[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-welding-alloys-limited-and-amalgamated-union-of-kenya-metal-workers":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":167,"content_type_view":168,"extra_breadcrumbs":169,"body":171,"body_blocks":182,"related_pages":186},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":165,"translations":166},{"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-welding-alloys-limited-and-amalgamated-union-of-kenya-metal-workers","c3ae50b8-bfb2-11e3-917b-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-welding-alloys-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fmemorandum-of-agreement-between-welding-alloys-limited-and-amalgamated-union-of-kenya-metal-workers\u002F","Memorandum of Agreement between Welding Alloys Limited and Amalgamated Union of Kenya Metal Workers","KEN Welding Alloys Limited - 2013","Kenya - KEN Welding Alloys Limited - 2013","KEN Welding Alloys Limited - 2013 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN WELDING ALLOYS LIMITED AND AMALGAMATED UNION OF KENYA METAL WORKERS.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN WELDING ALLOYS LIMITED (HEREINAFTER CALLED\nTHE \"COMPANY\" OF THE FIRST PART) AND AMALGAMATED UNION OF KENYA METAL WORKERS\n(HEREINAFTER CALLED THE \"UNION\" OF THE SECOND PART)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties to this Agreement meeting together in free and voluntary\nAssociation have determined to regulate relations between the said parties in\nthe interest of the promotion of sound Industrial Relations, the Economic well\nbeing of the Company, its workers and Management. In order to achieve these\naims, they have agreed to provide:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Machinery for the speedy settlement of Industrial disputes.\u003C\u002Fp>\n\n\u003Cp>b) A channel of communications between Management and the Workers\u003C\u002Fp>\n\n\u003Cp>c) Collective Bargaining for negotiations on terms and conditions of\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1: TERMS AND CONDITIONS OF EMPLOYMENT\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\u003Ch2>2. WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>The normal working hours shall be 45 hours a week, spread over six days of\nthe week, 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 3 of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>a) For hours worked on Monday to Saturday in excess of hours set out in\nclause 2 - Time and a half.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) For hours worked on Saturday excess of hours set out in clause 2 - time\nand a half\u003C\u002Fp>\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 Sunday or Gazetted Public Holidays - double time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cp>a) Any employee who has completed 12 months uninterrupted service or more\nwith the company shall be entitled to annual leave as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Employees who have less than 8 years service 29 working days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii) Employees with 8 years and above 31 working days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The full leave period will be determined by the Employers and has the\nright on compassionate grounds to allow otherwise depending on manufacturing\ndemands.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. L EAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on annual leave will be entitled to leave travelling\nallowance of Kshs.3,500\u002F-.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>6. 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 which leave shall not be unreasonably refused or\ndelayed. Such leave may either be deducted from annual leave or be unpaid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. 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>After three (3) months continuous service with the company an employee shall\nbe entitled to sick leave as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) An employee with up to five (5) years of service shall be entitled to one\nmonth's sick leave with full pay and thereafter one month's sick leave with\nhalf pay in each period of twelve months consecutive service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee with over five (5) years service shall be entitled to 60 days\nsick leave with full pay and thereafter 90 days sick leave with half pay in\neach period of twelve months consecutive service.\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>\u003C\u002Fp>\n\n\u003Cp>i) An employee shall not be entitled to such leave unless he produces to the\nemployer a certificate of incapacity covering the period of sick leave claimed\nsigned by a duly qualified medical practitioner or a person acting on behalf of\nthe medical practitioner in charge of a dispensary or a medical aid centre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) An employee shall not be eligible for sick leave under this clause in\nrespect of any incapacity due to gross negligence on his part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) An employee on sick leave will produce a certificate of incapacity to\nwork signed by a duly qualified medical practitioner or a person acting on\nbehalf of the medical practitioner in charge of a dispensary or a medical aid\ncentre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) Every female employee shall be entitled to three months maternity leave\nwith full pay. Provided that a woman who has taken three months maternity leave\nshall not forfeit her annual leave in that year. Such an employee shall, also,\nbe entitled to leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(b) 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\u003Cp>(c) An employee who wishes to proceed on Annual Leave, Maternity leave or\npaternity leave shall apply for the leave 14 days in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. SAFARI SUBSISTENCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cp>An employee who is required to perform work away from his\u002Fher normal area of\nemployment shall be entitled to the paid meals and accommodation allowance as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast-Kshs..................... 400\u002F=\u003C\u002Fp>\n\n\u003Cp>Lunch-Kshs.......................... 575\u002F=\u003C\u002Fp>\n\n\u003Cp>Supper-Kshs........................ 575\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation-Kshs......... 1300\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>After completion of probationary period, the contract of employment shall be\nterminated by either giving the following notice or payment in lieu\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) An employee with one month to 5 years service - one month's notice or pay\nin lieu which shall be inclusive of house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee with 5-10 years service - two months' notice or pay in lieu\nwhich shall be inclusive of house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) An employee with over 10 years service and above - three months notice or\npay in lieu which shall be inclusive of house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Nothing in this clause shall prejudice the right of either party to\nterminate the contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. WARNING PROCEDURE\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 written warning which should be entered\nin the employment record file\u002Fcard and shall remain valid for a period of\ntwelve months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) If within the twelve months an employee commits a similar or another\noffence which does not warrant dismissal, he will be further warned in writing\nin his\u002Fher employment record and the two warnings shall remain valid for a\nperiod of 12 months from the date of second warnings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) If within the twelve months period the employee commits a further\noffence, which does not warrant dismissal, he will be further warned in writing\nin his\u002Fher file\u002Fcard and this will be his\u002Fher final warning letter which will\nmake him\u002Fher to summarily dismissal for any other offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Final letter of warning will remain valid for a period of one year from\nthe date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Copies of all warning letters shall be given to the Chief Shopsteward and\na final warning letter shall be copied to both the Union and FKE (Federation of\nKenya Employers).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Should any employee disclose the company's secrets of manufacturing data,\nhe\u002Fshe would be dismissed immediately without notice, the same applies to any\nemployee who is stealing company's properties.\u003C\u002Fp>\n\n\u003Ch2>12. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>a)For the purpose of this agreement, redundancy shall mean loss of\nemployment through no fault of the employee concerned occasioned by\nre-organisation, mechanisation or lack of orders, imported raw materials to be\nprocessed, etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. If alternative employment\nis not acceptable to the employee concerned, he will be classified as redundant\nand therefore, be eligible for the entitlement outlined in clause F.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) In the event of redundancy, the company undertake to hold prior\ndiscussions with the Union concerning the reasons for and the extent of the\nintended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Entitlement of Redundant Employees:-\u003C\u002Fp>\n\n\u003Cp>\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>1) Appropriate notice or pay in lieu of notice as defined in the Agreement\nwill be inclusive of house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Payment of wages, overtime and any other remuneration which may be due to\nhim, calculated up to the date on which he\u002Fshe ceases to work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3) Pro-rata leave and leave allowance entitled 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 focus\">\u003Cp>4) The redundant employee shall be entitled to severance pay at the rate of\n24 days per each completed year of service plus 11 days gratuity for every\ncompleted year of service. Payment in respect of complete years\u002Fmonths will be\ncalculated on pro-rata basis.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. ABSENTEEISM\u003C\u002Fh2>\n\n\u003Cp>Any employee who is absent for seven (7) consecutive days or a total of ten\n(10) days in any one calendar year without permission be deemed to have left\nhis\u002Fher employment and will not be allowed to return to his work except when he\nproduces satisfactory evidence that absence was warranted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>When an employee is suspended due to misconduct or gross negligence on\nhis\u002Fher part, the suspension will be 14 working days without pay. If the\nemployee is reinstated he\u002Fshe will be paid for the period he\u002Fshe has been on\nsuspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>All employees whose nature of work necessitates the wearing of protective\nclothing shall be provided with two pairs of uniforms per year and two bars of\nsoap per month by the employer at his own expense.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The protective clothing shall remain the property of the employer but the\nemployee shall be responsible for the cleaning of the uniform issued to him.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who is required to act in a higher grade for a period of seven\ndays or more shall be paid his own salary plus 25% of the basic salary of the\nperson for whom he is acting or the difference whichever is less.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. RETIREMENT\u002FPENSION SCHEME\u003C\u002Fh2>\n\n\u003Cp>i) An employee who retire or be retired on reaching the retirement age of 60\nyears or on medical ground approved by a qualified medical practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Either party shall give appropriate notice on retirement or shall pay in\nlieu of the appropriate notice which shall be inclusive of the house\nallowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>b) All unionisable employees shall be automatically enrolled as members of\nthe Welding Alloys Ltd Pension Scheme after satisfactory completion of their\nprobationary period stipulated in their contracts of employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Ch2>18. BASIC MINIMUM EXCLUDING HOUSE ALLOWANCE\u003C\u002Fh2>\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>\u003C\u002Ftd>\n      \u003Ctd>1st year (Kshs.)\u003C\u002Ftd>\n      \u003Ctd>2nd year (Ksh.)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category I\n\n        \u003Cp>Cleaners, Sweepers, Gardeners, House Servants, Tea Makers, Day\n        Watchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,281.00\u003C\u002Ftd>\n      \u003Ctd>10,760.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category II\n\n        \u003Cp>Turnboys, Waiters, Cooks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,064.00\u003C\u002Ftd>\n      \u003Ctd>11,620.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category III\n\n        \u003Cp>Night Watchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,412.00\u003C\u002Ftd>\n      \u003Ctd>12,003.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category IV\n\n        \u003Cp>Machine Attendants, Chemical Weighers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,586.00\u003C\u002Ftd>\n      \u003Ctd>12,195.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category V\n\n        \u003Cp>Drivers – Light Van, Shop, \u003C\u002Fp>\n\n        \u003Cp>Assistant, Ungraded Artisan\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,702.00\u003C\u002Ftd>\n      \u003Ctd>14,522.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category VI\n\n        \u003Cp>Artisans Grade III, \u003C\u002Fp>\n\n        \u003Cp>Forklift Drivers, Medium Sized vehicles\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,103.00\u003C\u002Ftd>\n      \u003Ctd>18,263.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category VII\n\n        \u003Cp>Receptionists, Storekeepers, Telephone Operators\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,565.00\u003C\u002Ftd>\n      \u003Ctd>16,572.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category VIII\n\n        \u003Cp>Artisan Grade II1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8,432.00\u003C\u002Ftd>\n      \u003Ctd>19,725.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category IX\n\n        \u003Cp>Cashiers, Salesmen, \u003C\u002Fp>\n\n        \u003Cp>Artisan Grade I, Heavy commercial vehicles\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n      \u003Ctd>22,571.00\u003C\u002Ftd>\n      \u003Ctd>24,278.00\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\u003Ch2>19. GENERAL WAGES INCREASE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>a) All employees who are in service prior to 1st August, 2013 will receive a\nwage increase of 12% for the 1st year and 12% for the second year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>20. HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Every employee who is not provided with the house accommodation by the\ncompany shall be entitled to a house allowance of Kshs.3,800\u002F= for the 1st year\nand Kshs. 4,000 for the second year..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>(a) In the event of the death of an employee, the Company shall contribute\nup to Fourty Two thousand only (Kshs.42,000\u002F-) towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. UNION TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The Company will grant union officials time off with full pay to attend\nunion training provided such permission is requested from the company within 1\nweek notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>All employees working on night shift will be paid shift allowance of\nKshs.20\u002F- per night.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. BAGGAGE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who retires from employment, or is declared redundant or is\nrelocated to another branch shall be entitled to baggage allowance of Kshs.\n4,300\u002F=.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. DURATION AND EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be effective as from 1st August, 2013 and it shall\nremain in force for a period of two years. Thereafter it shall remain in force\nuntil it is amended by mutual agreement between the parties, provided that the\nparty intending to amend it gives one month notice prior in writing setting out\nin details all the amendments required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................................\u003C\u002Fp>\n\n\u003Cp>J.V. PATELD.\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...............................................\u003C\u002Fp>\n\n\u003Cp>J. PATEL\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................................\u003C\u002Fp>\n\n\u003Cp>JUSTUS MAINA OTAKWA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................................................\u003C\u002Fp>\n\n\u003Cp>WASHINGTON OKWARA\u003C\u002Fp>\n\n\u003Cp>DEP. SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>........................................................\u003C\u002Fp>\n\n\u003Cp>GEOFFREY RONO\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................................\u003C\u002Fp>\n\n\u003Cp>G.R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS ................ DAY OF .................... 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"paidmaternityleaveduration":44,"jobclassifaction1":48,"wageincreaseperc1":52,"dayspweek":56,"hourspweek_select":60,"childcare":62,"STRUCINCR_trigger":66,"funeralpay":68,"maternityotherclause":72,"maxsicknesspayperc":74,"pensionfund":78,"mealvouchersamount":82,"OVERTIME_trigger":86,"holidaysdays":90,"wageincreasedate_date":94,"jobwagegroups":96,"SUNDAY_trigger":99,"ANNLEAVE_trigger":103,"healthandsafetypolicy":107,"overtimeallowanceperc1":111,"hourspweek":113,"contracttrial":115,"sicknesspay":119,"dayspweek_select":121,"SCHEDULE_trigger":123,"paidpaternityleave":125,"schedulesrestpw":129,"sicknessmaxdaysnr":131,"NOCTPREM_trigger":133,"shiftallowanceamount1":137,"sundayallowanceperc1":139,"LOWWAGE_trigger":141,"annleaveallowanceamount1":143,"sicknessmaxdays":145,"contractseverancepay1":147,"trainingprogrammes":151,"paidmaternityleave":155,"wageincreasedate":157,"contractseverancepay":159,"PAIDLEAV_trigger":161,"paidpaternityleaveduration":163},{"bindId":45,"name":46,"text":47},"paidmaternityleaveduration","(a) Every female employee shall be entit","(a) Every female employee shall be entitled to three months maternity leave\nwith full pay. Provided that a woman who has taken three months maternity leave\nshall not forfeit her annual leave in that year. Such an employee shall, also,\nbe entitled to leave travelling allowance.",{"bindId":49,"name":50,"text":51},"jobclassifaction1","18. BASIC MINIMUM EXCLUDING HOUSE ALLOWA","18. BASIC MINIMUM EXCLUDING HOUSE ALLOWANCE\n\n\n  \n  \n  \n  \n  \n    \n      \n      1st year (Kshs.)\n      2nd year (Ksh.)\n    \n    \n      Category I\n\n        Cleaners, Sweepers, Gardeners, House Servants, Tea Makers, Day\n        Watchman\n      \n      10,281.00\n      10,760.00\n    \n    \n      Category II\n\n        Turnboys, Waiters, Cooks\n      \n      11,064.00\n      11,620.00\n    \n    \n      Category III\n\n        Night Watchman\n      \n      11,412.00\n      12,003.00\n    \n    \n      Category IV\n\n        Machine Attendants, Chemical Weighers\n      \n      11,586.00\n      12,195.00\n    \n    \n      Category V\n\n        Drivers – Light Van, Shop, \n\n        Assistant, Ungraded Artisan\n\n        \n      \n      13,702.00\n      14,522.00\n    \n    \n      Category VI\n\n        Artisans Grade III, \n\n        Forklift Drivers, Medium Sized vehicles\n\n        \n      \n      17,103.00\n      18,263.00\n    \n    \n      Category VII\n\n        Receptionists, Storekeepers, Telephone Operators\n      \n      15,565.00\n      16,572.00\n    \n    \n      Category VIII\n\n        Artisan Grade II1\n      \n      8,432.00\n      19,725.00\n    \n    \n      Category IX\n\n        Cashiers, Salesmen, \n\n        Artisan Grade I, Heavy commercial vehicles",{"bindId":53,"name":54,"text":55},"wageincreaseperc1","a) All employees who are in service prio","a) All employees who are in service prior to 1st August, 2013 will receive a\nwage increase of 12% for the 1st year and 12% for the second year.",{"bindId":57,"name":58,"text":59},"dayspweek","The normal working hours shall be 45 hou","The normal working hours shall be 45 hours a week, spread over six days of\nthe week, 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 3 of this Agreement.",{"bindId":61,"name":58,"text":59},"hourspweek_select",{"bindId":63,"name":64,"text":65},"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 which leave shall not be unreasonably refused or\ndelayed. Such leave may either be deducted from annual leave or be unpaid.",{"bindId":67,"name":54,"text":55},"STRUCINCR_trigger",{"bindId":69,"name":70,"text":71},"funeralpay","(a) In the event of the death of an empl","(a) In the event of the death of an employee, the Company shall contribute\nup to Fourty Two thousand only (Kshs.42,000\u002F-) towards funeral expenses.",{"bindId":73,"name":46,"text":47},"maternityotherclause",{"bindId":75,"name":76,"text":77},"maxsicknesspayperc","After three (3) months continuous servic","After three (3) months continuous service with the company an employee shall\nbe entitled to sick leave as follows:-\n\n\n\na) An employee with up to five (5) years of service shall be entitled to one\nmonth's sick leave with full pay and thereafter one month's sick leave with\nhalf pay in each period of twelve months consecutive service\n\n\n\nb) An employee with over five (5) years service shall be entitled to 60 days\nsick leave with full pay and thereafter 90 days sick leave with half pay in\neach period of twelve months consecutive service.",{"bindId":79,"name":80,"text":81},"pensionfund","b) All unionisable employees shall be au","b) All unionisable employees shall be automatically enrolled as members of\nthe Welding Alloys Ltd Pension Scheme after satisfactory completion of their\nprobationary period stipulated in their contracts of employment.",{"bindId":83,"name":84,"text":85},"mealvouchersamount","An employee who is required to perform w","An employee who is required to perform work away from his\u002Fher normal area of\nemployment shall be entitled to the paid meals and accommodation allowance as\nfollows:-\n\n\n\nBreakfast-Kshs..................... 400\u002F=\n\nLunch-Kshs.......................... 575\u002F=\n\nSupper-Kshs........................ 575\u002F=\n\nAccommodation-Kshs......... 1300\u002F=",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger","a) For hours worked on Monday to Saturda","a) For hours worked on Monday to Saturday in excess of hours set out in\nclause 2 - Time and a half.",{"bindId":91,"name":92,"text":93},"holidaysdays","a) Any employee who has completed 12 mon","a) Any employee who has completed 12 months uninterrupted service or more\nwith the company shall be entitled to annual leave as follows:\n\n\n\ni) Employees who have less than 8 years service 29 working days.",{"bindId":95,"name":54,"text":55},"wageincreasedate_date",{"bindId":97,"name":50,"text":98},"jobwagegroups","18. BASIC MINIMUM EXCLUDING HOUSE ALLOWANCE\n\n\n  \n  \n  \n  \n  \n    \n      \n      1st year (Kshs.)\n      2nd year (Ksh.)\n    \n    \n      Category I\n\n        Cleaners, Sweepers, Gardeners, House Servants, Tea Makers, Day\n        Watchman\n      \n      10,281.00\n      10,760.00\n    \n    \n      Category II\n\n        Turnboys, Waiters, Cooks\n      \n      11,064.00\n      11,620.00\n    \n    \n      Category III\n\n        Night Watchman\n      \n      11,412.00\n      12,003.00\n    \n    \n      Category IV\n\n        Machine Attendants, Chemical Weighers\n      \n      11,586.00\n      12,195.00\n    \n    \n      Category V\n\n        Drivers – Light Van, Shop, \n\n        Assistant, Ungraded Artisan\n\n        \n      \n      13,702.00\n      14,522.00\n    \n    \n      Category VI\n\n        Artisans Grade III, \n\n        Forklift Drivers, Medium Sized vehicles\n\n        \n      \n      17,103.00\n      18,263.00\n    \n    \n      Category VII\n\n        Receptionists, Storekeepers, Telephone Operators\n      \n      15,565.00\n      16,572.00\n    \n    \n      Category VIII\n\n        Artisan Grade II1\n      \n      8,432.00\n      19,725.00\n    \n    \n      Category IX\n\n        Cashiers, Salesmen, \n\n        Artisan Grade I, Heavy commercial vehicles\n      \n      22,571.00\n      24,278.00",{"bindId":100,"name":101,"text":102},"SUNDAY_trigger","c) For hours worked on Sunday or Gazette","c) For hours worked on Sunday or Gazetted Public Holidays - double time.",{"bindId":104,"name":105,"text":106},"ANNLEAVE_trigger","An employee proceeding on annual leave w","An employee proceeding on annual leave will be entitled to leave travelling\nallowance of Kshs.3,500\u002F-.",{"bindId":108,"name":109,"text":110},"healthandsafetypolicy","All employees whose nature of work neces","All employees whose nature of work necessitates the wearing of protective\nclothing shall be provided with two pairs of uniforms per year and two bars of\nsoap per month by the employer at his own expense.\n\n\n\nThe protective clothing shall remain the property of the employer but the\nemployee shall be responsible for the cleaning of the uniform issued to him.",{"bindId":112,"name":88,"text":89},"overtimeallowanceperc1",{"bindId":114,"name":58,"text":59},"hourspweek",{"bindId":116,"name":117,"text":118},"contracttrial","After completion of probationary period,","After completion of probationary period, the contract of employment shall be\nterminated by either giving the following notice or payment in lieu",{"bindId":120,"name":76,"text":77},"sicknesspay",{"bindId":122,"name":58,"text":59},"dayspweek_select",{"bindId":124,"name":58,"text":59},"SCHEDULE_trigger",{"bindId":126,"name":127,"text":128},"paidpaternityleave","(b) A male employee shall be entitled to","(b) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":130,"name":58,"text":59},"schedulesrestpw",{"bindId":132,"name":76,"text":77},"sicknessmaxdaysnr",{"bindId":134,"name":135,"text":136},"NOCTPREM_trigger","All employees working on night shift wil","All employees working on night shift will be paid shift allowance of\nKshs.20\u002F- per night.",{"bindId":138,"name":135,"text":136},"shiftallowanceamount1",{"bindId":140,"name":101,"text":102},"sundayallowanceperc1",{"bindId":142,"name":50,"text":98},"LOWWAGE_trigger",{"bindId":144,"name":105,"text":106},"annleaveallowanceamount1",{"bindId":146,"name":76,"text":77},"sicknessmaxdays",{"bindId":148,"name":149,"text":150},"contractseverancepay1","4) The redundant employee shall be entit","4) The redundant employee shall be entitled to severance pay at the rate of\n24 days per each completed year of service plus 11 days gratuity for every\ncompleted year of service. Payment in respect of complete years\u002Fmonths will be\ncalculated on pro-rata basis.",{"bindId":152,"name":153,"text":154},"trainingprogrammes","The Company will grant union officials t","The Company will grant union officials time off with full pay to attend\nunion training provided such permission is requested from the company within 1\nweek notice.",{"bindId":156,"name":46,"text":47},"paidmaternityleave",{"bindId":158,"name":54,"text":55},"wageincreasedate",{"bindId":160,"name":149,"text":150},"contractseverancepay",{"bindId":162,"name":92,"text":93},"PAIDLEAV_trigger",{"bindId":164,"name":127,"text":128},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Welding Alloys Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-07-31\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 basic metals\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                        Welding Alloys 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 - Amalgamated Union of Kenya Metal Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 150 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\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: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 29.0 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), 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            \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: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-08\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 20.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 3500.0\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",[170],{"title":37,"slug":33},[172],{"type":173,"data":174},"call_to_action_body_block",{"title":175,"description":176,"variant":177,"link":178},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":175,"url":179,"description":175,"rel":180,"type":181},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[183],{"type":173,"data":184},{"title":175,"description":176,"variant":177,"link":185},{"title":175,"url":179,"description":175,"rel":180,"type":181},[]]