[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-wide-garments-kenya-epz-limited-and-tailors-and-textile-workers-union---2013":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":155,"content_type_view":156,"extra_breadcrumbs":157,"body":159,"body_blocks":170,"related_pages":174},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":153,"translations":154},{"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-wide-garments-kenya-epz-limited-and-tailors-and-textile-workers-union---2013","0f14a6c4-06fb-11e6-a9db-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-wide-garments-kenya-epz-limited-and-tailors-and-textile-workers-union---2013\u002Fmemorandum-of-agreement-between-wide-garments-kenya-epz-limited-and-tailors-and-textile-workers-union---2013\u002F","Memorandum of Agreement between Wide Garments Kenya (EPZ) Limited and Tailors and Textile Workers Union - 2013","KEN Alltex (EPZ) Limited - 2013","Kenya - KEN Alltex (EPZ) Limited - 2013","KEN Alltex (EPZ) Limited - 2013 - Manufacturing",{"name":41,"data":42},"New Wide Garments Kenya - 2013.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN WIDE GARMENTS KENYA (EPZ) LIMITED AND\nTAILORS AND TEXTILE WORKERS5 UNION\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF WAGES, SALARIES AND OTHER CONDITIONS OF SERVICE AT THE\nCOMPANY\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>WHEREAS by terms of the Recognition and Negotiating Procedure Agreement\nsigned between the employer and the Union it was agreed that the employer has\nrecognizes me Union as a properly constituted body and soie Labour organization\nreorienting the interests of the employees of the Company.\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS it was agreed that the rates of wages; salaries and general\nterms and conditions of employment be paid and provided to employees by the\nEmployer shall be as negotiated and agreed between the two parties that is the\nEmployer and the Union.\u003C\u002Fp>\n\n\u003Cp>Therefore, the « Employer and the Union meeting together in a free heart\nand voluntary association agree to enter into agreement as stated hereunder in\nthe matters of Terms and Conditions of service negotiated between them at the\njoint Negotiating Committee.\u003C\u002Fp>\n\n\u003Ch2>2. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall apply to all unionisable employees of the Employer\nnamed in the Memorandum of Agreement and who are paid up members out shall\nexclude employees defined in the Industrial Relations Charter Appendix\n\"C\". \u003C\u002Fp>\n\n\u003Cp>ii. This Collective Bargaining Agreement will benefit only Union members and\nthose who are not union members have to pay agency fee as per section 49 of the\nLabour Relations Act, 2007 in order to benefit from this Collective Bargaining\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) The first three months of an employee's engagement shall be treated as\nprobationary period. Provided that the probation period may be extended for a\nfurther period of Six months.\u003C\u002Fp>\n\n\u003Cp>(b) On successful completion of the probationary period an employee shall be\nconfirmed on permanent employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Confirmation on permanent employment shall be in writing.\u003C\u002Fp>\n\n\u003Cp>(d) Either party willing to terminate the contract during the probationary\nperiod shall do so by giving seven (7) days notice in writing or paying seven\n(7) days salary in lieu of notice, and the Union be informed in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. APPOINTMENT LETTERS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Upon successful completion of the probationary period the Employer shall\nissue an appointment letter stipulating the terms and conditions of service of\nan employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>The normal working week shall consist of forty five (45) hours of work\nprovided that:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(a) Except in the case of shift work, an employee's working hours shall be\neight hours per day i.e. Monday to Friday and five hours on Saturday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>An employee shall be entitled to not less than one and half (1 and 1\u002F2) rest\nday in each week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) Every employee who works for any time in excess of the normal hours of\nwork specified in Clause 5 above shall be entitled to be paid for the overtime,\nthereby worked at the following rates:-\u003C\u002Fp>\n\n\u003Cp>(i) One and half times (1 1\u002F2) the basic hourly rate in respect of any time\nworked in excess of the normal hours of work per week.\u003C\u002Fp>\n\n\u003Cp>(ii) For time worked on an employee's normal rest day and statutory public\nholidays at twice (2) the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>(a) Where an employee is required to work on a Public Holiday or on his rest\nday the employer will give such an employee one (1) day notice. The employees\nshall b advised through the respective supervisor on urgent needs.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. TARGETS\u003C\u002Fh2>\n\n\u003Cp>(i) The Employer through the expertise of production-manager, Ministry of\nLabour Union and a competent production staff shall establish achievable\ntargets to various styles in the lines and\u002For other areas of operation like\ncutting, washing finishing etc. whenever so fixed, the targets i remain\nconstant for\u003C\u002Fp>\n\n\u003Cp>the particular style and employees concerned shall be required to achieve\nthe targeted production for the regular hours of the day, within that time.\n(Targe must be set by industrial engineer for the company tp enhance efficiency\nant avoid loses).\u003C\u002Fp>\n\n\u003Cp>(ii) With current market situation the employer shall not offer any bonus,\nrefer to 2003 CBA 31\u002F2.\u003C\u002Fp>\n\n\u003Ch2>8. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Every employee who is not provided with free housing accommodation shall be\nentitle to housing allowance at the rate of Ksh. 1,500\u002F= per month or 15% of\nthe basic minimum wage of his\u002Fher grade whichever is higher.\u003C\u002Fp>\n\n\u003Ch2>9. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(i) After the completion of twelve (12) month's continuous service with an\nemployer, ar employee will be entitled to 24 working days leave with full pay\nand shall be paid through salary account when proceeding on leave.\u003C\u002Fp>\n\n\u003Cp>(ii) Such leave will be taken at a time and duration convenient to the\nEmployer but the ,, individual employee's circumstances shall be taken into\nconsideration. \u003C\u002Fp>\n\n\u003Cp>(iii) Where employment is terminated after the completion of three (3) or\nmore months continuous service during any leave earning period, an employee\nshall be entitled to two (2) days pro-rata leave with pay for each completed\nmonths of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee will be entitled to Ksh. 1200 leave travelling allowance. The\nmoney will be given at the time of proceeding on leave.\u003C\u002Fp>\n\n\u003Cp>Where an employee is required to work at the request of his Employer instead\nof taking his\u002Fher annual leave in that year, such an employee shall be paid his\nfull leave entitlement in cash, and leave travelling allowance as per paragraph\n(a) of this Clause paid through the bank\u003C\u002Fp>\n\n\u003Cp>Where an employee encashes his annual leave voluntarily he will\nautomatically forfeit the leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee shall be granted unpaid compassionate leave on application at\nthe discretion of the Employer up to a maximum of fourteen (14) days in each\ncalendar year with approval from management\u003C\u002Fp>\n\n\u003Cp>Compassionate leave shall be by prior arrangement between the employee and\nthe Employer and shall be treated as paid leave and subsequently set off\nagainst the employee's annual leave.\u003C\u002Fp>\n\n\u003Cp>The employer shall not unreasonably with-hold such request.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>An employee shall be granted gazetted Public Holidays with full pay. If\npublic holiday occurs when an employee is on leave, the day will be added to\nthe leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>After three (3) consecutive week's service with an Employer and subject to\nproduction of a medical certificate of incapacity to work signed by a duly\nqualified medical practitioner in a registered hospital or a health center or\ndispensary approved by the Government\u002FCompany, an employee shall be entitled to\nsick leave with pay in any one year as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) First 10 days with full pay refer to Employment Act 2007\u003C\u002Fp>\n\n\u003Cp>(b) Next 10 days with half pay refer to Section 30 part 11 of Employment Act\n2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year. Provided, also that any sickness leading to\nsick leave must be brought to the attention of the employer not later than 48\nhours the time of commencement of the sickness except the cases of\nadmission.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be given a certificate of service by the Employer upon\ntermination of his employment, unless such employment has continued for a\nperiod of less than four consecutive weeks. Every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>(a) Name of employer and postal address\u003C\u002Fp>\n\n\u003Cp>(b) Name of employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when an employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased\u003C\u002Fp>\n\n\u003Ch2>15. WARMING\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\ndefault which in the opinion of the Employer does not warrant instant dismissal\nshall be warned in writing and the following procedures shall apply:-\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>(i) The first, second and third letters of warning shall be entered in the\nemployee's record and the shopsteward informed accordingly. The second and\nthird warning letters shall be copied to the branch secretary of his\u002Fher\nUnion.\u003C\u002Fp>\n\n\u003Cp>(ii) If an employee refuses to accept a warning letter the shopsteward shall\nbe called to witness and if he\u002Fshe refuses to accept in his\u002Fher presence she or\nhe will be given\u003C\u002Fp>\n\n\u003Cp>(iii) If he or she refuses to sign a warning it will amount to summary\ndismissal.\u003C\u002Fp>\n\n\u003Cp>(iv) the appropriate notice as per the termination Clause to terminate\nhis\u002Fher employment.\u003C\u002Fp>\n\n\u003Cp>(v) Appeals against Warning letters will be done within three (3) working\ndays\u002Fperiod and in writing.\u003C\u002Fp>\n\n\u003Cp>Provided that an employee who completes three hundred and sixty five (365)\nconsecutive days from the date of last warning without further default, any\nwarning entered in his\u002Fher employment record shall be deemed cancelled.\u003C\u002Fp>\n\n\u003Ch2>16. EMPLOYMENT MEDICAL TREATMENT RULES E.E LEGAL NO. 157\u002F77\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Medical Treatment Rules of 1997 (Legal Notice No. 157\u002F1977) shall\napply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. MATERNITY AND PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(i) A female employee shall be entitled to three (3) months maternity leave\nwith full pay provided that a female employee who has taken her maternity leave\nshall not forfeit her annual leave in that year. On production of medical\ncertificate, a female employee maternity leave may be extended for another\nmonth without pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(ii) A female employee in receipt of the maternity leave shall not incur any\nloss of privileges or entitlement during such period (including leave\nallowance). A male employee will be entitled to a paternity leave of two weeks\nin any one year upon production of an acceptable proof (NHIF Card for spouse\nname) that his wife has delivered a child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>18. SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumeration of\nsuch matters shall not preclude the employer or an employee from respectively\nalleging or disputing whether the facts rise to the same, or whether any other\nmatters no mentioned in this section, constitute justifiable or lawful grounds\nfor the dismissal.\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work.\u003C\u002Fp>\n\n\u003Cp>(b)If, during working hours by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable to perform his work properly, but no\nneed to confirm with medical practitioner.\u003C\u002Fp>\n\n\u003Cp>(c) If, an employee willfully neglects to perform any work which it was his\nduty to perform, or if he\u002Fshe carelessly and improperly performs any work which\nits nature it was his\u002Fher duty, under his contract, to have performed carefully\nand property.\u003C\u002Fp>\n\n\u003Cp>(d) If an employee uses abusive or insulting language, or behaves in a\nmanner insulting to the Employer or to a person placed in authority over him by\nhis\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>(e) If an employee knowingly fails, or refuses, to obey a lawful and proper\ncommand which it was within the scope of his duty to obey including being asked\nto work overtime issued by the Employer or a person placed in authority over\nhim by his employer.\u003C\u002Fp>\n\n\u003Cp>(f) If in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen days either released on bail or on bond\nor otherwise lawfully set at liberty or\u003C\u002Fp>\n\n\u003Cp>(g) If an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed, a criminal offence against or to the substantial\ndetriment of the Employer or his employer's property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC WAGES FOR NEW ENTERANTS\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>The basic minimum wage for an employee to be engaged after the commencement\nof this Agreement shall be as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ctr>\u003Ctd>NO.\u003C\u002Ftd>\n      \u003Ctd>CATERGORY\u003C\u002Ftd>\n      \u003Ctd>BASIC MONTHLY RATES PER LABOUR LAW ALL MUNICIPALITIES INCLUDING\n        MAVOKO WEF 1ST MAY 2012\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Helpers, Cleaners, General workers, Messengers.\u003C\u002Ftd>\n      \u003Ctd>Ksh 7,915.90\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Checkers and Loaders\u003C\u002Ftd>\n      \u003Ctd>Ksh 9,049\u002F\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Line feeders, writers, final inspectors, mass production machinist,\n        machine assistant, pressman, Laundry operator\u003C\u002Ftd>\n      \u003Ctd>Ksh. 9,049\u002F month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Sample makers, Junior clerks, all rounder machinist, special\n        machinist, and assist washing supervisor.\u003C\u002Ftd>\n      \u003Ctd>Ksh. 10,384.80\u002F month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Driver (car, light vans) copy typist.\u003C\u002Ftd>\n      \u003Ctd>Ksh. 13,385.40\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Cutters, pattern makers, General clerks, receptionist\u002Ftelephone\n        operator, assistant storekeeper\u003C\u002Ftd>\n      \u003Ctd>Ksh. 12,081.30\u002F month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Driver (medium car) assistant supervisor, quality\n\n        \u003Cp>controllers.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Ksh. 13,385.40\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Accountant assistant, Cashier, heavy commercial drivers salesman\n        Driver.\u003C\u002Ftd>\n      \u003Ctd>Ksh.l8,219.20\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Technicians\n\n        \u003Cp>-Ungraded\u003C\u002Fp>\n\n        \u003Cp>-Grade three\u003C\u002Fp>\n\n        \u003Cp>-Grade two\u003C\u002Fp>\n\n        \u003Cp>-Grade one\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Ksh.10,678.95\u002F month\u003C\u002Fp>\n\n        \u003Cp>Ksh.13,385.40\u002Fmonth \u003C\u002Fp>\n\n        \u003Cp>Ksh. 15,001.60\u002Fmonth \u003C\u002Fp>\n\n        \u003Cp>Ksh. 18,219.30\u002Fmonth\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fdiv>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fdiv>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fdiv>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All unionisable employees in employment on the effective date of this\nAgreement will be entitled to general wage increase of 2% of their basic wage\nwith effect from 1st January 2013.\u003C\u002Fp>\n\n\u003Cp>Those unionisable employees who will be in employment on 1st January 2014\nwill be entitled to a further wage increase of 2% with effect from that\ndate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. PAYMENT OF WAGES\u003C\u002Fh2>\n\n\u003Cp>Payments of wages shall be made on or before last day of succeeding month,\non a working day and during working hours at or near to the place of employment\nor at such place as may be agreed to between the employer and the employee.\nShould such payment day fall on a Sunday or Public Holiday, such wages shall be\npaid on the\u003C\u002Fp>\n\n\u003Cp>last day prior to such Sunday or Public Holiday.\u003C\u002Fp>\n\n\u003Ch2>21. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The Employer shall provide two pairs of protective clothing, two pairs of\nrubber shoes and one gear wherever applicable to every employee. Where uniform\nhas been provided the employer shall provide one bar of soap per month or\nlaunder the uniform. Protective clothing and gear shall always remain Company's\nproperty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>The Employer reserves the right to suspend from employment without pay any\nemployee upto a maximum of 14 days fourteen days pending investigations into\nalleged gross misconduct or any other offence. Where an employee is exonerated\nfrom blame he\u002Fshe be paid his withheld wages. If however he\u002Fshe is found guilty\nof the offence he\u002Fshe shall be summarily dismissed from the date of\nsuspension.\u003C\u002Fp>\n\n\u003Ch2>23. NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who works on night shift between 9.00p.m. and 6.00 a.m. will be\nentitled to night shift allowance of Ksh. 1.50\u002F-per hour or 2.50\u002F- per month if\nmeal: are not provided. Other terms remain as per previous CBA.\u003C\u002Fp>\n\n\u003Cp>It shall be responsibility of the Employer to provide working tools to the\nemployee which shall remain always Employer's property.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>24. TOOLS\u003C\u002Fh2>\n\n\u003Cp>It shall be responsibility of the employer to provide working tools to the\nemployees which shall remain always employer's property.\u003C\u002Fp>\n\n\u003Ch2>25. RETIREMENT AGE\u003C\u002Fh2>\n\n\u003Cp>The normal retirement age for all employees will be 60 years provided that\nan employee may retire on medical grounds on recommendation by a doctor.\u003C\u002Fp>\n\n\u003Ch2>26. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>\"Redundancy\" means the loss of employment, occupation, job or career b\ninvoluntary means through no fault of an employee involving termination '\nemployment at the initiative of the employer, the services of an employee\nsuperfluous, and the practices commonly known as abolition of office, job\noccupation.\u003C\u002Fp>\n\n\u003Cp>Where the employment of an employee is to be terminated on account c\nredundancy, the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>(a) The Union and the Labour Officer of the area shall be informed of the\nreason for and the extent of, the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>(b) The Employer shall have due regard to Principle of \"LAST IN FIRST OUT'\nseniority in time and to the skill, ability, performance and reliability of\neach employee belonging to a particular category of employees affected by the\nredundancy, but also depends on performance and reliability. Refer to 200: CBA\n25\u002Fb.\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be placed at a disadvantage for being or not being a\nmember of a trade union.\u003C\u002Fp>\n\n\u003Cp>(d) Any leave due to any employee who is declared redundant shall be paid\nfor in cash\u002Fbank.\u003C\u002Fp>\n\n\u003Cp>(e) Those affected by redundancy shall be considered for the following:-\u003C\u002Fp>\n\n\u003Cp>i. Be offered other employment if any available\u003C\u002Fp>\n\n\u003Cp>ii. Receive normal specified period of notice as per termination Clause.\u003C\u002Fp>\n\n\u003Cp>iii. Receive cash in lieu of accrued leave not taken through salary\naccount.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>iv. Receive severance pay calculated as follows:- Employees with l -2 yrs\n-years - (16 days)\u003C\u002Fp>\n\n\u003Cp>Employees with 2 years and above (17 days) for each completed year.\u003C\u002Fp>\n\n\u003Cp>For the purpose of calculating redundancy any loose months shall be paid on\nprorata basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>27. PAID EDUCATIONAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The Employer shall grant paid education leave to shopstevvards and the Union\nrepresentatives upto a maximum of 20 days in a year and this shall be limited\nto seminars and workshops related to union activities PROVIDED where special\nconsiderations dictates paid education leave may be granted upto a maximum of\nthirty (30) days, maximum 10 days preferable as previous CBA.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>28. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Upon the demise of an employee while still in service, the Employer will\nprovide Ten Thousand shillings only (10,000\u002F-) for contract employees and\nTwelve Thousand Five Hundred Shillings only (12,500\u002F-) for permanent employees\ntowards the funeral and burial arrangements of the dead employee. The employer\nshall grant permission with full pay to ten (10) employees including\nshopstewards and Union members to attend the funeral of deceased employee.\u003C\u002Fp>\n\n\u003Cp>Benovelant fund: Upon the death of an employee their fellow collegues shall\ncontribute Thirty Shillings only (Ksh 30\u002F-) for funeral arrangement these funds\nshall be handed over to the next of kin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>27. NIGHT TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>Employees who are required to end a night shift or overtime after 9.00 p.m\nbut before 6.00 a.m. will be provided with free transport by the Company.\u003C\u002Fp>\n\n\u003Cp>That, in case where the employer cannot provide free transport as stated\nabove then, the employer shall pay a night transport allowance of Ksh. Two\nhundred shillings only (200\u002F=) on each occasion an employee leaves work at such\nhours of the night the Management shall provide transport.\u003C\u002Fp>\n\n\u003Ch2>28. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>After completion of three (3) years of continuous employment with Employer\nan employee shall be entitled to gratuity on death, normal retirement at 60\nyears of age or retirement on medical grounds. However, no employee shall\nqualify for gratuity if he\u002Fshe is dismissed for gross misconduct. An employee\nmay retire voluntarily after serving for a period of 10 years and above arid\nbenefit as per this clause.\u003C\u002Fp>\n\n\u003Cp>Gratuity payment shall be 16 days pay per each completed year of service\u003C\u002Fp>\n\n\u003Ch2>29. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>When an employee is required in writing to act in a position of a higher\ngrade for a period of 5 days and more, he\u002Fshe shall be paid the different\nbetween the minimum salaries of his\u002Fher grade and the basic minimum salary of\nthe job in which he\u002Fshe is acting. Maximum (6) months Adopt the previous 2003\nCBA.\u003C\u002Fp>\n\n\u003Ch2>30. TERMINATION OF EMPLOYMENT -2003 CBA\u003C\u002Fh2>\n\n\u003Cp>Upon successful completion of probationary period and confirmation of\nemployment it shall tie a condition that the contract of employment shall be\nterminable by giving:- \u003C\u002Fp>\n\n\u003Cp>(i) Two (2) months Notice or pay lieu for employees with less than five (5)\nyears. \u003C\u002Fp>\n\n\u003Cp>(ii) We shall maintain 1 month as previous CBA Previous CBA Employees with\nfive (5) years to ten (10) - three (3) months notice or pay in lieu of. We\nmaintain the previous terms.\u003C\u002Fp>\n\n\u003Cp>(iii) Ten (10) years and above - four (4) months notice or pay in lieu\nSeverance pay shall be 16 days per each completed year.\u003C\u002Fp>\n\n\u003Ch2>33. HIV\u002FAIDS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Employer will observe section 5 (3) of the Employment Act 2007..\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>34. SEXUAL HARRASSMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>The Employer shall observe section 6 of the Employment Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>35. EFFECTIVE DATE AND DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The effective date of this agreement shall be 1st day of January, 2013 and\nit shall remain in force for two years. Thereafter it shall continue in force\nuntil it is amended by mutual agreement between the two parties, provided that\nthe party wishing to amend it gives the other party one month notice of such\nintention giving in writing the details of the amendment required.\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON THE EMPLOYER\u003C\u002Fp>\n\n\u003Cp>VICE PRESIDENT\u003C\u002Fp>\n\n\u003Cp>FACTORY MANAGER\u003C\u002Fp>\n\n\u003Cp>MANAGER\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>Secretary General\u003C\u002Fp>\n\n\u003Cp>Branch Secretary\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>Signed on 01\u002F01\u002F2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"hourspday_select":44,"contracttrialperiod":48,"WAGES_determined":52,"sexualhar":56,"hourspweek_select":60,"childcare":64,"STRUCINCR_trigger":68,"funeralpay":72,"maternityotherclause":76,"LOWWAGE_provision":80,"jobclassifaction1":84,"OVERTIME_trigger":88,"healthcareaccess":92,"ANNLEAVE_trigger":96,"healthandsafetypolicy":100,"contracttrial":104,"sicknesspay":107,"dayspweek_select":111,"SCHEDULE_trigger":113,"paidpaternityleave":117,"NOCTPREM_trigger":119,"LOWWAGE_trigger":123,"sicknessmaxdays":125,"bankholidays1":129,"hivpolicy":133,"trainingprogrammes":137,"paidmaternityleave":141,"contractseverancepay":145,"PAIDLEAV_trigger":149},{"bindId":45,"name":46,"text":47},"hourspday_select","(a) Except in the case of shift work, an","(a) Except in the case of shift work, an employee's working hours shall be\neight hours per day i.e. Monday to Friday and five hours on Saturday.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) The first three months of an employe","(a) The first three months of an employee's engagement shall be treated as\nprobationary period. Provided that the probation period may be extended for a\nfurther period of Six months.\n\n(b) On successful completion of the probationary period an employee shall be\nconfirmed on permanent employment.",{"bindId":53,"name":54,"text":55},"WAGES_determined","Upon successful completion of the probat","Upon successful completion of the probationary period the Employer shall\nissue an appointment letter stipulating the terms and conditions of service of\nan employee.",{"bindId":57,"name":58,"text":59},"sexualhar","The Employer shall observe section 6 of ","The Employer shall observe section 6 of the Employment Act, 2007.",{"bindId":61,"name":62,"text":63},"hourspweek_select","The normal working week shall consist of","The normal working week shall consist of forty five (45) hours of work\nprovided that:-\n\n(a) Except in the case of shift work, an employee's working hours shall be\neight hours per day i.e. Monday to Friday and five hours on Saturday.",{"bindId":65,"name":66,"text":67},"childcare","An employee shall be granted unpaid comp","An employee shall be granted unpaid compassionate leave on application at\nthe discretion of the Employer up to a maximum of fourteen (14) days in each\ncalendar year with approval from management\n\nCompassionate leave shall be by prior arrangement between the employee and\nthe Employer and shall be treated as paid leave and subsequently set off\nagainst the employee's annual leave.\n\nThe employer shall not unreasonably with-hold such request.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","All unionisable employees in employment ","All unionisable employees in employment on the effective date of this\nAgreement will be entitled to general wage increase of 2% of their basic wage\nwith effect from 1st January 2013.\n\nThose unionisable employees who will be in employment on 1st January 2014\nwill be entitled to a further wage increase of 2% with effect from that\ndate.",{"bindId":73,"name":74,"text":75},"funeralpay","Upon the demise of an employee while sti","Upon the demise of an employee while still in service, the Employer will\nprovide Ten Thousand shillings only (10,000\u002F-) for contract employees and\nTwelve Thousand Five Hundred Shillings only (12,500\u002F-) for permanent employees\ntowards the funeral and burial arrangements of the dead employee. The employer\nshall grant permission with full pay to ten (10) employees including\nshopstewards and Union members to attend the funeral of deceased employee.\n\nBenovelant fund: Upon the death of an employee their fellow collegues shall\ncontribute Thirty Shillings only (Ksh 30\u002F-) for funeral arrangement these funds\nshall be handed over to the next of kin.",{"bindId":77,"name":78,"text":79},"maternityotherclause","(ii) A female employee in receipt of the","(ii) A female employee in receipt of the maternity leave shall not incur any\nloss of privileges or entitlement during such period (including leave\nallowance). A male employee will be entitled to a paternity leave of two weeks\nin any one year upon production of an acceptable proof (NHIF Card for spouse\nname) that his wife has delivered a child.",{"bindId":81,"name":82,"text":83},"LOWWAGE_provision","The basic minimum wage for an employee t","The basic minimum wage for an employee to be engaged after the commencement\nof this Agreement shall be as follows:-\n\n\n  \n  \n  \n  \n  \n    \n      NO.\n      CATERGORY\n      BASIC MONTHLY RATES PER LABOUR LAW ALL MUNICIPALITIES INCLUDING\n        MAVOKO WEF 1ST MAY 2012\n    \n    \n      1\n      Helpers, Cleaners, General workers, Messengers.\n      Ksh 7,915.90\u002Fmonth\n    \n    \n      2\n      Checkers and Loaders\n      Ksh 9,049\u002F\n    \n    \n      3\n      Line feeders, writers, final inspectors, mass production machinist,\n        machine assistant, pressman, Laundry operator\n      Ksh. 9,049\u002F month\n    \n    \n      4\n      Sample makers, Junior clerks, all rounder machinist, special\n        machinist, and assist washing supervisor.\n      Ksh. 10,384.80\u002F month\n    \n    \n      5\n      Driver (car, light vans) copy typist.\n      Ksh. 13,385.40\u002Fmonth\n    \n    \n      6\n      Cutters, pattern makers, General clerks, receptionist\u002Ftelephone\n        operator, assistant storekeeper\n      Ksh. 12,081.30\u002F month\n    \n    \n      7\n      Driver (medium car) assistant supervisor, quality\n\n        controllers.\n      \n      Ksh. 13,385.40\u002Fmonth\n    \n    \n      8\n      Accountant assistant, Cashier, heavy commercial drivers salesman\n        Driver.\n      Ksh.l8,219.20\u002Fmonth\n    \n    \n      9\n      Technicians\n\n        -Ungraded\n\n        -Grade three\n\n        -Grade two\n\n        -Grade one\n      \n      \n\n        Ksh.10,678.95\u002F month\n\n        Ksh.13,385.40\u002Fmonth \n\n        Ksh. 15,001.60\u002Fmonth \n\n        Ksh. 18,219.30\u002Fmonth",{"bindId":85,"name":86,"text":87},"jobclassifaction1","NO. CATERGORY BASIC MONTHLY RATES PER LA","NO.\n      CATERGORY\n      BASIC MONTHLY RATES PER LABOUR LAW ALL MUNICIPALITIES INCLUDING\n        MAVOKO WEF 1ST MAY 2012\n    \n    \n      1\n      Helpers, Cleaners, General workers, Messengers.\n      Ksh 7,915.90\u002Fmonth\n    \n    \n      2\n      Checkers and Loaders\n      Ksh 9,049\u002F\n    \n    \n      3\n      Line feeders, writers, final inspectors, mass production machinist,\n        machine assistant, pressman, Laundry operator\n      Ksh. 9,049\u002F month\n    \n    \n      4\n      Sample makers, Junior clerks, all rounder machinist, special\n        machinist, and assist washing supervisor.\n      Ksh. 10,384.80\u002F month\n    \n    \n      5\n      Driver (car, light vans) copy typist.\n      Ksh. 13,385.40\u002Fmonth\n    \n    \n      6\n      Cutters, pattern makers, General clerks, receptionist\u002Ftelephone\n        operator, assistant storekeeper\n      Ksh. 12,081.30\u002F month\n    \n    \n      7\n      Driver (medium car) assistant supervisor, quality\n\n        controllers.\n      \n      Ksh. 13,385.40\u002Fmonth\n    \n    \n      8\n      Accountant assistant, Cashier, heavy commercial drivers salesman\n        Driver.\n      Ksh.l8,219.20\u002Fmonth\n    \n    \n      9\n      Technicians\n\n        -Ungraded\n\n        -Grade three\n\n        -Grade two\n\n        -Grade one\n      \n      \n\n        Ksh.10,678.95\u002F month\n\n        Ksh.13,385.40\u002Fmonth \n\n        Ksh. 15,001.60\u002Fmonth \n\n        Ksh. 18,219.30\u002Fmonth",{"bindId":89,"name":90,"text":91},"OVERTIME_trigger","(a) Every employee who works for any tim","(a) Every employee who works for any time in excess of the normal hours of\nwork specified in Clause 5 above shall be entitled to be paid for the overtime,\nthereby worked at the following rates:-\n\n(i) One and half times (1 1\u002F2) the basic hourly rate in respect of any time\nworked in excess of the normal hours of work per week.\n\n(ii) For time worked on an employee's normal rest day and statutory public\nholidays at twice (2) the normal hourly rate.\n\n(a) Where an employee is required to work on a Public Holiday or on his rest\nday the employer will give such an employee one (1) day notice. The employees\nshall b advised through the respective supervisor on urgent needs.",{"bindId":93,"name":94,"text":95},"healthcareaccess","The Medical Treatment Rules of 1997 (Leg","The Medical Treatment Rules of 1997 (Legal Notice No. 157\u002F1977) shall\napply.",{"bindId":97,"name":98,"text":99},"ANNLEAVE_trigger","An employee will be entitled to Ksh. 120","An employee will be entitled to Ksh. 1200 leave travelling allowance. The\nmoney will be given at the time of proceeding on leave.\n\nWhere an employee is required to work at the request of his Employer instead\nof taking his\u002Fher annual leave in that year, such an employee shall be paid his\nfull leave entitlement in cash, and leave travelling allowance as per paragraph\n(a) of this Clause paid through the bank\n\nWhere an employee encashes his annual leave voluntarily he will\nautomatically forfeit the leave travelling allowance.",{"bindId":101,"name":102,"text":103},"healthandsafetypolicy","The Employer shall provide two pairs of ","The Employer shall provide two pairs of protective clothing, two pairs of\nrubber shoes and one gear wherever applicable to every employee. Where uniform\nhas been provided the employer shall provide one bar of soap per month or\nlaunder the uniform. Protective clothing and gear shall always remain Company's\nproperty.",{"bindId":105,"name":50,"text":106},"contracttrial","(a) The first three months of an employee's engagement shall be treated as\nprobationary period. Provided that the probation period may be extended for a\nfurther period of Six months.\n\n(b) On successful completion of the probationary period an employee shall be\nconfirmed on permanent employment.\n\n(c) Confirmation on permanent employment shall be in writing.\n\n(d) Either party willing to terminate the contract during the probationary\nperiod shall do so by giving seven (7) days notice in writing or paying seven\n(7) days salary in lieu of notice, and the Union be informed in writing.",{"bindId":108,"name":109,"text":110},"sicknesspay","After three (3) consecutive week's servi","After three (3) consecutive week's service with an Employer and subject to\nproduction of a medical certificate of incapacity to work signed by a duly\nqualified medical practitioner in a registered hospital or a health center or\ndispensary approved by the Government\u002FCompany, an employee shall be entitled to\nsick leave with pay in any one year as follows:-\n\n\n\n(a) First 10 days with full pay refer to Employment Act 2007\n\n(b) Next 10 days with half pay refer to Section 30 part 11 of Employment Act\n2007.\n\n\n\nProvided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year. Provided, also that any sickness leading to\nsick leave must be brought to the attention of the employer not later than 48\nhours the time of commencement of the sickness except the cases of\nadmission.",{"bindId":112,"name":62,"text":63},"dayspweek_select",{"bindId":114,"name":115,"text":116},"SCHEDULE_trigger","An employee shall be entitled to not les","An employee shall be entitled to not less than one and half (1 and 1\u002F2) rest\nday in each week.",{"bindId":118,"name":78,"text":79},"paidpaternityleave",{"bindId":120,"name":121,"text":122},"NOCTPREM_trigger","An employee who works on night shift bet","An employee who works on night shift between 9.00p.m. and 6.00 a.m. will be\nentitled to night shift allowance of Ksh. 1.50\u002F-per hour or 2.50\u002F- per month if\nmeal: are not provided. Other terms remain as per previous CBA.\n\nIt shall be responsibility of the Employer to provide working tools to the\nemployee which shall remain always Employer's property.",{"bindId":124,"name":82,"text":83},"LOWWAGE_trigger",{"bindId":126,"name":127,"text":128},"sicknessmaxdays","(a) First 10 days with full pay refer to","(a) First 10 days with full pay refer to Employment Act 2007\n\n(b) Next 10 days with half pay refer to Section 30 part 11 of Employment Act\n2007.",{"bindId":130,"name":131,"text":132},"bankholidays1","An employee shall be granted gazetted Pu","An employee shall be granted gazetted Public Holidays with full pay. If\npublic holiday occurs when an employee is on leave, the day will be added to\nthe leave entitlement.",{"bindId":134,"name":135,"text":136},"hivpolicy","The Employer will observe section 5 (3) ","The Employer will observe section 5 (3) of the Employment Act 2007..",{"bindId":138,"name":139,"text":140},"trainingprogrammes","The Employer shall grant paid education ","The Employer shall grant paid education leave to shopstevvards and the Union\nrepresentatives upto a maximum of 20 days in a year and this shall be limited\nto seminars and workshops related to union activities PROVIDED where special\nconsiderations dictates paid education leave may be granted upto a maximum of\nthirty (30) days, maximum 10 days preferable as previous CBA.",{"bindId":142,"name":143,"text":144},"paidmaternityleave","(i) A female employee shall be entitled ","(i) A female employee shall be entitled to three (3) months maternity leave\nwith full pay provided that a female employee who has taken her maternity leave\nshall not forfeit her annual leave in that year. On production of medical\ncertificate, a female employee maternity leave may be extended for another\nmonth without pay.\n\n(ii) A female employee in receipt of the maternity leave shall not incur any\nloss of privileges or entitlement during such period (including leave\nallowance). A male employee will be entitled to a paternity leave of two weeks\nin any one year upon production of an acceptable proof (NHIF Card for spouse\nname) that his wife has delivered a child.",{"bindId":146,"name":147,"text":148},"contractseverancepay","iv. Receive severance pay calculated as ","iv. Receive severance pay calculated as follows:- Employees with l -2 yrs\n-years - (16 days)\n\nEmployees with 2 years and above (17 days) for each completed year.\n\nFor the purpose of calculating redundancy any loose months shall be paid on\nprorata basis.",{"bindId":150,"name":151,"text":152},"PAIDLEAV_trigger","(i) After the completion of twelve (12) ","(i) After the completion of twelve (12) month's continuous service with an\nemployer, ar employee will be entitled to 24 working days leave with full pay\nand shall be paid through salary account when proceeding on leave.\n\n(ii) Such leave will be taken at a time and duration convenient to the\nEmployer but the ,, individual employee's circumstances shall be taken into\nconsideration. \n\n(iii) Where employment is terminated after the completion of three (3) or\nmore months continuous service during any leave earning period, an employee\nshall be entitled to two (2) days pro-rata leave with pay for each completed\nmonths of service.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Alltex (EPZ) Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-03-11\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 textiles\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                        Alltex (EPZ) 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 - Tailors and Textiles 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        \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): → 8 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 20 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 14 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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: → 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: → \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            \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: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 7915.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 2.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-01\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 2.5 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 1200.0\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            \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",[158],{"title":37,"slug":33},[160],{"type":161,"data":162},"call_to_action_body_block",{"title":163,"description":164,"variant":165,"link":166},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":163,"url":167,"description":163,"rel":168,"type":169},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[171],{"type":161,"data":172},{"title":163,"description":164,"variant":165,"link":173},{"title":163,"url":167,"description":163,"rel":168,"type":169},[]]