00\u003C\u002Ftd>\n      \u003Ctd>18,396.00\u003C\u002Ftd>\n      \u003Ctd>16,362.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VIII\u003C\u002Ftd>\n      \u003Ctd>18,145.00\u003C\u002Ftd>\n      \u003Ctd>16,686.00\u003C\u002Ftd>\n      \u003Ctd>14,798.00\u003C\u002Ftd>\n      \u003Ctd>20,141.00\u003C\u002Ftd>\n      \u003Ctd>18,521.00\u003C\u002Ftd>\n      \u003Ctd>16,426.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IX\u003C\u002Ftd>\n      \u003Ctd>19,800.00\u003C\u002Ftd>\n      \u003Ctd>18,467.00\u003C\u002Ftd>\n      \u003Ctd>16,674.00\u003C\u002Ftd>\n      \u003Ctd>21,977.00\u003C\u002Ftd>\n      \u003Ctd>20,498.00\u003C\u002Ftd>\n      \u003Ctd>18,509.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>20,338.00\u003C\u002Ftd>\n      \u003Ctd>18,518.00\u003C\u002Ftd>\n      \u003Ctd>16,737.00\u003C\u002Ftd>\n      \u003Ctd>22,575.00\u003C\u002Ftd>\n      \u003Ctd>20,556.00\u003C\u002Ftd>\n      \u003Ctd>18,578.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XI\u003C\u002Ftd>\n      \u003Ctd>20,886.00\u003C\u002Ftd>\n      \u003Ctd>18,803.00\u003C\u002Ftd>\n      \u003Ctd>16,795.00\u003C\u002Ftd>\n      \u003Ctd>23,184.00\u003C\u002Ftd>\n      \u003Ctd>20,872.00\u003C\u002Ftd>\n      \u003Ctd>18,642.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XII\u003C\u002Ftd>\n      \u003Ctd>23,843.00\u003C\u002Ftd>\n      \u003Ctd>22,439.00\u003C\u002Ftd>\n      \u003Ctd>21,041.00\u003C\u002Ftd>\n      \u003Ctd>26,466.00\u003C\u002Ftd>\n      \u003Ctd>24,907.00\u003C\u002Ftd>\n      \u003Ctd>23,356.00\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Every employee will be provided with free and satisfactory house by his\nor her employer. In case of dispute, the matter may be referred to the health\nauthority by either party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee who is not provided with free and satisfactory house by his\nor her employer shall be entitled, in addition to his or her basic minimum\nwages, to a housing allowance equal to 15% of the employee's monthly wages.\nProvided that no employee shall receive housing allowance of not less than the\namount shown in the table below:-\u003C\u002Fp>\n\n\u003Cp>(c) Daily housing allowance shall be monthly housing allowance divided by\n30.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HOUSE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>FIRST YEAR (01.07.13 TO\n30.06.14)............................................................................................................................2ND\nYEAR (01.07.14 TO 30.06.15)\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \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>NBI\u002FMSA\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2013 TO 30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.2013 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL\n\n        \u003Cp>W.E.F.\u003C\u002Fp>\n\n        \u003Cp>01.07.13 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>NBI\u002FMSA\n\n        \u003Cp>W.E.F\u003C\u002Fp>\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MUNICIPAL\n\n        \u003Cp>W.E.F\u003C\u002Fp>\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>RURAL\n\n        \u003Cp>W.E.F\u003C\u002Fp>\n\n        \u003Cp>01.07.2014 TO\u003C\u002Fp>\n\n        \u003Cp>30.06.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,036.00\u003C\u002Ftd>\n      \u003Ctd>1,482.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,260.00\u003C\u002Ftd>\n      \u003Ctd>1,645.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,036.00\u003C\u002Ftd>\n      \u003Ctd>1,482.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,260.00\u003C\u002Ftd>\n      \u003Ctd>1,645.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,036.00\u003C\u002Ftd>\n      \u003Ctd>1,482.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,260.00\u003C\u002Ftd>\n      \u003Ctd>1,645.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,036.00\u003C\u002Ftd>\n      \u003Ctd>1,711.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,260.00\u003C\u002Ftd>\n      \u003Ctd>1,899.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,036.00\u003C\u002Ftd>\n      \u003Ctd>1,738.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,260.00\u003C\u002Ftd>\n      \u003Ctd>1, 930.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,378.00\u003C\u002Ftd>\n      \u003Ctd>2,119.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,639.00\u003C\u002Ftd>\n      \u003Ctd>2,352.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,390.00\u003C\u002Ftd>\n      \u003Ctd>2,127.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,653.00\u003C\u002Ftd>\n      \u003Ctd>2,360.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VIII\u003C\u002Ftd>\n      \u003Ctd>2,781.00\u003C\u002Ftd>\n      \u003Ctd>2,408.00\u003C\u002Ftd>\n      \u003Ctd>2,136.00\u003C\u002Ftd>\n      \u003Ctd>3,087.00\u003C\u002Ftd>\n      \u003Ctd>2,673.00\u003C\u002Ftd>\n      \u003Ctd>2,371.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IX\u003C\u002Ftd>\n      \u003Ctd>2,856.00\u003C\u002Ftd>\n      \u003Ctd>2,664.00\u003C\u002Ftd>\n      \u003Ctd>2,405.00\u003C\u002Ftd>\n      \u003Ctd>3,170.00\u003C\u002Ftd>\n      \u003Ctd>2,957.00\u003C\u002Ftd>\n      \u003Ctd>2,680.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>2,934.00\u003C\u002Ftd>\n      \u003Ctd>2,671.00\u003C\u002Ftd>\n      \u003Ctd>2,414.00\u003C\u002Ftd>\n      \u003Ctd>3,257.00\u003C\u002Ftd>\n      \u003Ctd>2,965.00\u003C\u002Ftd>\n      \u003Ctd>2,680.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XI\u003C\u002Ftd>\n      \u003Ctd>3,013.00\u003C\u002Ftd>\n      \u003Ctd>2,712.00\u003C\u002Ftd>\n      \u003Ctd>2,422.00\u003C\u002Ftd>\n      \u003Ctd>3,344.00\u003C\u002Ftd>\n      \u003Ctd>3,010.00\u003C\u002Ftd>\n      \u003Ctd>2,688.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XII\u003C\u002Ftd>\n      \u003Ctd>3,439.00\u003C\u002Ftd>\n      \u003Ctd>3,237.00\u003C\u002Ftd>\n      \u003Ctd>3,035.00\u003C\u002Ftd>\n      \u003Ctd>3,817.00\u003C\u002Ftd>\n      \u003Ctd>3,592.00\u003C\u002Ftd>\n      \u003Ctd>3,369.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-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\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>(a) The normal working week for employees other than watchmen shall consist\nof 44 hours of work at the rate of 8 hours per day from Monday to Friday\ninclusive and four hours of work on Saturday (hereinafter referred to as the\nnormal hours of work per week or per day) as the case may be.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The normal working week for \"Day Watchmen\" shall consist of 48 hours\nwork to be spread over 6 days of the week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The normal working week for \"Night Watchmen\" shall consist of 60 hours\nof work spread over 6 shifts of the week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Where a 24-hour duty roster is operative, a normal working week shall\nconsist of not more than 44 hours of work spread over six (6) days of the week.\nFor the purpose of this sub-clause, the employees may work less or more hours\nthan 44 per week in any given week or month at the employer's discretion. In\ncase an employee works for more than 190 hours per month, he shall be paid\novertime for the excess hours worked at the end of the month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee who is stopped from working by the employer without prior\nconsultation with the employee's representatives for reasons other than\ndisciplinary measures and for circumstances not beyond the employer's control\nshall be entitled to full rate of wages per day or per month as the case may\nbe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. PAYMENT OF OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be paid at the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) In respect of any time worked in excess of the normal hours of work per\nday specified under clause 3 of this Agreement the employee shall be paid\novertime at one and half times his normal rate of wages per hour.\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>(ii) In respect of any time worked on a rest day or a Gazetted Public\nHoliday, an employee shall be paid overtime at double his normal rate of wages\nper day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Day and Night Watchmen (Security Guard) shall be paid overtime at the\nrate of one and a half times for any time worked in excess of forty eight (48)\nand sixty (60) hours respectively during any one week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For the purpose of calculating overtime for employees other than\nwatchmen the hourly rate of wages shall be deemed to be not less than\none-hundred and ninety (1\u002F190) of the employee's monthly wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) For the purpose of calculating payment of overtime in respect of day\nwatchman, the hourly rate of wages shall be one-two hundred and eight (1\u002F208)\nof the employee's monthly wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) For the purpose of calculating payment of overtime in respect of night\nwatchman, the hourly rate of wages shall be one-two hundred and sixty (1\u002F260)\nof the employee's monthly wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) No employee shall refuse to work overtime if he\u002Fshe is requested to do\nso by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. PAYMENT OF WAGES\u003C\u002Fh2>\n\n\u003Cp>(i) Wages shall be paid in arrears and shall become due and payable on or\nbefore the second day of the following month and shall be paid in the currency\nof Kenya.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Should the end of the month fall on a Sunday or a Gazetted Public\nHoliday, wages shall be paid prior to such day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee is entitled to be shown the computation of his\u002Fher monthly\nwages, including overtime and deductions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) In respect of employees employed for a period less than one calendar\nmonth, wages shall become due and payable on termination of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) Payment of wages shall be made on a working day and during the working\nhours and at the place of employment.\u003C\u002Fp>\n\n\u003Cp>Provided that the method or mode of payment of wages shall in no way\nprejudice the right of an employee to enjoy any or all fringe benefits\nstipulated in this agreement and, for this purpose and no matter how an\nemployee is employed or paid such an employee shall be entitled to all fringe\nbenefits earned by him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) Where an employer pays wages outside working hours the time spent in\npaying wages shall be regarded and paid for as overtime in accordance with\nprovision of clause 4 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) For the purpose of calculation of daily rates of wages an employee's\ndaily rate shall be deemed to be employee's monthly rate divided by 26.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. ANNUAL LEAVE AND LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\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 the employer, an employee shall be entitled to annual leave of 27 working\ndays (exclusive of Gazetted Public Holidays) with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where employment is terminated before completion of any twelve months'\nleave earning period, an employee shall be entitled to pro-rata leave pay for\neach completed month of service at the rate of 2 1\u002F4 days per each completed\nmonth of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>(c) After each period of twelve months' continuous service with an employer,\nan employee shall be entitled to payment by the employer of reasonable cost of\ntravel to his\u002Fher home and journey back from home to his\u002Fher place of\nemployment. Where the receipts are not available or the journey is disputed,\nthen the matter shall be resolved by the shopsteward and the Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) An employee shall be entitled to leave pay at least one day before\ncommencement of annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Annual leave shall not be accumulated for more than two years, except by\nmutual agreement between the employer and the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>(a) All Gazetted Public Holidays will be granted as days off with full\npay.\u003C\u002Fp>\n\n\u003Cp>New Year Day\u003C\u002Fp>\n\n\u003Cp>Good Friday\u003C\u002Fp>\n\n\u003Cp>Easter Monday\u003C\u002Fp>\n\n\u003Cp>Mashujaa Day\u003C\u002Fp>\n\n\u003Cp>Madaraka Day\u003C\u002Fp>\n\n\u003Cp>Jamuhuri Day\u003C\u002Fp>\n\n\u003Cp>Idd-Ul-Fitr\u003C\u002Fp>\n\n\u003Cp>Boxing Day\u003C\u002Fp>\n\n\u003Cp>Christmas Day\u003C\u002Fp>\n\n\u003Cp>Labour Day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Any employee required by his employer to work on a Gazetted Public\nHoliday shall do so and shall be paid overtime at the appropriate overtime\nrate, i.e. Double time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. RELIGIOUS HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>Any employee desirous to take time off for religious purposes shall be\ngranted such time off without pay, or alternatively, such employee shall have\nthe option of having the number of days taken for religion set off against his\u002F\nher annual leave entitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOTE:For the purpose of this clause, an employee shall be deemed to be a\nmember of one religion only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) A female employee shall be entitled to maternity leave with full pay as\nprovided for under the Employment Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Any extension of maternity leave shall be without pay. If a female\nemployee is hospitalised after the expiry of maternity leave, such employee\nshall be granted sick leave of 45 days on full pay and another 45 days on half\npay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(c) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>(a) After completion of the probationary period, an employee who is unable\nto carry out his\u002Fher duties due to sickness shall be entitled to sick leave\nwith full pay up to a maximum of 45 days, and another 45 days sick leave with\nhalf pay in any period of 12 months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>Where an employee is under full time hospitalisation for a longer period\nthan above the payment of sick leave shall be extended by another 30 days on\nfull pay and 30 days on half pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any employee claiming sick leave as provided for by paragraph (a) of\nthis clause, must produce a certificate of incapacity covering the period\nclaimed and such certificate must be signed by a qualified medical practitioner\nor a person acting on his behalf in charge of a dispensary or medical aid\ncentre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee considers it necessary due to serious injury or\nsickness, an injured or sick employee shall be transported to the nearest\ndispensary\u002Fhospital and back from such dispensary\u002F hospital to the employee's\nplace of employment or residence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) No employee shall be eligible for sick leave or transport in respect of\nany incapacity due to gross neglect on his own part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Generally, employers will be responsible for Medical Treatment in\naccordance with the Law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Where an employee (if any) who is paid housing allowance separately is\nabsent from work due to illness or other physical incapacity, he shall continue\nto be paid such housing allowance in full until the expiry of the period\nstipulated in paragraph (1) of sub-clause (a).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. INJURY ON DUTY\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>The provisions of the Work Injury Benefits Act 2007 shall apply for any\ninjuries which are received while on duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee who is required to perform work away from his principal place of\nemployment shall be entitled to be paid subsistence and accommodation allowance\nas shown in the table below:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SAFARI ALLOWANCE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>CATEGORY\u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\u003C\u002Ftd>\n      \u003Ctd>2ND YEAR\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A \n\n        \u003Cp>Breakfast\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>100\u003C\u002Ftd>\n      \u003Ctd>111\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B \n\n        \u003Cp>Lunch\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>238\u003C\u002Ftd>\n      \u003Ctd>264\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C \n\n        \u003Cp>Dinner\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>241\u003C\u002Ftd>\n      \u003Ctd>267\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D \n\n        \u003Cp>Accommodation in Cities & townships Municipalities\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>779\u003C\u002Ftd>\n      \u003Ctd>865\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E \n\n        \u003Cp>Accommodation in other areas\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>438\u003C\u002Ftd>\n      \u003Ctd>486\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note: Where the employer provides accommodation and meals the above will not\napply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cp>Employees required to wear protective clothing will be provided with two\nNos. of such clothing in accordance with the provisions of the Occupational\nSafety and Health Act, 2007. These will also include the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) HEAVY OVERCOATS\u003C\u002Fp>\n\n\u003Cp>Watchman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) OVERALLS\u003C\u002Fp>\n\n\u003Cp>1. Engine Attendants\u003C\u002Fp>\n\n\u003Cp>2. Saw Doctors\u003C\u002Fp>\n\n\u003Cp>3. Saw Doctors' Assistants\u003C\u002Fp>\n\n\u003Cp>4. Mechanics\u003C\u002Fp>\n\n\u003Cp>5. Welders\u003C\u002Fp>\n\n\u003Cp>6. Painters\u003C\u002Fp>\n\n\u003Cp>7. Assistant Mechanics\u003C\u002Fp>\n\n\u003Cp>8. Sawyers\u003C\u002Fp>\n\n\u003Cp>9. Tractor Drivers\u003C\u002Fp>\n\n\u003Cp>10. Lorry Drivers\u003C\u002Fp>\n\n\u003Cp>11. Drivers' Mates\u003C\u002Fp>\n\n\u003Cp>12. Electricians\u003C\u002Fp>\n\n\u003Cp>13. Sawyers' Assistants\u003C\u002Fp>\n\n\u003Cp>14. Boiler Operators\u003C\u002Fp>\n\n\u003Cp>15. Boiler Assistants\u003C\u002Fp>\n\n\u003Cp>16. Glue Spreader Operators - with protective shoes\u003C\u002Fp>\n\n\u003Cp>17. Assistant Glue Spreader Operators – with protective shoes\u003C\u002Fp>\n\n\u003Cp>18. Sweepers (latrines)\u003C\u002Fp>\n\n\u003Cp>19. Celcure Plant Operators\u003C\u002Fp>\n\n\u003Cp>20. Planning\u002FMoulding Machine Operators\u003C\u002Fp>\n\n\u003Cp>21. Asst. Planning\u002FMoulding Machine Operators\u003C\u002Fp>\n\n\u003Cp>22. Peeler Machine Operators\u003C\u002Fp>\n\n\u003Cp>23. Assistant Peeler Machine Operators\u003C\u002Fp>\n\n\u003Cp>24. Press Machine Operators\u003C\u002Fp>\n\n\u003Cp>25. Assistant Press Machine Operators\u003C\u002Fp>\n\n\u003Cp>26. Veneer Machine Operators\u003C\u002Fp>\n\n\u003Cp>27. Straight Edger Machine Operators\u003C\u002Fp>\n\n\u003Cp>28. Cross Cutter\u003C\u002Fp>\n\n\u003Cp>29. Nail Machine Operators\u003C\u002Fp>\n\n\u003Cp>30. Stone Crushing Operator and Labourer\u003C\u002Fp>\n\n\u003Cp>31. Splitter Machine Operator\u003C\u002Fp>\n\n\u003Cp>32. Chipper Operators\u003C\u002Fp>\n\n\u003Cp>33. Pulp Mixing Machine Operator and Assistant\u003C\u002Fp>\n\n\u003Cp>34. Router Press Machine Operator\u003C\u002Fp>\n\n\u003Cp>35. Forming Press Machine Operator\u003C\u002Fp>\n\n\u003Cp>36. Hot Press Machine Operators and Assistants\u003C\u002Fp>\n\n\u003Cp>37. Grinding Mill Operators\u003C\u002Fp>\n\n\u003Cp>38. Slicing Machine Operators\u003C\u002Fp>\n\n\u003Cp>39. Assistant Slicing Machine Operator\u003C\u002Fp>\n\n\u003Cp>40. Panel Sizer Operator\u003C\u002Fp>\n\n\u003Cp>41. Assistant Panel Sizer Operator\u003C\u002Fp>\n\n\u003Cp>42. Knife Sharpening Machine Operators\u003C\u002Fp>\n\n\u003Cp>43. Digester Operators\u003C\u002Fp>\n\n\u003Cp>44. Carpenter\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) APRONS\u003C\u002Fp>\n\n\u003Cp>1. Splicer Machine Operator\u003C\u002Fp>\n\n\u003Cp>2. Clipper Machine Operator\u003C\u002Fp>\n\n\u003Cp>3. Sander Machine Operator\u003C\u002Fp>\n\n\u003Cp>4. Dryer Machine Operator\u003C\u002Fp>\n\n\u003Cp>5. Cutting Machine Operator & Assistant\u003C\u002Fp>\n\n\u003Cp>6. Folding Machine Operator\u003C\u002Fp>\n\n\u003Cp>7. Notching Machine Operator\u003C\u002Fp>\n\n\u003Cp>8. Hand Folding Machine Operator\u003C\u002Fp>\n\n\u003Cp>9. Clips Machine Operator\u003C\u002Fp>\n\n\u003Cp>10. General Workers Working with 2 - 5 above\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) LIGHT OVERJACKET OR COATS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Foreman\u003C\u002Fp>\n\n\u003Cp>2. Dressers\u003C\u002Fp>\n\n\u003Cp>3. Quality Controller\u003C\u002Fp>\n\n\u003Cp>4. Storeman\u003C\u002Fp>\n\n\u003Cp>5. Tally Clerks\u003C\u002Fp>\n\n\u003Cp>6. Saw Dust & Waste Carriers with caps for those who want\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) LONG TROUSERS AND JACKETS (OF ANY COLOUR)\u003C\u002Fp>\n\n\u003Cp>1. Chauffeurs (with caps)\u003C\u002Fp>\n\n\u003Cp>2. Office Messengers (without caps)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) GUM BOOTS\u003C\u002Fp>\n\n\u003Cp>During the rainy season, any employee working under headings listed below\nwill be provided with one pair of gum boots once every 2 years provided that\nthe employee is exposed to wet weather:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Log Breakdown\u003C\u002Fp>\n\n\u003Cp>(ii) Boiler\u003C\u002Fp>\n\n\u003Cp>(iii) Log Loaders\u003C\u002Fp>\n\n\u003Cp>(iv) And other forest employees\u002Fworkers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) Safety Boots\u003C\u002Fp>\n\n\u003Cp>- Employer to provide safety boots in accordance with provisions of the\noccupational Safety and Health Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(h) Provided the uniforms\u002Fprotective clothing so issued shall be replaced as\nand when they become unserviceable due to normal tear and wear. The item so\nreplaced will be returned to the employer by the employee concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee who is issued with uniform\u002Fprotective clothing, shall be\nprovided with one (1) bar of soap covering a period of six (6) weeks or one (1)\nstandard cake of soap per week for cleaning purposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(j) Provided that an appropriate protective clothing\u002F uniform\u002Fequipment will\nbe supplied to all employees involved in the operation of any timber machinery\nnot mentioned above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desirous of taking leave on compassionate grounds may be, by\nagreed prior arrangements with the employer, granted such leave upto his earned\nentitlement under annual leave clause. The leave so taken may be subsequently\nset off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcareleave\">\u003Cp>(b) An employee may in addition to the leave provided for under sub-clause\n(a) of this clause be granted 14 days compassionate leave without pay and\nwithout loss of seniority in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>It shall be a condition in every contract that where the employment of an\nemployee is to be terminated on account of redundancy, the following principle\nin addition to the requirement of the relevant provisions of the Trade Disputes\nAct, shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The Union shall be notified of the reasons for and the extent of the\nintended redundancy prior to the issue of the notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Discharge for redundancy will be effected on the basis of \"Last In,\nFirst Out\" and all other factors shall also be put into consideration in any\nsection to be affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Any redundant employee with less than four years continuous service\nwith an employer shall be entitled to one month's notice or one month's wages\nin lieu of notice. An employee with four or more years continuous service shall\nbe entitled to two months' notice or two months' wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(iv) An employee declared redundant shall be entitled to severance pay at\nthe rate of 20 days pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v)Any leave due to any employee declared redundant shall be paid for in\ncash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. RETIREMENT (GRATUITY) TERMINAL BENEFITS\u003C\u002Fh2>\n\n\u003Cp>(a) For every complete one year of service with an employer an employee\nshall be entitled to twenty (20) days pay for each completed year of service to\nbe based on the employee's wages at the time of termination of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee who resigns for reasons other than certified ill health or\nold age shall not be entitled to gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) In the event of any dispute as regards resignation on medical grounds,\nthe verdict of a qualified medical practitioner shall prevail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who attains 47 years of age shall be entitled to retire\nwith full benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) In case of death of an employee, the retirement benefits shall be paid\nby the employer to the lawful heirs of the deceased.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>The first two months of employment with the employer shall be treated as\nprobationary period, and during such period the contract may be terminable by\nnot less than seven days' notice in writing to be given by either party, or\notherwise by payment by either party or by payment by either party in lieu of\nnotice of not less than seven days wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) In the case of an employee who has completed two months but less than\nfive years' continuous service with an employer, the contract shall be\nterminable by not less than one month's notice in writing to be given by either\nparty, or otherwise by payment by either party in lieu of notice of not less\nthan one month's wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In the case of an employee who has completed five years continuous\nservice with an employer, the contract shall be terminable by not less than two\nmonths' notice in writing to be given by either party or otherwise by payment\nby either party in lieu of notice of not less than two months' wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) After successful completion of the probationary period an employee\nwill be confirmed as a permanent employee of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) In the case of an employee being terminated at the initiative of an\nemployer after completion of one year’s service, such employee will be\nentitled to gratuity as per Clause 18 of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that an employee who resigns or loses his job on disciplinary\ngrounds will not be entitled to receive any gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for established lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. LETTER OF APPOINTMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Each employee shall be issued with a letter or document of appointment by\nthe employer indicating the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Name and address of the employer\u003C\u002Fp>\n\n\u003Cp>(b) Name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) Date of engagement\u003C\u002Fp>\n\n\u003Cp>(d) Nature of work or occupation\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. WARNING PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who commits an\noffence which does not warrant instant dismissal shall be warned in writing and\nthe following procedure shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first and second warnings shall be recorded in the employee's\nemployment record card with copies of such warnings to the shopsteward and\nBranch Secretary. Such warnings shall remain valid for twelve months from the\ndate of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) If within this twelve months' period the employee commits a further\noffence which does not warrant instant dismissal he will be issued with a\nfurther warning which will make him liable for instant dismissal for any other\nact he commits after the third warning. A copy of the final warning shall be\ncopied to the area Branch Secretary and the General Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Should an employee complete twelve months from the date of the final\nwarning without committing a further offence, the warnings issued or recorded\nin his employment record shall be deemed to have automatically lapsed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than fourteen days in an occupation or grade for which the minimum\nwage prescribed in Part I of this Agreement is higher than the minimum wage\nnormally earned by the employee, he\u002Fshe shall be paid acting allowance at the\nrate of not less than the difference between such higher rate and his normal\nwage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. CERTIFICATE OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be given a certificate of service by his employer upon\nthe termination of his employment unless such employment has continued for a\nperiod of less than four consecutive weeks, and every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) (i) the name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>(ii) the 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; and\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) above, no employer is bound to give to any\nemployee testimonial, reference or certificate relating to the character or\nperformance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with clause (a) above, or who in a\ncertificate of service includes a statement which he knows to be false, shall\nbe guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. WORKING TOOLS\u003C\u002Fh2>\n\n\u003Cp>The employer will provide working tools and other working equipments to an\nemployee. Such tools and or equipments are and shall remain the property of the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that where tools are provided no employee will bring his own tools\ninto the employer's premises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where tools are not provided by the employer, the employee shall be paid a\ntool allowance of Shs.553.00 per month for the 1st year and Shs.614.00 for the\nsecond year if he has tools as specified in the list of N.I.TA. or the employee\nhas the necessary tools required by the employer for the work assigned to the\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any tools or equipments damaged or lost through the employee's neglect may\nbe recovered by the employer as provided by the law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. LABOUR LINE\u003C\u002Fh2>\n\n\u003Cp>The employer will provide adequate sweepers for keeping the sanitary in the\nlabour lines clean. The cleaning of individual or private family sanitary shall\nbe the responsibility of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. RECORD OF WORKERS\u003C\u002Fh2>\n\n\u003Cp>All the workers' names shall be properly written in the Muster Roll Book.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. CHECK OFF SYSTEM (UNION DUES)\u003C\u002Fh2>\n\n\u003Cp>The Labour Relations Act 2007 shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. NIGHT SHIFT ALLOWANCE (EXCLUDING WATCHMEN)\u003C\u002Fh2>\n\n\u003Cp>(a)Where regular shift work is in operation and overtime is not payable,\nnight shift allowance shall be payable to the employees working on shift\nbetween 6.00 p.m. and 6.00 a.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>(b)An employee working at night (i.e. between 6.00 p.m. and 6.00 a.m.) shall\nbe entitled to a night shift allowance as shown here below:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•1st year-=Kshs. 3.10\u003C\u002Fp>\n\n\u003Cp>•2nd year-=Kshs. 3.40\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. TRANSFER ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is permanently transferred to a branch of the employer's\nbusiness or to a place within or outside the District such employee shall\nbe:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Provided with satisfactory transport by his employer (to transport\nhimself, his family, if staying with him, and his personal household\neffects).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Notified of the intended transfer at least two months in advance, and\nshall be paid transfer allowance as shown below\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•1st year =Kshs. 3,166.00\u003C\u002Fp>\n\n\u003Cp>•2nd year =Kshs. 3,514.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)Shall be entitled, if he so wishes to take an advance of at least a half\nmonth's pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. SUPPLY OF MILK\u003C\u002Fh2>\n\n\u003Cp>The employees working in Spray Painting Section shall be provided with ½\nlitre of milk per day for prophylactic purposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31. NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The employer will provide a properly enclosed water proof Notice Board in a\nconvenient place for the posting by accredited Union officials of materials and\nnotices for the conduct of Union affairs, provided such materials or notices\nwill only be posted with prior approval of the Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32. SALE OF BUSINESS\u003C\u002Fh2>\n\n\u003Cp>In cases involving transfer or sale of all or part of a business that is\npresently under a Collective Agreement, Management will recommend to the buyer\ncontinuation of Collective Agreement particularly in respect to protection to\nunionisable employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33. BENEFITS ENJOYED ABOVE THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>It is mutually understood that this Agreement shall not prejudice any\narrangements or benefits to any employee that supersede the benefits stipulated\ntherein, i.e. any employee who is recently enjoying benefits of any kind which\nare in excess of this Agreement shall remain effective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34. LEAVE OF ABSENCE\u003C\u002Fh2>\n\n\u003Cp>Leave of absence without loss of pay shall be granted to employees for the\npurpose of attending Union Conference or Seminar, if mutually agreed between\nthe employer and the Union. The Union will apply for such leave to the employer\non behalf of the employees at least 15 days prior to the commencement of such\nConferences or seminar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>35. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>(a) Where an employee is suspected to have committed a breach of discipline\nor gross misconduct he may be suspended from duty with or without pay pending\ninvestigation. No suspension period shall exceed 30 consecutive days except\nwhen the matter is sub-judice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If it is established that an employee is guilty of a breach of\ndiscipline or gross misconduct, such disciplinary measures as appropriate shall\nbe taken against that employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) In such cases the Union shall have the right of appeal in accordance\nwith the Grievance Procedure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) If the breach of discipline or misconduct is not proved, the employee\nshall be allowed to return to his place of work and shall be assumed to have\nbeen on duty during the time he was on suspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>36. HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>The provisions of the Occupational Safety and Health Act 2007 shall\napply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>37. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>In the event of death of an employee whilst in employment of the company,\nthe management shall pay the dependants\u002Fnext of kin of the deceased the sum of\nTotal Kshs. 25,000.00 towards off-setting funeral expenses. A coffin shall also\nbe provided.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nothing in this clause shall prevent the employer from offering any further\nassistance either in material monetary form.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>38. INCREASE TO EXISTING UNAFFECTED EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>(i)Any employee whose monthly wage was before 1st July, 2013 higher and\nabove that specified in the expired agreement shall retain that higher wage\npersonal to himself\u002Fherself and no deduction of wages shall be made on his\u002Fher\nwage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such an employee shall and despite his\u002Fher higher wage be entitled to a wage\nincrease on top of his\u002Fher wage at a rate of 11% for the first year and 11% for\nthe second year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)Any unionisable employee whose job is not categorised in this Agreement\nand was in employment of the employer on 30th June, 2013 shall be entitled to\nwage increase on top of his\u002Fher wage of not less than 11% for the first year\nand 11% for the second year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>39. MEDICAL ATTENTION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>The Provisions of Section 34 of the Employment Act 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>40. EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall be effective from 1st July, 2013 and shall remain in\nforce for a period of two years up to 30th June 2015. After the expiry date,\nthe Agreement shall continue in force until it is amended by mutual consent.\nThe party wishing to amend any clause or clauses of the Agreement shall give\none month's written notice to the other party setting out in detail their\nproposed amendment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE ASSOCIATION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..............................\u003C\u002Fp>\n\n\u003Cp>CHETAN SHAH\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.................................\u003C\u002Fp>\n\n\u003Cp>MOSES OBURA\u003C\u002Fp>\n\n\u003Cp>VICE-CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>....................................\u003C\u002Fp>\n\n\u003Cp>DANIEL WENANI\u003C\u002Fp>\n\n\u003Cp>COMMITTEE MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................\u003C\u002Fp>\n\n\u003Cp>RICHARD NYAMWALO\u003C\u002Fp>\n\n\u003Cp>COMMITTEE MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................\u003C\u002Fp>\n\n\u003Cp>FRANCIS MURAGE\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.............................\u003C\u002Fp>\n\n\u003Cp>WILLIAM KIBIRI\u003C\u002Fp>\n\n\u003Cp>ASST. GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..........................…….\u003C\u002Fp>\n\n\u003Cp>GEORGE MOSETI\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY-ELDORET \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………\u003C\u002Fp>\n\n\u003Cp>KENNEDY OKETCH\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY - MOLO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................…\u003C\u002Fp>\n\n\u003Cp>JULIUS MAINA\u003C\u002Fp>\n\n\u003Cp>BR. SECRETARY – SOUTHERN NRB\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………\u003C\u002Fp>\n\n\u003Cp>GEOFFREY LOKPAPA\u003C\u002Fp>\n\n\u003Cp>BR. SECRETARY - NAKURU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………..\u003C\u002Fp>\n\n\u003Cp>SAMSON MARUBE \u003C\u002Fp>\n\n\u003Cp>BR. SECRETARY – NBI CENTRAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………..\u003C\u002Fp>\n\n\u003Cp>MWANGI KINYUA\u003C\u002Fp>\n\n\u003Cp>NATIONAL CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>........................................................\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed at Nairobi this ...................... day of\n............................................. 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX A1\u003C\u002Fp>\n\n\u003Cp>B: CLASSIFICATION AND GROUPING AS REVISED AND AGREED BETWEEN THE ASSOCIATION\nAND THE UNION AT A JOINT NEGOTIATING MEETING HELD ON 4TH NOVEMBER 2009 -\nEFFECTIVE DATE: 1ST JULY 2009\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  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>GROUP\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>FOREST SECTION\u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>MILL SECTION\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>YARD SECTION\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>ADMINISTRATION\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>General Labourer\n\n        \u003Cp>Pruner and Line Cutter\u003C\u002Fp>\n\n        \u003Cp>Drivers Mate ( Turnboy )\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Labourer\n\n        \u003Cp>Splicer Labourer\u003C\u002Fp>\n\n        \u003Cp>Saw Labourer\u003C\u002Fp>\n\n        \u003Cp>Dryer Labourer\u003C\u002Fp>\n\n        \u003Cp>Floor Block Sorter\u003C\u002Fp>\n\n        \u003Cp>Sanding Machine Labourer\u003C\u002Fp>\n\n        \u003Cp>Stacking Labourer\u003C\u002Fp>\n\n        \u003Cp>Trimsaw Labourer\u003C\u002Fp>\n\n        \u003Cp>Peeler Labourer\u003C\u002Fp>\n\n        \u003Cp>Sander Labourer\u003C\u002Fp>\n\n        \u003Cp>Box Mill Labourer\u003C\u002Fp>\n\n        \u003Cp>Other General Labourers\u003C\u002Fp>\n\n        \u003Cp>Boiler Labourer ( stocker )\u003C\u002Fp>\n\n        \u003Cp>Machine Learner less than 18 months\u003C\u002Fp>\n\n        \u003Cp>Carpenter Learner less than 18 months\u003C\u002Fp>\n\n        \u003Cp>Welder Learner less than 18 months\u003C\u002Fp>\n\n        \u003Cp>Painter Learner less than 18 months\u003C\u002Fp>\n\n        \u003Cp>Electrician less than 18 months learner\u003C\u002Fp>\n\n        \u003Cp>Mechanic Learner less than 18 months\u003C\u002Fp>\n\n        \u003Cp>Saw doctor learner less than 18 months\u003C\u002Fp>\n\n        \u003Cp>All other Artisans less than 18 months\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Labourer\n\n        \u003Cp>Loader\u003C\u002Fp>\n\n        \u003Cp>Driver's Mate\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Office Messenger\n\n        \u003Cp>Cleaner\u003C\u002Fp>\n\n        \u003Cp>Sweeper\u003C\u002Fp>\n\n        \u003Cp>Delivery — Man\u003C\u002Fp>\n\n        \u003Cp>Trainee Store- Man\u003C\u002Fp>\n\n        \u003Cp>( Less than 18 months )\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX A2\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>FOREST SECTION\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>MILL SECTION\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>YARD SECTION\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>ADMINISTRATION\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>Peeler- Axem Cross\n\n        \u003Cp>Cutter Hand\u003C\u002Fp>\n\n        \u003Cp>Logs Loader ( Manual )\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Cedar Wood Oilman\n\n        \u003Cp>Pencil Siat Sorter\u003C\u002Fp>\n\n        \u003Cp>Trimsaw Assistant\u003C\u002Fp>\n\n        \u003Cp>Press Assistant\u003C\u002Fp>\n\n        \u003Cp>Saw Doctor Learner- Less 36 months\u003C\u002Fp>\n\n        \u003Cp>Straight edge asst Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Export Bundling & Sealing\u003C\u002Fp>\n\n        \u003Cp>Artisans over 18 months\u003C\u002Fp>\n\n        \u003Cp>Hoist Crane 1 —5 tons ( Manual \u002F Automatic)\u003C\u002Fp>\n\n        \u003Cp>Folding Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Knoching Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Hand Folding Operator\u003C\u002Fp>\n\n        \u003Cp>Clips Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Veneer Saw Winder\u003C\u002Fp>\n\n        \u003Cp>Sander Assistant & or Portable or\u003C\u002Fp>\n\n        \u003Cp>Hand Sanding Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Knot Punching Machine\u003C\u002Fp>\n\n        \u003Cp>Liner feeders (Textile)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Tally Clerk\n\n        \u003Cp>Helper\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Storeman\n\n        \u003Cp>Office Assistant\u003C\u002Fp>\n\n        \u003Cp>Senior Messenger\u003C\u002Fp>\n\n        \u003Cp>Sweepers Sanitary\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX A3\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd>FOREST SECTION\u003C\u002Ftd>\n      \u003Ctd>MILL SECTION\u003C\u002Ftd>\n      \u003Ctd>YARD SECTION\u003C\u002Ftd>\n      \u003Ctd>ADMINISTRATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Straight Edge Asst Machine Operator\n\n        \u003Cp>Clipper Assistant\u003C\u002Fp>\n\n        \u003Cp>Boiler Attendant\u003C\u002Fp>\n\n        \u003Cp>Production Clerk\u003C\u002Fp>\n\n        \u003Cp>Dryer Assistant Operator\u003C\u002Fp>\n\n        \u003Cp>Assistant Thicknesser ( Planer )\u003C\u002Fp>\n\n        \u003Cp>Ass. Cross Cutter operator\u003C\u002Fp>\n\n        \u003Cp>Asst. Pulp Mixing Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Tenon Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Manual feed Sawing Machine\u003C\u002Fp>\n\n        \u003Cp>Broom Stick Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Mortice Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Floor Block Cutter\u003C\u002Fp>\n\n        \u003Cp>Asst. Peeler Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Asst. Press Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Hot Press Assistant\u003C\u002Fp>\n\n        \u003Cp>Asst. Knife Sharpening Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Manual Pallet Truck Trolley Operator\u003C\u002Fp>\n\n        \u003Cp>Pressure Impregnation Plant Operator\u002FCCA\u002FCreosote\u003C\u002Fp>\n\n        \u003Cp>Paper Ass. Rosin Chemical Plant Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Paper Asst. Rosin Chemical shooting Operator\u003C\u002Fp>\n\n        \u003Cp>Ass. Precast Machine\u003C\u002Fp>\n\n        \u003Cp>Paper Ass. Rosin pack — Clossing Machine\u003C\u002Fp>\n\n        \u003Cp>Asst. Glue Spreader\u003C\u002Fp>\n\n        \u003Cp>Asst. Dumpy level survey Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Asst. Concrete Vibrator Machine\u003C\u002Fp>\n\n        \u003Cp>Conveyor Blower Attendant\u003C\u002Fp>\n\n        \u003Cp>Asst. Lamination Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Binding Machine ( Packing )\u003C\u002Fp>\n\n        \u003Cp>Ass. Wood Mizer Machine\u003C\u002Fp>\n\n        \u003Cp>Floor Tiles Assembler\u003C\u002Fp>\n\n        \u003Cp>Paper Ass. Impregnation Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Other Assistant Machine Operators\u003C\u002Fp>\n\n        \u003Cp>Triming pump feeder\u003C\u002Fp>\n\n        \u003Cp>Dumper operator\u003C\u002Fp>\n\n        \u003Cp>Lawn mower\u003C\u002Fp>\n\n        \u003Cp>Dumper (winget)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Pressure Impregnation\u003C\u002Ftd>\n      \u003Ctd>Dresser-Unqualified\n\n        \u003Cp>Asst Storekeeper\u003C\u002Fp>\n\n        \u003Cp>Cook\u003C\u002Fp>\n\n        \u003Cp>Plant Operator\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX A4\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd>FOREST SECTION\u003C\u002Ftd>\n      \u003Ctd>MILL SECTION\u003C\u002Ftd>\n      \u003Ctd>YARD SECTION\u003C\u002Ftd>\n      \u003Ctd>ADMINISTRATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>Wheeled Tractor\n\n        \u003Cp>Driver upto 165 H.P\u003C\u002Fp>\n\n        \u003Cp>Driver ( vehicle not exceeding 2\u003C\u002Fp>\n\n        \u003Cp>tons )\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Engine Attendant\n\n        \u003Cp>Artisan over 2 years\u003C\u002Fp>\n\n        \u003Cp>Wood Wool Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Ungraded Artisan\u003C\u002Fp>\n\n        \u003Cp>Planing \u002FMoulding Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Driver ( Vehicle not exceeding 2 tons tare weight)\u003C\u002Fp>\n\n        \u003Cp>Manual \u002F screw press Machine ( Plywood back and chairs)\u003C\u002Fp>\n\n        \u003Cp>Bag packing Machine (Textile Plant )\u003C\u002Fp>\n\n        \u003Cp>Door core, Grooving Machine Flush Doors\u003C\u002Fp>\n\n        \u003Cp>Tyre Repairing Machine\u003C\u002Fp>\n\n        \u003Cp>Sewing Machine\u003C\u002Fp>\n\n        \u003Cp>In VII\u003C\u002Fp>\n\n        \u003Cp>Filter bag operator\u003C\u002Fp>\n\n        \u003Cp>Ungraded sign writer\u003C\u002Fp>\n\n        \u003Cp>Ungraded laser engraving machine operator\u003C\u002Fp>\n\n        \u003Cp>Ungraded printing machine operator\u003C\u002Fp>\n\n        \u003Cp>Winders (pp\u002Fplant)\u002Ftextile twisting machine operator\u003C\u002Fp>\n\n        \u003Cp>Lathe Machine Operator (Ungraded)\u003C\u002Fp>\n\n        \u003Cp>Thicknesser planner\u003C\u002Fp>\n\n        \u003Cp>Floor Tiles Assembler\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Driver ( Vehicle not\n\n        \u003Cp>Exceeding 2 tons )\u003C\u002Fp>\n\n        \u003Cp>Wheeled Tractor\u003C\u002Fp>\n\n        \u003Cp>Driver up to 165 HP\u003C\u002Fp>\n\n        \u003Cp>Junior Tally Clerk\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Driver ( Vehicle not\n\n        \u003Cp>exceeding 2 tons )\u003C\u002Fp>\n\n        \u003Cp>Junior Clerk\u003C\u002Fp>\n\n        \u003Cp>Security Guard\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX A5\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd>FOREST SECTION\u003C\u002Ftd>\n      \u003Ctd>MILL SECTION\u003C\u002Ftd>\n      \u003Ctd>YARD SECTION\u003C\u002Ftd>\n      \u003Ctd>ADMINISTRATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>Wheeled Tractor\n\n        \u003Cp>Driver 175 H.P and over\u003C\u002Fp>\n\n        \u003Cp>Crawler Tractor Driver upto D4 or equivalent\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Assistant Sawyer of either\n\n        \u003Cp>(a)Roller Bench\u003C\u002Fp>\n\n        \u003Cp>(b)Circular Breakdown\u003C\u002Fp>\n\n        \u003Cp>(c)Log Band Breakdown\u003C\u002Fp>\n\n        \u003Cp>(d)Band resaw\u003C\u002Fp>\n\n        \u003Cp>(e)Frame resaw\u003C\u002Fp>\n\n        \u003Cp>Splicer Operator\u003C\u002Fp>\n\n        \u003Cp>Router Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Veneer Edging Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Hoist Crane 5-10 tons\u003C\u002Fp>\n\n        \u003Cp>Hydroform Machine Brick Operator\u003C\u002Fp>\n\n        \u003Cp>Spray Painter\u003C\u002Fp>\n\n        \u003Cp>Label Printing Machine(Textile)\u003C\u002Fp>\n\n        \u003Cp>Drilling Machine(Furniture)\u003C\u002Fp>\n\n        \u003Cp>Splinter Machine(Tree Stumps)\u003C\u002Fp>\n\n        \u003Cp>Pallet assemblers\u003C\u002Fp>\n\n        \u003Cp>Quality finishing (Bundler)\u003C\u002Fp>\n\n        \u003Cp>Old cutting machines (PP\u002FPlant)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Wheeled Tractor\n\n        \u003Cp>Driver 175 H.P. and over\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX A6\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd>FOREST SECTION\u003C\u002Ftd>\n      \u003Ctd>MILL SECTION\u003C\u002Ftd>\n      \u003Ctd>YARD SECTION\u003C\u002Ftd>\n      \u003Ctd>ADMINISTRATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Pulp Mixing Machine Operator\n\n        \u003Cp>Grinding Mill Operator\u003C\u002Fp>\n\n        \u003Cp>Sawyer of the following:-\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>a)Log Band Breakdown\u003C\u002Fp>\n\n        \u003Cp>b)Circular Breakdown\u003C\u002Fp>\n\n        \u003Cp>c)Frame re-saw\u003C\u002Fp>\n\n        \u003Cp>d)Band re —saw\u003C\u002Fp>\n\n        \u003Cp>e)Roller Bench\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Sanding Machine Operator\u003C\u002Fp>\n\n        \u003Cp>( Not including Portable or Hand sanding Machine)\u003C\u002Fp>\n\n        \u003Cp>Hot Press Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Operator or any type of saw used continuously for Sawing logs and \u002F\n        or billet\u003C\u002Fp>\n\n        \u003Cp>Moulder Operator and setter\u003C\u002Fp>\n\n        \u003Cp>Digester Operator\u003C\u002Fp>\n\n        \u003Cp>Panel Sizer Operator\u003C\u002Fp>\n\n        \u003Cp>Mill Headman\u003C\u002Fp>\n\n        \u003Cp>Slicer Machine Operator\u003C\u002Fp>\n\n        \u003Cp>Control Board\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX A7\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd>FOREST SECTION\u003C\u002Ftd>\n      \u003Ctd>MILL SECTION\u003C\u002Ftd>\n      \u003Ctd>YARD SECTION\u003C\u002Ftd>\n      \u003Ctd>ADMINISTRATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IX\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Artisan with T.T Certificate Grade II\n\n        \u003Cp>Heavy Plant Operator. Dozers, Graders\u003C\u002Fp>\n\n        \u003Cp>Knife Sharpener\u003C\u002Fp>\n\n        \u003Cp>Boiler Operator In- Charge\u003C\u002Fp>\n\n        \u003Cp>Grade II laser engraving machine operator\u003C\u002Fp>\n\n        \u003Cp>Grade III laser engraving machine operator\u003C\u002Fp>\n\n        \u003Cp>Grade II Printing machine operator\u003C\u002Fp>\n\n        \u003Cp>Grade II Sign writers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Telex Operator\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>APPENDIX 8(A)\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GROUP\u003C\u002Ftd>\n      \u003Ctd>FOREST SECTION\u003C\u002Ftd>\n      \u003Ctd>MILL SECTION\u003C\u002Ftd>\n      \u003Ctd>YARD SECTION\u003C\u002Ftd>\n      \u003Ctd>ADMINISTRATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>X\u003C\u002Ftd>\n      \u003Ctd>Wheeled Log Skidder\n\n        \u003Cp>Timber Jack\u003C\u002Fp>\n\n        \u003Cp>Crawler Tractor Driver\u003C\u002Fp>\n\n        \u003Cp>D6,D7 or equivalent\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Timber Grader\u003C\u002Ftd>\n      \u003Ctd>Senior Tally Clerk\n\n        \u003Cp>Licenced Grader\u003C\u002Fp>\n\n        \u003Cp>Gate Keeper\u003C\u002Fp>\n\n        \u003Cp>Sales Counterman\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>General Clerk\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XI\u003C\u002Ftd>\n      \u003Ctd>Crawler Tractor\n\n        \u003Cp>Driver D8 and over of equivalent\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Production Charge-Hand\u003C\u002Ftd>\n      \u003Ctd>Mobile Crane Operator\n\n        \u003Cp>Senior Gate Keeper\u003C\u002Fp>\n\n        \u003Cp>Yard Foreman\u003C\u002Fp>\n\n        \u003Cp>Senior Sales\u003C\u002Fp>\n\n        \u003Cp>Counterman\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Senior Clerk\n\n        \u003Cp>Quality Controller\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>XII\u003C\u002Ftd>\n      \u003Ctd>Truck Driver (Exceeding 8 tons)\u003C\u002Ftd>\n      \u003Ctd>Artisan with TT Certificate Grade I\n\n        \u003Cp>Truck Driver (Exceeding 8 tons)\u003C\u002Fp>\n\n        \u003Cp>Saw Doctor\u003C\u002Fp>\n\n        \u003Cp>Grade I laser engraving machine operator\u003C\u002Fp>\n\n        \u003Cp>Grade I laser engraving machine operator\u003C\u002Fp>\n\n        \u003Cp>Grade I Printing machine operator\u003C\u002Fp>\n\n        \u003Cp>Grade I Sign writers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Truck Driver (Exceeding 8 tons)\u003C\u002Ftd>\n      \u003Ctd>Truck Driver (Exceeding 8 tons)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOTE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Production Charge Hand – shall be in charge of six or more employees\n– Group XI Mill Column refers\u003C\u002Fp>\n\n\u003Cp>(b) General Clerk – shall be capable of carrying out the duties of any or\nall of the clerical duties for Groups VII and X –FOREST SECTION\nAdministrative\u003C\u002Fp>\n\n\u003Cp>column refers.\u003C\u002Fp>\n\n\u003Cp>(c) Senior Tally Clerk – is a responsible person and supervises the work\nof Tally Clerks, etc\u003C\u002Fp>\n\n\u003Cp>(d) Ungraded Artisan – carries out simple repairs and maintenance work.\nShould be capable of handling tools, having acquired limited skills in\nparticular works or trades although deemed to be unqualified and not in\npossession of any trade test certificate – Group IV Mill Column refers\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"childcareleave":56,"WAGES_determined":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":70,"childcare":72,"STRUCINCR_trigger":76,"hourspday":78,"funeralpay":80,"MEALALL_trigger":84,"maternityotherclause":88,"maxsicknesspayperc":92,"mealvouchersamount":96,"OVERTIME_trigger":98,"holidaysdays":102,"healthcareaccess":106,"jobwagegroups":110,"SUNDAY_trigger":114,"ANNLEAVE_trigger":118,"healthandsafetypolicy":122,"overtimeallowanceperc1":126,"hourspweek":128,"sicknesspay":130,"dayspweek_select":132,"SCHEDULE_trigger":134,"paidpaternityleave":136,"schedulesrestpw":140,"sicknessmaxdaysnr":142,"NOCTPREM_trigger":144,"shiftallowanceamount1":148,"sundayallowanceperc1":150,"contractseverancepay1":152,"bankholidays1":156,"SENIOR_trigger":160,"sicknessmaxdays":164,"paidmaternityleave":166,"wageincreasedate":168,"contractseverancepay":170,"PAIDLEAV_trigger":172,"paidpaternityleaveduration":174},{"bindId":45,"name":46,"text":47},"disabilitypay","The provisions of the Work Injury Benefi","The provisions of the Work Injury Benefits Act 2007 shall apply for any\ninjuries which are received while on duty.",{"bindId":49,"name":50,"text":51},"hourspday_select","(a) The normal working week for employee","(a) The normal working week for employees other than watchmen shall consist\nof 44 hours of work at the rate of 8 hours per day from Monday to Friday\ninclusive and four hours of work on Saturday (hereinafter referred to as the\nnormal hours of work per week or per day) as the case may be.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(a) A female employee shall be entitled ","(a) A female employee shall be entitled to maternity leave with full pay as\nprovided for under the Employment Act, 2007.",{"bindId":57,"name":58,"text":59},"childcareleave","(b) An employee may in addition to the l","(b) An employee may in addition to the leave provided for under sub-clause\n(a) of this clause be granted 14 days compassionate leave without pay and\nwithout loss of seniority in any one year.",{"bindId":61,"name":62,"text":63},"WAGES_determined","Each employee shall be issued with a let","Each employee shall be issued with a letter or document of appointment by\nthe employer indicating the following:-\n\n\n\n(a) Name and address of the employer\n\n(b) Name of the employee\n\n(c) Date of engagement\n\n(d) Nature of work or occupation",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","The employees earning over and above the","The employees earning over and above their grade rates as at 30th June, 2013\nshall have their personal rates increased by 11% for the first year and 11% for\nthe 2nd year of the Agreement.",{"bindId":69,"name":50,"text":51},"dayspweek",{"bindId":71,"name":50,"text":51},"hourspweek_select",{"bindId":73,"name":74,"text":75},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate grounds may be, by\nagreed prior arrangements with the employer, granted such leave upto his earned\nentitlement under annual leave clause. The leave so taken may be subsequently\nset off against his annual leave.\n\n\n\n(b) An employee may in addition to the leave provided for under sub-clause\n(a) of this clause be granted 14 days compassionate leave without pay and\nwithout loss of seniority in any one year.",{"bindId":77,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":79,"name":50,"text":51},"hourspday",{"bindId":81,"name":82,"text":83},"funeralpay","In the event of death of an employee whi","In the event of death of an employee whilst in employment of the company,\nthe management shall pay the dependants\u002Fnext of kin of the deceased the sum of\nTotal Kshs. 25,000.00 towards off-setting funeral expenses. A coffin shall also\nbe provided.\n\n\n\nNothing in this clause shall prevent the employer from offering any further\nassistance either in material monetary form.",{"bindId":85,"name":86,"text":87},"MEALALL_trigger","An employee who is required to perform w","An employee who is required to perform work away from his principal place of\nemployment shall be entitled to be paid subsistence and accommodation allowance\nas shown in the table below:-\n\n\n\nSAFARI ALLOWANCE\n\n\n  \n  \n  \n  \n  \n    \n      CATEGORY\n      1ST YEAR\n      2ND YEAR\n    \n    \n      A \n\n        Breakfast\n      \n      100\n      111\n    \n    \n      B \n\n        Lunch\n      \n      238\n      264\n    \n    \n      C \n\n        Dinner\n      \n      241\n      267\n    \n    \n      D \n\n        Accommodation in Cities & townships Municipalities\n      \n      779\n      865\n    \n    \n      E \n\n        Accommodation in other areas\n      \n      438\n      486",{"bindId":89,"name":90,"text":91},"maternityotherclause","(b) Any extension of maternity leave sha","(b) Any extension of maternity leave shall be without pay. If a female\nemployee is hospitalised after the expiry of maternity leave, such employee\nshall be granted sick leave of 45 days on full pay and another 45 days on half\npay.",{"bindId":93,"name":94,"text":95},"maxsicknesspayperc","(a) After completion of the probationary","(a) After completion of the probationary period, an employee who is unable\nto carry out his\u002Fher duties due to sickness shall be entitled to sick leave\nwith full pay up to a maximum of 45 days, and another 45 days sick leave with\nhalf pay in any period of 12 months.",{"bindId":97,"name":86,"text":87},"mealvouchersamount",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","Overtime shall be paid at the following ","Overtime shall be paid at the following rates:-\n\n\n\n(i) In respect of any time worked in excess of the normal hours of work per\nday specified under clause 3 of this Agreement the employee shall be paid\novertime at one and half times his normal rate of wages per hour.",{"bindId":103,"name":104,"text":105},"holidaysdays","(a) After the completion of each period ","(a) After the completion of each period of 12 months' continuous service\nwith the employer, an employee shall be entitled to annual leave of 27 working\ndays (exclusive of Gazetted Public Holidays) with full pay.",{"bindId":107,"name":108,"text":109},"healthcareaccess","The Provisions of Section 34 of the Empl","The Provisions of Section 34 of the Employment Act 2007 shall apply.",{"bindId":111,"name":112,"text":113},"jobwagegroups","PART I: WAGES AND WAGE INCREASES (a) The","PART I: WAGES AND WAGE INCREASES\n\n\n\n(a) The basic monthly minimum wages shall be as follows:-\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      JOB GROUP\n      NBI\u002FMSA \n\n        W.E.F.\n\n        01.07.13 TO 30.06.2014\n\n        \n      \n      MUNICIPAL \n\n        W.E.F.\n\n        01.07.13 TO\n\n        30.06.2014\n\n        \n      \n      RURAL \n\n        W.E.F.\n\n        01.07.13 TO\n\n        30.06.2014\n\n        \n      \n      NBI\u002FMSA \n\n        W.E.F.\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n      MUNICIPAL \n\n        W.E.F.\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n      RURAL \n\n        W.E.F.\n\n        01.07.02014 TO\n\n        30.06.2015\n\n        \n      \n    \n    \n      I\n      10,846.00\n      9,646.00\n      7,294.00\n      12,039.00\n      10,707.00\n      8,096.00\n    \n    \n      II\n      11,192.00\n      10,118.00\n      7,770.00\n      12,423.00\n      11,231.00\n      8,625.00\n    \n    \n      III\n      12,541.00\n      11,049.00\n      8,957.00\n      13,921.00\n      12,264.00\n      9,942.00\n    \n    \n      IV\n      13,712.00\n      12,654.00\n      11,403.00\n      15,220.00\n      14,046.00\n      12,657.00\n    \n    \n      V\n      13,795.00\n      12,755.00\n      11,590.00\n      15,312.00\n      14,158.00\n      12,865.00\n    \n    \n      VI\n      17242.00\n      15,849.00\n      14,127.00\n      19,139.00\n      17,592.00\n      15,681.00\n    \n    \n      VII\n      17,313.00\n      15,935.00\n      14,174.00\n      19,217.00\n      17,688.00\n      15,733.00\n    \n    \n      VII\n      17,447.00\n      16,044.00\n      14,229.00\n      19,366.00\n      17,809.00\n      15794.00\n    \n    \n      IX\n      19,038.00\n      17,757.00\n      16,033.00\n      21,132.00\n      19,710.00\n      17,797.00\n    \n    \n      X\n      19,556.00\n      17,806.00\n      16,093.00\n      21,707.00\n      19,765.00\n      17,863.00\n    \n    \n      XI\n      20,083.00\n      18,080.00\n      16,149.00\n      22,292.00\n      20,069.00\n      17,925.00\n    \n    \n      XII\n      22,926.00\n      21,576.00\n      20,232.00\n      25,448.00\n      23,949.00\n      22,458.00",{"bindId":115,"name":116,"text":117},"SUNDAY_trigger","(ii) In respect of any time worked on a ","(ii) In respect of any time worked on a rest day or a Gazetted Public\nHoliday, an employee shall be paid overtime at double his normal rate of wages\nper day.",{"bindId":119,"name":120,"text":121},"ANNLEAVE_trigger","(c) After each period of twelve months' ","(c) After each period of twelve months' continuous service with an employer,\nan employee shall be entitled to payment by the employer of reasonable cost of\ntravel to his\u002Fher home and journey back from home to his\u002Fher place of\nemployment. Where the receipts are not available or the journey is disputed,\nthen the matter shall be resolved by the shopsteward and the Management.",{"bindId":123,"name":124,"text":125},"healthandsafetypolicy","The provisions of the Occupational Safet","The provisions of the Occupational Safety and Health Act 2007 shall\napply.",{"bindId":127,"name":100,"text":101},"overtimeallowanceperc1",{"bindId":129,"name":50,"text":51},"hourspweek",{"bindId":131,"name":94,"text":95},"sicknesspay",{"bindId":133,"name":50,"text":51},"dayspweek_select",{"bindId":135,"name":50,"text":51},"SCHEDULE_trigger",{"bindId":137,"name":138,"text":139},"paidpaternityleave","(c) A male employee shall be entitled to","(c) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":141,"name":50,"text":51},"schedulesrestpw",{"bindId":143,"name":94,"text":95},"sicknessmaxdaysnr",{"bindId":145,"name":146,"text":147},"NOCTPREM_trigger","(b)An employee working at night (i.e. be","(b)An employee working at night (i.e. between 6.00 p.m. and 6.00 a.m.) shall\nbe entitled to a night shift allowance as shown here below:-\n\n\n\n•1st year-=Kshs. 3.10\n\n•2nd year-=Kshs. 3.40",{"bindId":149,"name":146,"text":147},"shiftallowanceamount1",{"bindId":151,"name":116,"text":117},"sundayallowanceperc1",{"bindId":153,"name":154,"text":155},"contractseverancepay1","(iv) An employee declared redundant shal","(iv) An employee declared redundant shall be entitled to severance pay at\nthe rate of 20 days pay for each completed year of service.",{"bindId":157,"name":158,"text":159},"bankholidays1","(a) All Gazetted Public Holidays will be","(a) All Gazetted Public Holidays will be granted as days off with full\npay.\n\nNew Year Day\n\nGood Friday\n\nEaster Monday\n\nMashujaa Day\n\nMadaraka Day\n\nJamuhuri Day\n\nIdd-Ul-Fitr\n\nBoxing Day\n\nChristmas Day\n\nLabour Day",{"bindId":161,"name":162,"text":163},"SENIOR_trigger","Wages to be paid as shown on table(s) be","Wages to be paid as shown on table(s) below. The basic monthly minimum wage\nshall be as follows; including Seniority\n\n\n\n(a) (5-10 YEARS) - 2%\n...............................................................\n.......................................................................................................(5\n- 10 YEARS - 2%)\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      JOB GROUP\n      NBI\u002FMSA\n\n        W.E.F.\n\n        01.07.2013TO 30.06.2014\n\n        \n      \n      MUNICIPAL\n\n        W.E.F.\n\n        01.07.2013 TO\n\n        30.06.2014\n\n        \n      \n      RURAL\n\n        W.E.F.\n\n        01.07.13 TO\n\n        30.06.2014\n\n        \n      \n      NBI\u002FMSA\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n      MUNICIPAL\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n      RURAL\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n    \n    \n      I\n      11,063.00\n      9,839.00\n      7,440.00\n      12,280.00\n      10,921.00\n      8,258.00\n    \n    \n      II\n      11,416.00\n      10,320.00\n      7.925.00\n      12,671.00\n      11,456.00\n      8,798.00\n    \n    \n      III\n      12,792.00\n      11,270.00\n      9,136.00\n      14,199.00\n      12,509.00\n      10,141.00\n    \n    \n      IV\n      13,986.00\n      12,907.00\n      11,631.00\n      15,524.00\n      14,327.00\n      12,910.00\n    \n    \n      V\n      14.071.00\n      13,010.00\n      11,822.00\n      15,618.00\n      14,441.00\n      13,122.00\n    \n    \n      VI\n      17,587.00\n      16,166.00\n      14,410.00\n      19,522.00\n      17,944.00\n      15,995.00\n    \n    \n      VII\n      17,659.00\n      16,254.00\n      14,457.00\n      19,601.00\n      18,042.00\n      16,048.00\n    \n    \n      VIII\n      17,796.00\n      16,365.00\n      14,514.00\n      19,753.00\n      18,165.00\n      16,110.00\n    \n    \n      IX\n      19,419.00\n      18,112.00\n      16,304.00\n      21,555.00\n      20,104.00\n      18,153.00\n    \n    \n      X\n      19,947.00\n      18,167.00\n      16,415.00\n      22,141.00\n      20,160.00\n      18,220.00\n    \n    \n      XI\n      20,485.00\n      18,442.00\n      16,472.00\n      22,738.00\n      20,470.00\n      18,284.00\n    \n    \n      XII\n      23,385.00\n      22,008.00\n      20,637.00\n      25,957.00\n      24,428.00\n      22,907.00\n    \n  \n\n\n\n\n(b) (10 YEARS ONWARDS) –\n4%........................................................................................................................................(10\nYEARS ONWARDS) – 4%\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      JOB GROUP\n\n        \n\n        \n      \n      NBI\u002FMSA\n\n        W.E.F.\n\n        01.07.2013 TO 30.06.2014\n      \n      MUNICIPAL\n\n        W.E.F.\n\n        01.07.2013 TO\n\n        30.06.2014\n\n        \n      \n      RURAL\n\n        W.E.F.\n\n        01.07.13 TO\n\n        30.06.2014\n\n        \n      \n      NBI\u002FMSA\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n      MUNICIPAL\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n      RURAL\n\n        01.07.2014 TO\n\n        30.06.2015\n\n        \n      \n    \n    \n      I\n      11,280.00\n      10,032.00\n      7,586.00\n      12,521.00\n      11,135.00\n      8,420.00\n    \n    \n      II\n      11,640.00\n      \n      10,523.00\n      8,081.00\n      12,920.00\n      11,680.00\n      8,970.00\n    \n    \n      III\n      13,043.00\n      11,491.00\n      9,315.00\n      14,498.00\n      12,755.00\n      10,340.00\n    \n    \n      IV\n      14,260.00\n      13,160.00\n      11,859.00\n      15,829.00\n      14,608.00\n      13,163.00\n    \n    \n      V\n      14,349.00\n      13,265.00\n      12,059.00\n      15,924.00\n      14,724.00\n      13,380.00\n    \n    \n      VI\n      17,932.00\n      16,483.00\n      14,692.00\n      19,905.00\n      18,296.00\n      16,308.00\n    \n    \n      VII\n      18,006.00\n      16,572.00\n      14,741.00\n      19,986.00\n      18,396.00\n      16,362.00\n    \n    \n      VIII\n      18,145.00\n      16,686.00\n      14,798.00\n      20,141.00\n      18,521.00\n      16,426.00\n    \n    \n      IX\n      19,800.00\n      18,467.00\n      16,674.00\n      21,977.00\n      20,498.00\n      18,509.00\n    \n    \n      X\n      20,338.00\n      18,518.00\n      16,737.00\n      22,575.00\n      20,556.00\n      18,578.00\n    \n    \n      XI\n      20,886.00\n      18,803.00\n      16,795.00\n      23,184.00\n      20,872.00\n      18,642.00\n    \n    \n      XII\n      23,843.00\n      22,439.00\n      21,041.00\n      26,466.00\n      24,907.00\n      23,356.00",{"bindId":165,"name":94,"text":95},"sicknessmaxdays",{"bindId":167,"name":54,"text":55},"paidmaternityleave",{"bindId":169,"name":66,"text":67},"wageincreasedate",{"bindId":171,"name":154,"text":155},"contractseverancepay",{"bindId":173,"name":104,"text":105},"PAIDLEAV_trigger",{"bindId":175,"name":138,"text":139},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Timber Industries Employers Association - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of furniture, Manufacture of wood and of products of wood and cork, except furniture; manufacture of articles of straw and plaiting materials\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → The Timber Industries Employers Association\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 Building, Construction, Timber, Furniture and Allied Employees Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 38 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\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: → 14 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.5\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 27.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), 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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-06\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 3.4 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \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                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Allowance for seniority: → 2.0 % of basic wage\n                \u003C\u002Fdiv>\n\n                \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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 238.0 per meal\n            \u003C\u002Fdiv>\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",[181],{"title":37,"slug":33},[183],{"type":184,"data":185},"call_to_action_body_block",{"title":186,"description":187,"variant":188,"link":189},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":186,"url":190,"description":186,"rel":191,"type":192},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[194],{"type":184,"data":195},{"title":186,"description":187,"variant":188,"link":196},{"title":186,"url":190,"description":186,"rel":191,"type":192},[]]