[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-uni-plastics-limited-and-kenya-chemical-and-allied-workers-union":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":150,"content_type_view":151,"extra_breadcrumbs":152,"body":154,"body_blocks":165,"related_pages":169},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":148,"translations":149},{"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-uni-plastics-limited-and-kenya-chemical-and-allied-workers-union","3b169dfe-c0b7-11e3-b248-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-uni-plastics-limited-and-kenya-chemical-and-allied-workers-union\u002Fmemorandum-of-agreement-between-uni-plastics-limited-and-kenya-chemical-and-allied-workers-union\u002F","Memorandum of Agreement between Uni-Plastics Limited and Kenya Chemical and Allied Workers’ Union - 2013","KEN Uni-Plastics Limited - 2012","Kenya - KEN Uni-Plastics Limited - 2012","KEN Uni-Plastics Limited - 2012 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN UNIPLASTICS LIMITED OF THE FIRST PART AND KENYA CHEMICAL AND ALLIED WORKERS UNION.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>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 UNI-PLASTICS LIMITED (HEREINAFTER CALLED\nTHE “COMPANY”) OF THE FIRST PART AND KENYA CHEMICAL AND ALLIED WORKERS’\nUNION(HEREINAFTER CALLED THE “UNION”) OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1: TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. SUBJECT MATTER\u003C\u002Fh2>\n\n\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by the parties to it, and shall apply to all employees covered by the\nRecognition Agreement signed between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. EMPLOYEES IN ACTING CAPACITY\u003C\u002Fh2>\n\n\u003Cp>An employee who is temporarily appointed or promoted to any acting capacity\nfor a minimum period of 14 days in any period of 12 consecutive months, shall\nreceive such rate of pay, where such acting capacity carries a higher rate of\npay than the job in which he\u002Fshe is normally employed, and shall revert to\nhis\u002Fher former rate of pay immediately on reverting to his\u002Fher former job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of forty-four hours per week, exclusive of the meal break\nhours, provided that an employee who is required to work in excess of such\nhours shall be paid for such excess hours at the appropriate rate as provided\nby clause 4 of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>(a) For hours worked on weekdays in excess of hours set in clause 3 – Time\nand half.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) For hours worked on Saturdays in excess of hours set in Clause 3 –\nTime and half\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(c) For hours worked on Sundays and Gazetted Public Holidays – Double\nTime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nshall be paid double as provided by clause 4 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. ANNUAL PAID LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) Employees of the company will be entitled to annual paid leave of 24\nworking days after every 12 completed months of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In the event of the Gazetted Public Holidays falling within the leave\nperiod, such public holiday shall be added to the leave entitlements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The date of an employee’s leave shall normally fall after the\ncompletion of every 12 months service from his\u002Fher date of engagement but will\nbe taken at the convenience of the company.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>7. COMPASSIONATE LEAVE AND LEAVE OF ABSENCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee may be given compassionate leave or leave of absence at the\ndiscretion of the company. Such leave, which shall not be unreasonably refused\nnor unnecessarily delayed, shall not normally be paid but may be paid at the\ndiscretion of the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>8. 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>An employee who is unable to carry out his\u002Fher duties by reason of sickness\nor injury falling without the provisions of the Work Injury Benefits Act 2007\nshall be entitled in any period of twelve months to full pay for the first 30\ndays absence from work and half pay for the next 30 days absence from work,\nsubject to the production of a medical certificate testifying to the need for\nsuch absence. Sick leave with pay may be extended beyond the period stipulated\nabove at the discretion of the company. The medical certificate will be\nacceptable only from Government or Local Authority Hospital or Health\nCentre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9. INJURY BY ACCIDENT\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>In the case of accident covered by Work Injury Benefits Act, 2007, full pay\nwill be given to the employee during a period of certified temporary\ndisability.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>10. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who is absent from his normal place of work on company’s\nbusiness, shall be granted a safari allowance of Kshs.670\u002F- per day to cover\nlodgings, meals and expenses appropriate to the employee’s employment with\nthe company where such expenses are incurred, broken down as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast-Kshs.............................130.00\u003C\u002Fp>\n\n\u003Cp>Lunch-Kshs..................................140.00\u003C\u002Fp>\n\n\u003Cp>Supper-Kshs................................150.00\u003C\u002Fp>\n\n\u003Cp>Accommodation-Kshs..................250.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Safari Allowance will stay the same for the duration of the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11.CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On ceasing to be an employee of the company, an employee shall be issued\nwith a certificate of service, which shall contain the following information,\nprovided that the company shall reserve the right to withhold any information\nwhich it considers may be prejudicial to the interest of either the company or\nthe employee:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Name\u003C\u002Fp>\n\n\u003Cp>Identity\u003C\u002Fp>\n\n\u003Cp>The date of first appointment\u003C\u002Fp>\n\n\u003Cp>Trade or occupation\u003C\u002Fp>\n\n\u003Cp>Date of Termination of Appointment\u003C\u002Fp>\n\n\u003Cp>Total Service Rendered\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>12. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Except where an employee is summarily dismissed for gross misconduct or\nother lawful cause as prescribed in the Employment Act and provided the\nprobationary period has been completed, either party will be required to give\none month’s notice of termination of service or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. WARNING SYSTEM\u003C\u002Fh2>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning which shall be entered\nin the employee’s employment record card and shall remain valid for a period\nof 12 months from the date of issue. If, within the 12 months period the\nemployee commits a similar or any other offence which does not warrant\ndismissal, he will be further warned in his employment record card and the two\nwarnings shall remain valid for a period of 12 months from the date of issue.\nIf within these 12 months period the employee commits a further offence which\ndoes not warrant dismissal, he will be further warned in his employment record\ncard and the three warnings shall remain valid for a period of 12 months from\nthe date of issue. If within these 12 months period the employee commits a\nfurther offence which does not warrant dismissal he will be issued with a final\nletter of warning which will make him liable to summary dismissal for any other\noffence which he may commit thereafter. A final letter of warning will remain\nvalid for a period of one year from the date of issue. A copy of final warning\nshall be sent to the General Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during the first month,\nservices will be terminable by either party by giving 48 hours notice or pay in\nlieu thereof. During the 2nd and 3rd months, services will be terminable by 7\ndays notice or pay in lieu thereof.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>The provision of the Employment Act 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>16. DEFINITION OF EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>It is understood and agreed that the word “employee; in this Agreement\nshall cover all employees regardless of sex unless specifically stated\notherwise.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>17. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on authorized annual leave will be paid leave travel\nallowance of Two Thousands One Hundred and Fifty (Shs.2,150\u002F-) p.a. for the\nduration of the Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>18. UNIFORMS, OVERALLS AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight focus\">\u003Cp>The company shall issue an employee who is required to wear uniforms or\noveralls by nature of his\u002Fher work or in accordance with the provisions of the\nOccupation Safety and Health Act with two pairs of uniforms or overalls free of\ncharge. Such uniforms or overalls shall be replaced with new pairs annually.\nThe company shall supply the employees with reasonable washing materials.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>The company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the Laws of Kenya\nrelative to Employment of Persons Medical Treatment Rules. The payment of\nmedical expenses will be made to all employees of the company, provided that\nsuch illness are those covered by the Act, and treatment carried out in any\nrecognized medical institution.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. REDUNDANCY PROBLEMS\u003C\u002Fh2>\n\n\u003Cp>(a) Definition\u003C\u002Fp>\n\n\u003Cp>“Redundancy” means the loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee involving termination of\nemployment at the initiative of the employer when the services of an employee\nare superfluous, and the practices commonly known as abolition of office, job\nor occupation and loss of employment due to the Kenyanisation of a business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and, therefore, eligible\nfor the entitlements outlined in clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Consultation\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to hold prior discussions\nwith the union concerning the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employees to be declared redundant, the company will\nassess the relative merits, ability and reliability of the affected employees,\nbut when these factors are equal, the discharge will be on the basis of\nseniority. Membership or non-membership of the Union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement\u003C\u002Fp>\n\n\u003Cp>Redundant employee will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant, he will be entitled\nto:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The normal notice or pay in lieu of notice as defined in the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and any other remuneration which may be due\nto him calculated up to the date on which he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Pro-rata leave and leave allowance entitlement in accordance with the\nAgreement.\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) Severance pay on the basis of ½ month’s pay for each completed year\nof service. Provident Fund and other retirement benefits are not way affected\nby those arrangements.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>21. RETIREMENT BENEFITS\u002FGRATUITY\u003C\u002Fh2>\n\n\u003Cp>An employee may be retired by the company when he\u002Fshe attains the age of\nfifty five or is declared medically unfit to perform his\u002Fher duties by a\nrecognized medical institution, shall be entitled to a gratuity of fifteen days\n(15) for each completed year of service to be based on his\u002Fher current earnings\nper month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The service of the employee for this purpose shall be deemed to have\ncommenced on 1st January 1984.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employee has completed continuous service for 10 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee who resigns or is dismissed for misconduct, viz.\ndisobedience, dishonest, insolvency, negligence, incompetence or absence from\nduty without the company’s permission, etc, shall not be entitled to benefits\nunder this clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Should the company effect a pension scheme acceptable to the Union, this\nclause on gratuity shall cease to be effective and gratuity shall become\npayable in accordance with the rules of the Pension Scheme.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>22. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>(a) When the death of an employee, from any cause whatsoever, is brought to\nthe notice or comes to the knowledge of his employer, the employer shall as\nsoon as practicable, thereafter give notice thereof in the prescribed form to\nthe Occupational and Health Safety Officer. If there is no Occupational and\nHealth Safety Officer, to the County Commissioner of the County in which the\nemployee is employed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall pay to the Occupational and Health Safety Officer or\nCounty Commissioner, as the case may be, all the wages due to the employee at\nthe date of his death and shall deliver to him all property belonging to the\ndeceased employee for transmission to the person legally entitled thereto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Should any employee, during the course of his employment, be killed or\nincapacitated by injury for a period exceeding three days, his employer shall,\nas soon as practicable, send to the Occupational and Health Safety Officer, or\nif there is no Occupational and Health Safety Officer, to the County\nCommissioner, a report in the prescribed form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The employer shall provide transport for the deceased to his\u002Fher\nhome.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>23. NIGHT TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>Night transport shall be provided to outgoing second shift workers and\nin-coming third shift workers only.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>24. SHIFT DIFFERENTIAL\u002FALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Shift workers who work on the 2nd or 3rd shifts shall be paid a compensatory\nallowance of Kshs.525\u002F- per month for the entire period of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>25. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>All existing employees will receive house allowance increase of Kshs.200\u002F-\nfirst year, another increase of Kshs.200\u002F- second year and Kshs.200\u002F- for the\nthird year of the agreement.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>26. WAGE INCREASE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>Employees of the company whose salaries\u002Fwages are above minimum rates of pay\nof their respective grades shall get a general increase as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>(i) Those earning less than Kshs.20,000\u002F- per month will receive 10%\nincrease in the 1st year, 10% increase in the 2nd year and 10% increase in the\n3rd year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Those earning more than Kshs.20,000\u002F- per month will receive 6%\nincrease in the 1st year and 6%, increase in the 2nd year and 6% increase in\nthe 3rd year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>27. CASUAL EMPLOYEES RATE PER DAY\u003C\u002Fh2>\n\n\u003Cp>A casual employee will be paid wages based on the existing Wages Order for\nthe term of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be effective from the 1st day of January 2012 and it\nshall remain in force for a period of three years and thereafter until it is\namended by mutual agreement between the two parties, provided that the party\ndesiring to amend or terminate the agreement shall give in writing one\nmonth’s notice of their intention and shall set out in detail the amendments\nor alterations which it desires to make.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF UNIPLASTICS LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>JITENDRA H. SHAH\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF KENYA CHEMICAL AND ALLIED WORKERS UNIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>WERE D. OGUTU, OGW\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>JAMES O. OBURA\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………........\u003C\u002Fp>\n\n\u003Cp>JACOB ODUNDO\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>CHARLES OMONDI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………….\u003C\u002Fp>\n\n\u003Cp>ANTHONY MUSYOKA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF :\n……………………………………………………….\u003C\u002Fp>\n\n\u003Cp>ABISAI O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER – F.K.E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AT NAIROBI THIS DAY OF 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>APPENDIX ‘A’\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>JOB GRADING\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SPECIAL GRADE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade covers highly experienced employees who have been awarded full\nresponsibility of running the machinery with range of production and mechanism\ne.g.:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Extruder\u003C\u002Fp>\n\n\u003Cp>(b) Printing Machine\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>There are employees who require no supervision – fitter and artisans with\nGrade I Government Trade Test Certificate or equivalent experience will be\nclassified in this grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade covers employees with 3 years experience and capable of working\non their own initiative and whose duties require minimum supervision, e.g.\nMachine Operator with three years experience:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Extruder Machines\u003C\u002Fp>\n\n\u003Cp>(ii) Printing Machines\u003C\u002Fp>\n\n\u003Cp>(iii) Artisans with Grade II Government Trade Test Certificate will be\nclassified in this grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>People in Grade I should be able to set the machines, take out correct sizes\nand gauges, be able to change dies, crossheads and carry out minor repairs to\nthe machines. In printing they should be able to set the stereos and do the\nquality printing as instructed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE II\u003C\u002Fp>\n\n\u003Cp>This grade covers experienced employees capable of running the following\nmachines with minimum supervision and with 2 years practical experience.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Extruder Machines\u003C\u002Fp>\n\n\u003Cp>(ii) Printing Machines\u003C\u002Fp>\n\n\u003Cp>(iii) Bag Making Machines\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These only need frequent visiting for any abnormalities and Artisans Grade\nIII will be classified in this Grade. Covers Bag Making Machine Attendants who\nare able to set the sizes, temperature, printing and can produce the required\nwork as per instructions with a very minimum supervision. The Slitting Machine\nOperators are also included in this grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE III\u003C\u002Fp>\n\n\u003Cp>This covers Packers, Sealing Machine, Stereo Mounter and Hoppers Feeder,\nthese should at least have one year’s experience and include Van Labourers,\nLabourer, (stores) tea makers and cleaners.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"wageincreaseperc1":52,"hourspweek_select":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":68,"paidmaternityleaveduration":72,"maxsicknesspayperc":76,"jobclassifaction1":80,"OVERTIME_trigger":84,"holidaysdays":88,"healthcareaccess":92,"SUNDAY_trigger":96,"ANNLEAVE_trigger":100,"healthandsafetypolicy":104,"overtimeallowanceperc1":108,"hourspweek":110,"contracttrial":112,"sicknesspay":114,"SCHEDULE_trigger":116,"paidpaternityleave":120,"schedulesrestpw":122,"sicknessmaxdaysnr":124,"sundayallowanceperc1":126,"annleaveallowanceamount1":128,"contractseverancepay1":130,"bankholidays1":134,"sicknessmaxdays":138,"paidmaternityleave":140,"contractseverancepay":142,"PAIDLEAV_trigger":144,"paidpaternityleaveduration":146},{"bindId":45,"name":46,"text":47},"disabilitypay","In the case of accident covered by Work ","In the case of accident covered by Work Injury Benefits Act, 2007, full pay\nwill be given to the employee during a period of certified temporary\ndisability.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","All employees shall be considered to be ","All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during the first month,\nservices will be terminable by either party by giving 48 hours notice or pay in\nlieu thereof. During the 2nd and 3rd months, services will be terminable by 7\ndays notice or pay in lieu thereof.",{"bindId":53,"name":54,"text":55},"wageincreaseperc1","(i) Those earning less than Kshs.20,000\u002F","(i) Those earning less than Kshs.20,000\u002F- per month will receive 10%\nincrease in the 1st year, 10% increase in the 2nd year and 10% increase in the\n3rd year.",{"bindId":57,"name":58,"text":59},"hourspweek_select","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise, a total of forty-four hours per week, exclusive of the meal break\nhours, provided that an employee who is required to work in excess of such\nhours shall be paid for such excess hours at the appropriate rate as provided\nby clause 4 of this Agreement.",{"bindId":61,"name":62,"text":63},"childcare","An employee may be given compassionate l","An employee may be given compassionate leave or leave of absence at the\ndiscretion of the company. Such leave, which shall not be unreasonably refused\nnor unnecessarily delayed, shall not normally be paid but may be paid at the\ndiscretion of the company.",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","Employees of the company whose salaries\u002F","Employees of the company whose salaries\u002Fwages are above minimum rates of pay\nof their respective grades shall get a general increase as follows:\n\n\n\n(i) Those earning less than Kshs.20,000\u002F- per month will receive 10%\nincrease in the 1st year, 10% increase in the 2nd year and 10% increase in the\n3rd year.\n\n\n\n(ii) Those earning more than Kshs.20,000\u002F- per month will receive 6%\nincrease in the 1st year and 6%, increase in the 2nd year and 6% increase in\nthe 3rd year.",{"bindId":69,"name":70,"text":71},"funeralpay","(a) When the death of an employee, from ","(a) When the death of an employee, from any cause whatsoever, is brought to\nthe notice or comes to the knowledge of his employer, the employer shall as\nsoon as practicable, thereafter give notice thereof in the prescribed form to\nthe Occupational and Health Safety Officer. If there is no Occupational and\nHealth Safety Officer, to the County Commissioner of the County in which the\nemployee is employed.\n\n\n\n(b) The employer shall pay to the Occupational and Health Safety Officer or\nCounty Commissioner, as the case may be, all the wages due to the employee at\nthe date of his death and shall deliver to him all property belonging to the\ndeceased employee for transmission to the person legally entitled thereto.\n\n\n\n(c) Should any employee, during the course of his employment, be killed or\nincapacitated by injury for a period exceeding three days, his employer shall,\nas soon as practicable, send to the Occupational and Health Safety Officer, or\nif there is no Occupational and Health Safety Officer, to the County\nCommissioner, a report in the prescribed form.\n\n\n\n(d) The employer shall provide transport for the deceased to his\u002Fher\nhome.",{"bindId":73,"name":74,"text":75},"paidmaternityleaveduration","The provision of the Employment Act 2007","The provision of the Employment Act 2007 shall apply.",{"bindId":77,"name":78,"text":79},"maxsicknesspayperc","An employee who is unable to carry out h","An employee who is unable to carry out his\u002Fher duties by reason of sickness\nor injury falling without the provisions of the Work Injury Benefits Act 2007\nshall be entitled in any period of twelve months to full pay for the first 30\ndays absence from work and half pay for the next 30 days absence from work,\nsubject to the production of a medical certificate testifying to the need for\nsuch absence. Sick leave with pay may be extended beyond the period stipulated\nabove at the discretion of the company. The medical certificate will be\nacceptable only from Government or Local Authority Hospital or Health\nCentre.",{"bindId":81,"name":82,"text":83},"jobclassifaction1","JOB GRADING SPECIAL GRADE This grade cov","JOB GRADING\n\n\n\nSPECIAL GRADE\n\n\n\nThis grade covers highly experienced employees who have been awarded full\nresponsibility of running the machinery with range of production and mechanism\ne.g.:\n\n\n\n(a) Extruder\n\n(b) Printing Machine\n\n\n\nThere are employees who require no supervision – fitter and artisans with\nGrade I Government Trade Test Certificate or equivalent experience will be\nclassified in this grade.\n\n\n\nGRADE I\n\n\n\nThis grade covers employees with 3 years experience and capable of working\non their own initiative and whose duties require minimum supervision, e.g.\nMachine Operator with three years experience:-\n\n\n\n(i) Extruder Machines\n\n(ii) Printing Machines\n\n(iii) Artisans with Grade II Government Trade Test Certificate will be\nclassified in this grade.\n\n\n\nPeople in Grade I should be able to set the machines, take out correct sizes\nand gauges, be able to change dies, crossheads and carry out minor repairs to\nthe machines. In printing they should be able to set the stereos and do the\nquality printing as instructed.\n\n\n\nGRADE II\n\nThis grade covers experienced employees capable of running the following\nmachines with minimum supervision and with 2 years practical experience.\n\n\n\n(i) Extruder Machines\n\n(ii) Printing Machines\n\n(iii) Bag Making Machines\n\n\n\nThese only need frequent visiting for any abnormalities and Artisans Grade\nIII will be classified in this Grade. Covers Bag Making Machine Attendants who\nare able to set the sizes, temperature, printing and can produce the required\nwork as per instructions with a very minimum supervision. The Slitting Machine\nOperators are also included in this grade.\n\n\n\nGRADE III\n\nThis covers Packers, Sealing Machine, Stereo Mounter and Hoppers Feeder,\nthese should at least have one year’s experience and include Van Labourers,\nLabourer, (stores) tea makers and cleaners.",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","(a) For hours worked on weekdays in exce","(a) For hours worked on weekdays in excess of hours set in clause 3 – Time\nand half.\n\n\n\n(b) For hours worked on Saturdays in excess of hours set in Clause 3 –\nTime and half",{"bindId":89,"name":90,"text":91},"holidaysdays","(a) Employees of the company will be ent","(a) Employees of the company will be entitled to annual paid leave of 24\nworking days after every 12 completed months of service.",{"bindId":93,"name":94,"text":95},"healthcareaccess","The company undertakes to pay the cost o","The company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the Laws of Kenya\nrelative to Employment of Persons Medical Treatment Rules. The payment of\nmedical expenses will be made to all employees of the company, provided that\nsuch illness are those covered by the Act, and treatment carried out in any\nrecognized medical institution.",{"bindId":97,"name":98,"text":99},"SUNDAY_trigger","(c) For hours worked on Sundays and Gaze","(c) For hours worked on Sundays and Gazetted Public Holidays – Double\nTime.",{"bindId":101,"name":102,"text":103},"ANNLEAVE_trigger","An employee proceeding on authorized ann","An employee proceeding on authorized annual leave will be paid leave travel\nallowance of Two Thousands One Hundred and Fifty (Shs.2,150\u002F-) p.a. for the\nduration of the Agreement.",{"bindId":105,"name":106,"text":107},"healthandsafetypolicy","The company shall issue an employee who ","The company shall issue an employee who is required to wear uniforms or\noveralls by nature of his\u002Fher work or in accordance with the provisions of the\nOccupation Safety and Health Act with two pairs of uniforms or overalls free of\ncharge. Such uniforms or overalls shall be replaced with new pairs annually.\nThe company shall supply the employees with reasonable washing materials.",{"bindId":109,"name":86,"text":87},"overtimeallowanceperc1",{"bindId":111,"name":58,"text":59},"hourspweek",{"bindId":113,"name":50,"text":51},"contracttrial",{"bindId":115,"name":78,"text":79},"sicknesspay",{"bindId":117,"name":118,"text":119},"SCHEDULE_trigger","(b) For hours worked on Saturdays in exc","(b) For hours worked on Saturdays in excess of hours set in Clause 3 –\nTime and half\n\n\n\n(c) For hours worked on Sundays and Gazetted Public Holidays – Double\nTime.",{"bindId":121,"name":74,"text":75},"paidpaternityleave",{"bindId":123,"name":118,"text":119},"schedulesrestpw",{"bindId":125,"name":78,"text":79},"sicknessmaxdaysnr",{"bindId":127,"name":98,"text":99},"sundayallowanceperc1",{"bindId":129,"name":102,"text":103},"annleaveallowanceamount1",{"bindId":131,"name":132,"text":133},"contractseverancepay1","(iv) Severance pay on the basis of ½ mon","(iv) Severance pay on the basis of ½ month’s pay for each completed year\nof service. Provident Fund and other retirement benefits are not way affected\nby those arrangements.",{"bindId":135,"name":136,"text":137},"bankholidays1","An employee shall normally be granted le","An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nshall be paid double as provided by clause 4 above.",{"bindId":139,"name":78,"text":79},"sicknessmaxdays",{"bindId":141,"name":74,"text":75},"paidmaternityleave",{"bindId":143,"name":132,"text":133},"contractseverancepay",{"bindId":145,"name":90,"text":91},"PAIDLEAV_trigger",{"bindId":147,"name":74,"text":75},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Uni-Plastics Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of rubber and plastic products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Uni-Plastics Limited \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Chemical and Allied Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → 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: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 2150.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[153],{"title":37,"slug":33},[155],{"type":156,"data":157},"call_to_action_body_block",{"title":158,"description":159,"variant":160,"link":161},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":158,"url":162,"description":158,"rel":163,"type":164},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[166],{"type":156,"data":167},{"title":158,"description":159,"variant":160,"link":168},{"title":158,"url":162,"description":158,"rel":163,"type":164},[]]