[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-wildlife-safari-kenya-limited-and-kenya-game-hunting-and-safaris-workers-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":202,"content_type_view":203,"extra_breadcrumbs":204,"body":206,"body_blocks":217,"related_pages":221},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":200,"translations":201},{"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-wildlife-safari-kenya-limited-and-kenya-game-hunting-and-safaris-workers-union-","3ce3a644-d4b4-11e2-b25b-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-wildlife-safari-kenya-limited-and-kenya-game-hunting-and-safaris-workers-union-\u002Fmemorandum-of-agreement-between-wildlife-safari-kenya-limited-and-kenya-game-hunting-and-safaris-workers-union-\u002F","Memorandum Of Agreement Between Wildlife Safari Kenya Limited And Kenya Game, Hunting And Safaris Workers' Union - 2011","KEN Wildlife Safari Kenya Limited - 2011","Kenya - KEN Wildlife Safari Kenya Limited - 2011","KEN Wildlife Safari Kenya Limited - 2011 - Hospitality, catering, tourism",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT WILDLIFE SAFARIS 2012.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 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">Between\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">WILDLIFE\nSAFARI KENYA LIMITED (HEREINAFTER REFERRED\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">TO AS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\"THE\nCOMPANY\") OF THE FIRST PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">And\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA GAME,\nHUNTING AND SAFARIS WORKERS' UNION (HEREINAFTER REFERRED TO AS \"THE UNION\") OF\nTHE\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">SECOND\nPART.\u003C\u002Fh1>\n\n\u003Cp>IN MATTERS OF TERMS AND CONDITIONS OF EMPLOYERMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this agreement shall be\nobserved by both parties covered by the recognition agreement, and as may be\nprovided for by the current FKE\u002FCOTU (K) Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>Employees shall be on a probationary period of 3 months during which\nemployment is terminable by either party by giving 7 days notice or pay in\nlieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After successful completion of the probationary period an employee shall be\nconfirmed in his employment in writing.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Ch3>3. WAGES\u003C\u002Fh3>\n\n\u003Cp>(A) Basic Minimum wages per month, in Kenya Shillings.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Category 1\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Cleaner\u003C\u002Fp>\n\n        \u003Cp>Messenger\u003C\u002Fp>\n\n        \u003Cp>Day Watchman\u003C\u002Fp>\n\n        \u003Cp>Tea Maker\u003C\u002Fp>\n\n        \u003Cp>Car Washer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kshs.8,050\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 2\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Ungraded Artisans\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kshs.10,240\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 3\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Junior Clerk\u003C\u002Fp>\n\n        \u003Cp>Copy Typist\u003C\u002Fp>\n\n        \u003Cp>Driver Light Van\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kshs.10,580\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 4\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>General Clerk\u003C\u002Fp>\n\n        \u003Cp>Radio Operator\u003C\u002Fp>\n\n        \u003Cp>Store keeper\u003C\u002Fp>\n\n        \u003Cp>Telephone Operator\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kshs.11,685\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 5\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Tour Driver\u003C\u002Fp>\n\n        \u003Cp>Mechanic Grade III\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs.12,880\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 6\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Mechanic\u002FArtisan Grade II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kshs.13,910\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 7\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Office Clerk Grade 1\u003C\u002Fp>\n\n        \u003Cp>Heavy Commercial Driver\u003C\u002Fp>\n\n        \u003Cp>Mechanic\u002FArtisan Grade I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kshs.17,120\u002F=\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>(B)General wage increases\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All unionisable employees who are in the employment of the company as at 01\nJuly 2011 shall receive a general wage increase of 10% or be brought to the new\nbasic minimum wage whichever is higher. They shall receive a further 10%\ngeneral wages increase with effect from 01 July 2012.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>Office, tours, accounts, transport, maintenance and workshop staff in\nNairobi shall work for 45 hours spread over 6 days of the week.\u003C\u002Fp>\n\n\u003Cp>Meet and Greet Staff shall work for 52 hours spread over 6 days of the\nweek.\u003C\u002Fp>\n\n\u003Cp>Driver-guides shall work for 90 hours spread over 12 days of a fortnight.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Ch3>5.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>Driver-guides\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cp>A fixed overtime of Kshs.70.00 per night shall be payable when out of\nstation on overnight safaris and Kshs.70\u002F= for day return after 7.00 p.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Meet and Greet Staff or Airport Representative\u003C\u002Fp>\n\n\u003Cp>A fixed overtime of Kshs.3,000\u002F= per month shall be payable for the first\nand second years.\u003C\u002Fp>\n\n\u003Cp>Other Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All other employees shall be entitled to overtime at the rate of one and a\nhalf times the normal hourly rates. Where the overtime falls on a Sunday and\ngazetted Public holiday employees shall be entitled to twice the normal hourly\nrates. An employee may be given equivalent time off in lieu of pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Any unionisable employee who is not provided with free accommodation by the\ncompany shall be entitled to a housing allowance of Ksh.2,750\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>Any employee whose work or conduct is unsatisfactory and or who commits an\noffence which in the opinion of the Company does not warrant instant dismissal\nshall be warned in writing and the following procedure will be followed:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The 1st and 2nd warning letters shall be recorded in his\u002Fher employment\nfile.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee with 2 warnings recorded commits a third offence within 12\nmonths of the 2nd warning letter such an employee will be liable to summary\ndismissal. Employees so dismissed are not entitled to the company's\ncontribution of the pension scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee completes 12 months from the date of the last warning\nrecorded on the file without further offences, then the previous warnings will\nbe cancelled.\u003C\u002Fp>\n\n\u003Cp>The 1st and 2nd warning letters shall be copied to the Branch Secretary of\nthe Union and the Company Shopsteward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.TERMINATION OF EMPLOYMENT.\u003C\u002Fh3>\n\n\u003Cp>After the probationary period, employment may be terminated by either party\nby giving one month's notice in writing, effective from any day of the month,\nfailing which there shall be paid by the party terminating the service without\nsuch notice 1 month's wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nothing in this clause shall prejudice the right of the Company to terminate\na contract of employment summarily for lawful cause, as per Section 17 of the\nEmployment act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Benefits on termination, retirement and resignation will be covered by the\nPension Scheme Clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>A contract of service shall not be terminated on account of redundancy\nunless the following conditions have been complied with:-\u003C\u002Fp>\n\n\u003Cp>a) The Union and the labour officer in charge of the area where the employee\nis employed shall be notified of the reasons for, and the extent of the\nintended redundancy.\u003C\u002Fp>\n\n\u003Cp>b) The Company shall have due regard to seniority in time and to the skill,\nability and reliability of each employee of the particular class of employees\naffected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>c) No employee shall be placed at a disadvantage for being or not being a\nmember of the Union.\u003C\u002Fp>\n\n\u003Cp>d) Any leave due to any employee who is declared redundant shall be paid off\nin cash.\u003C\u002Fp>\n\n\u003Cp>e) An employee declared redundant shall be entitled to 1 month's notice or 1\nmonth's wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>f) An employee declared redundant shall be entitled to severance pay at the\nrate of 20 days pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(A) Annual leave\u003C\u002Fp>\n\n\u003Cp>After every 12 consecutive months of service with the Company, an employee\nshall be entitled to an annual leave of 26 working days excluding Sundays and\ngazetted Public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(B) Maternity\u002FPaternity leave-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>A female employee shall be entitled to 3 months maternity leave with full\npay:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>i) The employee who has taken 3 months maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Childbirth in respect of a female employee shall not be deemed to be\nsickness as provided for in this agreement and the Company shall not be\nrequired to meet medical costs incurred thereon.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>iii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>iv) A male employee shall be entitled to two weeks paternity leave in a\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Compassionate leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desiring leave on compassionate grounds shall, by prior\narrangement with Company be granted such leave upto his earned annual leave\nentitlement and the leave shall subsequently be off set against his annual\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\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-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight focus\">\u003Cp>(D) Sick leave\u003C\u002Fp>\n\n\u003Cp>After the probationary period and subject to certification by a qualified\nmedical practitioner on incapacity covering the period of sick leave claimed,\nan employee shall be entitled to sick leave with full Pay in any 12 months\nperiod as follows:_\u003C\u002Fp>\n\n\u003Cp>•For all employees the first 60 days with full pay. The next 30 days on\nhalf pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Thereafter with such pay as the Company may allow at it's discretion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Any employee who is sick or incapacitated after 90 days will be liable\nto retirement on medical grounds at the discretion of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>•An employee shall not be eligible for sick leave under this clause in\nrespect of any incapacity due to gross neglect on his\u002Fher part.\u003C\u002Fp>\n\n\u003Cp>It shall be incumbent upon the employee to notify the Company within 48\nhours that he\u002Fshe has fallen ill at which time the Company shall have the right\nto have the employee examined by a Doctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Ch3>11. LEAVE TRAVEL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All unionisable staff shall be entitled to a leave travel allowance of Kshs.\n2,500\u002F= when proceeding on annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>When out of station on safari - medical treatment at a recognized medical\nclinic upto a maximum of Kenya shillings 3,000 in total per year. Production of\na medical certificate, will be required in all cases. Recurring illness will\nnot be paid for. An employee shall not be eligible for claims for any STD, AIDS\nor HIV cases, chronic illnesses such as cancer, recurring illnesses such as\ndiabetes, General Health Check-ups, dental, optical or maternity.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>The Company shall appoint an Insurance agency to underwrite Kshs.100, 000\nper person on in-patient hospitalization cases for confirmed employees. The\ncompany shall pay annual premiums to cover this policy. Employees are required\nto pay Kshs.5,000\u002F.-- prior with each admission into hospital, this amount is\npayable to the insurance agency and non refundable. The insurance agency will\nbe liable to settle hospital bills, upto a maximum of Kshs.100,000 per year -\n01 July 1999 to 30 June 2001. This agreement will be reviewed for the second\nyear, July 2001 to June 2002.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All bills must be paid by the individual and claims made to the insurance\nagency directly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Benefits of this scheme shall not apply to treatment of any existing\ndiseases, injuries, ailments or conditions, any STD, AIDS, HIV cases, chronic\nillnesses such as cancer, ups, dental, optical or maternity or for any other\ncases as defined by the Insurance Company. Family members or relatives are not\ncovered under this scheme. Employees are required to complete a declaration\nfrom the insurance company before becoming eligible.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>N.B. Medical treatment rules to apply in all cases.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>13. PENSION SCHEME\u003C\u002Fh3>\n\n\u003Cp>Employees are eligible to join the pension scheme one year after continuous\nservice and on the Anniversary of the scheme which is August of each year.\u003C\u002Fp>\n\n\u003Cp>Benefits include three years basic salary on death payable to nominated\ndependents.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal restriction by Madison Insurance Company apply and some are:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee shall not be eligible for claims under the Life Cover schemes\nfor any STD, AIDS or HIV cases or for any other cases as defined by the\nInsurance Company. It is hereby agreed that the retirement age shall be 60\nyears for male and 50 years for female.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. STAFF UNIFORMS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>An employee who is required to wear uniforms or overalls by nature of\nhis\u002Fher work or in accordance with the provisions of the Factories and other\nplaces of works Act, shall be issued with uniform\u002Foveralls as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Driver guide and MEET AND GREET STAFF - three (3) SETS of\u003C\u002Fp>\n\n\u003Cp>uniform.\u003C\u002Fp>\n\n\u003Cp>(b) Mechanics and car-washers - two overalls and 1 pair of Boots.\u003C\u002Fp>\n\n\u003Cp>(c) Reservation officers and messengers - three (3) SETS of uniform. In\naddition messenger shall be provided with 1 pair of Shoes.\u003C\u002Fp>\n\n\u003Cp>(d) The choice of the design and fabric of the uniform\u002Foverall will be at\u003C\u002Fp>\n\n\u003Cp>the discretion of the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.LAUNDRY\u003C\u002Fh3>\n\n\u003Cp>Driver-guides shall receive Kshs.100 per night on laundry allowance. Meet\nand greet officers shall receive Kshs.500 per month. The company shall provide\nlaundry facilities to mechanics, cleaners, day watchman and office\nmessengers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(1) Every employee shall be given a certificate of service by the Company\nupon termination of his employment unless such employment has continued for a\nperiod of less than 3 months and every such certificate shall contain\u003C\u002Fp>\n\n\u003Cp>a) the name of the employer and their postal address\u003C\u002Fp>\n\n\u003Cp>b) the name of the employee\u003C\u002Fp>\n\n\u003Cp>c) the date when 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; and\u003C\u002Fp>\n\n\u003Cp>f) such other particulars as may be prescribed\u003C\u002Fp>\n\n\u003Cp>(2) Subject to sub-clause (1), the Company is not bound to give the employee\na testimonial, reference or certificate relating to the character or\nperformance of an employee.\u003C\u002Fp>\n\n\u003Cp>(3) An employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub-clause 1, or who in a certificate\nof service includes a statement which he knows to be false, shall be guilty of\nan offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Ch3>17. ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>(A) DRIVERS ALLOWANCES\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>FIRST YEAR\u003C\u002Ftd>\n      \u003Ctd>SECOND YEAR\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Full night safari allowance\u003C\u002Ftd>\n      \u003Ctd>1,200\u002F=\u003C\u002Ftd>\n      \u003Ctd>1,200\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 day safari allowance returning before 1900hrs\u003C\u002Ftd>\n      \u003Ctd>230\u002F=\u003C\u002Ftd>\n      \u003Ctd>230\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch allowance 1230-1400\u003C\u002Ftd>\n      \u003Ctd>230\u002F=\u003C\u002Ftd>\n      \u003Ctd>230\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Car wash allowance\u003C\u002Ftd>\n      \u003Ctd>150\u002F=\u003C\u002Ftd>\n      \u003Ctd>150\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Laundry allowance\u003C\u002Ftd>\n      \u003Ctd>100\u002F=\u003C\u002Ftd>\n      \u003Ctd>100\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>The above mentioned transfer allowances shall not be payable in respect of\nany day, whereby the driver concerned will be entitled to a full safari\nallowance. The car-wash allowance shall be a daily allowance for drivers out of\nstation, when on safari. All drivers returning to Nairobi shall receive an\nadditional allowance of Kshs.230\u002F = standby allowance 130\u002F = (weekdays) 185\u002F=\n(weekends).\u003C\u002Fp>\n\n\u003Cp>(B) MEET AND GREET STAFF\u003C\u002Fp>\n\n\u003Cp>A fixed meal allowance of Kshs.3,000\u002F = per month shall be payable for the\nfirst and second years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. SUMMARY DISMISSAL\u003C\u002Fh3>\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 an employer or employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nother matters not mentioned in this clause constitute justifiable or lawful\ngrounds for such dismissal.\u003C\u002Fp>\n\n\u003Cp>a) if without leave or other lawful cause, an employee absents\nhimself\u002Fherself from the place proper and appointed for the performance of his\nwork;\u003C\u002Fp>\n\n\u003Cp>b) if during working hours becoming or being intoxicated an employee renders\nhimself unwilling or incapable to properly perform his work;\u003C\u002Fp>\n\n\u003Cp>c) if an employee willfully neglects to perform any work which it was\u003C\u002Fp>\n\n\u003Cp>his duty to have performed, or if he carelessly and improperly performs any\nwork which from it's nature it was his duty, under his\u002Fher contract to have\nperformed carefully and properly;\u003C\u002Fp>\n\n\u003Cp>d) if an employee uses abusive or insulting language or behaves in a manner\ninsulting language or behaves in a manner insulting to his employer or to any\nperson placed in authority over him or her by\u003C\u002Fp>\n\n\u003Cp>the employer;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) if an employee fails or refuses to obey any lawful and proper command\nwhich it was within the scope of his duty to obey, issued by his employer or\nany person placed in authority over him by the Employer;\u003C\u002Fp>\n\n\u003Cp>f) if in the lawful exercise of any power of arrest given by or under\u003C\u002Fp>\n\n\u003Cp>any written law, an employee is arrested for a cognizable offence punishable\nby imprisonment and is not within 10 days either released on bail or on bond or\notherwise lawfully set at liberty;\u003C\u002Fp>\n\n\u003Cp>g) if an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his\u002Fher employer or his\u002Fher employer's\u003C\u002Fp>\n\n\u003Cp>property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>19.INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cp>In the case of injury of an employee whilst on duty the Workmen's\nCompensation Act shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.GROUP PERSONAL ACCIDENT INSURANCE\u003C\u002Fh3>\n\n\u003Cp>The company provides an additional insurance cover for employees not covered\nby the Workmen's Compensation Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>(1) When the death of an employee, from any cause whatsoever is brought to\nthe notice, or comes to the knowledge of the employer, the employer shall as\nsoon as is practicable thereafter, give notice thereof in the prescribed form\nto the labour officer or, if there is no labour officer, to the District\nCommissioner of the district in which the employee was employed.\u003C\u002Fp>\n\n\u003Cp>(2) The employer shall pay to the labour officer or District Commissioner,\nas the case may be, all wages due to the employee at the date of his death, and\nshall deliver to him all property belonging to the deceased employee for\ntransmission to the person legally entitled thereto.\u003C\u002Fp>\n\n\u003Cp>(3) Should an employee, during the course of his employment be killed,\u003C\u002Fp>\n\n\u003Cp>or incapacitated by injury for a period exceeding 3 days, the employer shall\nas soon as is practicable, send to the labour officer or, if there is no labour\nofficer, to a District Commissioner a report in the prescribed form.\u003C\u002Fp>\n\n\u003Cp>(4) The company shall assist in any way it can with funeral arrangements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof more than 15 days unbroken period in an occupation or grade for which the\nbasic minimum wages prescribed under this Agreement is higher than the basic\nwages normally earned by the employee, he shall be paid acting allowance at a\nrate of not less than the difference between such higher basic minimum wages\nand his normal wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Where vacancies arise, the company shall give first consideration to\npromoting the existing employees taking into account such considerations as\nrelative ability, experience, qualification and length of service. The\nmanagement decision regarding such appointment shall be final.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>It is hereby agreed that should bonus be given it will apply to all\nemployees of the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.TRANSFER\u003C\u002Fh3>\n\n\u003Cp>An employee who is permanently transferred to another duty station, i.e.\nfrom Nairobi to Mombasa or Mombasa to Nairobi by the Company shall be entitled\nto transfer allowance as follows:\u003C\u002Fp>\n\n\u003Cp>(a) 1½ months' salary\u003C\u002Fp>\n\n\u003Cp>(b) Bus fare for himself, his wife and upto 4 children under 18 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall supersede all previous agreements between the parties\nhereto and shall be effective from 01 July ,2011and shall remain\u003C\u002Fp>\n\n\u003Cp>in force until 30 June 2013.i\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>SAIDI MEDI\u003C\u002Fp>\n\n\u003Cp>TRANSPORT MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>J M NDOLO\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\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>SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………..\u003C\u002Fp>\n\n\u003Cp>G. R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS …………………………DAY OF\n……………………….2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>jan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX\u003C\u002Fp>\n\n\u003Cp>The following allowances are payable to employees on safari :-\u003C\u002Fp>\n\n\u003Cp>1.AMBOSELI SERENA LODGE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast:250\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lunch:300\u002F=\u003C\u002Fp>\n\n\u003Cp>Dinner:300\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation:150\u002F=\u003C\u002Fp>\n\n\u003Cp>TOTAL\u003C\u002Fp>\n\n\u003Cp>1000\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.ALTUKAI LODGE\u003C\u002Fp>\n\n\u003Cp>Breakfast:250\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lunch:300\u002F=\u003C\u002Fp>\n\n\u003Cp>Dinner:300\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation:250\u002F=\u003C\u002Fp>\n\n\u003Cp>TOTAL\u003C\u002Fp>\n\n\u003Cp>1100\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.ISBANIA TOWN\u003C\u002Fp>\n\n\u003Cp>Breakfast:120\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lunch:250\u002F=\u003C\u002Fp>\n\n\u003Cp>Dinner:250\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation\u003C\u002Fp>\n\n\u003Cp>1000\u002F=\u003C\u002Fp>\n\n\u003Cp>TOTAL\u003C\u002Fp>\n\n\u003Cp>1620\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.NANYUKI\u002FNAIVASHA\u002FNYERI TOWNS\u003C\u002Fp>\n\n\u003Cp>Breakfast:120\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lunch:250\u002F=\u003C\u002Fp>\n\n\u003Cp>Dinner:250\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation:800\u002F=\u003C\u002Fp>\n\n\u003Cp>TOTAL\u003C\u002Fp>\n\n\u003Cp>1420\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.MOMBASA CITY\u003C\u002Fp>\n\n\u003Cp>Breakfast:200\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lunch:250\u002F=\u003C\u002Fp>\n\n\u003Cp>Dinner:250\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation:1400\u002F=\u003C\u002Fp>\n\n\u003Cp>TOTAL\u003C\u002Fp>\n\n\u003Cp>2100\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.Mara serena lodge full board-1,000\u002F=\u003C\u002Fp>\n\n\u003Cp>7.Mara safari club lodge full board-1,200\u002F=\u003C\u002Fp>\n\n\u003Cp>8.Mara intrapidi lodge full board- 600\u002F=\u003C\u002Fp>\n\n\u003Cp>9.Samburu\u002Fserena lodge full board-1,000\u002F=\u003C\u002Fp>\n\n\u003Cp>10.Samburu\u002FIntrapidi Lodge 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",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"jobclassifaction1":60,"ONCERISE_trigger":62,"wageincreaseperc1":66,"dayspweek":70,"hourspweek_select":74,"childcare":76,"STRUCINCR_trigger":80,"funeralpay":82,"MEALALL_trigger":86,"contracttrialperiod":90,"maxsicknesspayperc":94,"pensionfund":96,"ANNLEAVE_trigger":100,"mealvouchersamount":104,"OVERTIME_trigger":106,"holidaysdays":110,"healthcareaccess":114,"jobwagegroups":118,"annleaveallowancetype":120,"SUNDAY_trigger":122,"wageincreasetype":124,"sundayallowancetype":126,"healthandsafetypolicy":128,"overtimeallowanceperc1":132,"contracttrial":134,"sicknesspay":136,"shiftallowancetype":138,"dayspweek_select":142,"healthinsurance":144,"paidmaternityleaveall":148,"SCHEDULE_trigger":152,"paidpaternityleave":154,"schedulesrestpw":158,"sicknessmaxdaysnr":160,"NOCTPREM_trigger":162,"shiftallowanceamount1":164,"sundayallowanceperc1":168,"LOWWAGE_trigger":170,"annleaveallowanceamount1":172,"contractseverancepay1":174,"PAIDLEAV_trigger":178,"overtimeallowancetype":180,"overtimeallowancetypeperiod":182,"hivpolicy":184,"sicknessmaxdays":188,"paidmaternityleave":190,"contractseverancepay":192,"jobsecuritymothers":194,"paidpaternityleaveduration":198},{"bindId":45,"name":46,"text":47},"disabilitypay","19.INJURY BY ACCIDENT In the case of inj","19.INJURY BY ACCIDENT\n\nIn the case of injury of an employee whilst on duty the Workmen's\nCompensation Act shall apply.",{"bindId":49,"name":50,"text":51},"lowwageamount","3. WAGES (A) Basic Minimum wages per mon","3. WAGES\n\n(A) Basic Minimum wages per month, in Kenya Shillings.\n\n\n  \n  \n  \n  \n    \n      Category 1\n\n        \n\n        Cleaner\n\n        Messenger\n\n        Day Watchman\n\n        Tea Maker\n\n        Car Washer\n      \n      Kshs.8,050\u002F=\n    \n    \n      Category 2\n\n        \n\n        Ungraded Artisans\n      \n      Kshs.10,240\u002F=\n    \n    \n      Category 3\n\n        \n\n        Junior Clerk\n\n        Copy Typist\n\n        Driver Light Van\n      \n      Kshs.10,580\u002F=\n    \n    \n      Category 4\n\n        \n\n        General Clerk\n\n        Radio Operator\n\n        Store keeper\n\n        Telephone Operator\n      \n      Kshs.11,685\u002F=\n    \n    \n      Category 5\n\n        \n\n        Tour Driver\n\n        Mechanic Grade III\n      \n      \n\n        Kshs.12,880\u002F=\n      \n    \n    \n      Category 6\n\n        \n\n        Mechanic\u002FArtisan Grade II\n      \n      Kshs.13,910\u002F=\n    \n    \n      Category 7\n\n        \n\n        Office Clerk Grade 1\n\n        Heavy Commercial Driver\n\n        Mechanic\u002FArtisan Grade I\n      \n      Kshs.17,120\u002F=",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(B) Maternity\u002FPaternity leave- A female ","(B) Maternity\u002FPaternity leave-\n\nA female employee shall be entitled to 3 months maternity leave with full\npay:\n\nProvided that:\n\ni) The employee who has taken 3 months maternity leave shall not forfeit her\nannual leave in that year.\n\n\n\nii) Childbirth in respect of a female employee shall not be deemed to be\nsickness as provided for in this agreement and the Company shall not be\nrequired to meet medical costs incurred thereon.\n\niii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","(D) Sick leave After the probationary pe","(D) Sick leave\n\nAfter the probationary period and subject to certification by a qualified\nmedical practitioner on incapacity covering the period of sick leave claimed,\nan employee shall be entitled to sick leave with full Pay in any 12 months\nperiod as follows:_\n\n•For all employees the first 60 days with full pay. The next 30 days on\nhalf pay.\n\n\n\n•Thereafter with such pay as the Company may allow at it's discretion.\n\n\n\n• Any employee who is sick or incapacitated after 90 days will be liable\nto retirement on medical grounds at the discretion of the Company.",{"bindId":61,"name":50,"text":51},"jobclassifaction1",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","It is hereby agreed that should bonus be","It is hereby agreed that should bonus be given it will apply to all\nemployees of the company.",{"bindId":67,"name":68,"text":69},"wageincreaseperc1","(B)General wage increases All unionisabl","(B)General wage increases\n\n\n\nAll unionisable employees who are in the employment of the company as at 01\nJuly 2011 shall receive a general wage increase of 10% or be brought to the new\nbasic minimum wage whichever is higher. They shall receive a further 10%\ngeneral wages increase with effect from 01 July 2012.",{"bindId":71,"name":72,"text":73},"dayspweek","Office, tours, accounts, transport, main","Office, tours, accounts, transport, maintenance and workshop staff in\nNairobi shall work for 45 hours spread over 6 days of the week.\n\nMeet and Greet Staff shall work for 52 hours spread over 6 days of the\nweek.\n\nDriver-guides shall work for 90 hours spread over 12 days of a fortnight.",{"bindId":75,"name":72,"text":73},"hourspweek_select",{"bindId":77,"name":78,"text":79},"childcare","An employee desiring leave on compassion","An employee desiring leave on compassionate grounds shall, by prior\narrangement with Company be granted such leave upto his earned annual leave\nentitlement and the leave shall subsequently be off set against his annual\nleave.",{"bindId":81,"name":68,"text":69},"STRUCINCR_trigger",{"bindId":83,"name":84,"text":85},"funeralpay","(1) When the death of an employee, from ","(1) When the death of an employee, from any cause whatsoever is brought to\nthe notice, or comes to the knowledge of the employer, the employer shall as\nsoon as is practicable thereafter, give notice thereof in the prescribed form\nto the labour officer or, if there is no labour officer, to the District\nCommissioner of the district in which the employee was employed.\n\n(2) The employer shall pay to the labour officer or District Commissioner,\nas the case may be, all wages due to the employee at the date of his death, and\nshall deliver to him all property belonging to the deceased employee for\ntransmission to the person legally entitled thereto.\n\n(3) Should an employee, during the course of his employment be killed,\n\nor incapacitated by injury for a period exceeding 3 days, the employer shall\nas soon as is practicable, send to the labour officer or, if there is no labour\nofficer, to a District Commissioner a report in the prescribed form.\n\n(4) The company shall assist in any way it can with funeral arrangements.",{"bindId":87,"name":88,"text":89},"MEALALL_trigger","17. ALLOWANCES (A) DRIVERS ALLOWANCES FI","17. ALLOWANCES\n\n(A) DRIVERS ALLOWANCES\n\n\n  \n  \n  \n  \n  \n    \n      \n      FIRST YEAR\n      SECOND YEAR\n    \n    \n      Full night safari allowance\n      1,200\u002F=\n      1,200\u002F=\n    \n    \n      1 day safari allowance returning before 1900hrs\n      230\u002F=\n      230\u002F=\n    \n    \n      Lunch allowance 1230-1400\n      230\u002F=\n      230\u002F=\n    \n    \n      Car wash allowance\n      150\u002F=\n      150\u002F=\n    \n    \n      Laundry allowance\n      100\u002F=\n      100\u002F=\n    \n  \n\n\nThe above mentioned transfer allowances shall not be payable in respect of\nany day, whereby the driver concerned will be entitled to a full safari\nallowance. The car-wash allowance shall be a daily allowance for drivers out of\nstation, when on safari. All drivers returning to Nairobi shall receive an\nadditional allowance of Kshs.230\u002F = standby allowance 130\u002F = (weekdays) 185\u002F=\n(weekends).\n\n(B) MEET AND GREET STAFF\n\nA fixed meal allowance of Kshs.3,000\u002F = per month shall be payable for the\nfirst and second years.",{"bindId":91,"name":92,"text":93},"contracttrialperiod","Employees shall be on a probationary per","Employees shall be on a probationary period of 3 months during which\nemployment is terminable by either party by giving 7 days notice or pay in\nlieu.\n\n\n\nAfter successful completion of the probationary period an employee shall be\nconfirmed in his employment in writing.",{"bindId":95,"name":58,"text":59},"maxsicknesspayperc",{"bindId":97,"name":98,"text":99},"pensionfund","13. PENSION SCHEME Employees are eligibl","13. PENSION SCHEME\n\nEmployees are eligible to join the pension scheme one year after continuous\nservice and on the Anniversary of the scheme which is August of each year.\n\nBenefits include three years basic salary on death payable to nominated\ndependents.\n\n\n\nNormal restriction by Madison Insurance Company apply and some are:\n\n\n\nAn employee shall not be eligible for claims under the Life Cover schemes\nfor any STD, AIDS or HIV cases or for any other cases as defined by the\nInsurance Company. It is hereby agreed that the retirement age shall be 60\nyears for male and 50 years for female.",{"bindId":101,"name":102,"text":103},"ANNLEAVE_trigger","11. LEAVE TRAVEL ALLOWANCE All unionisab","11. LEAVE TRAVEL ALLOWANCE\n\nAll unionisable staff shall be entitled to a leave travel allowance of Kshs.\n2,500\u002F= when proceeding on annual leave.",{"bindId":105,"name":88,"text":89},"mealvouchersamount",{"bindId":107,"name":108,"text":109},"OVERTIME_trigger","5.OVERTIME Driver-guides A fixed overtim","5.OVERTIME\n\nDriver-guides\n\nA fixed overtime of Kshs.70.00 per night shall be payable when out of\nstation on overnight safaris and Kshs.70\u002F= for day return after 7.00 p.m.\n\nMeet and Greet Staff or Airport Representative\n\nA fixed overtime of Kshs.3,000\u002F= per month shall be payable for the first\nand second years.\n\nOther Staff\n\n\n\nAll other employees shall be entitled to overtime at the rate of one and a\nhalf times the normal hourly rates. Where the overtime falls on a Sunday and\ngazetted Public holiday employees shall be entitled to twice the normal hourly\nrates. An employee may be given equivalent time off in lieu of pay.",{"bindId":111,"name":112,"text":113},"holidaysdays","(A) Annual leave After every 12 consecut","(A) Annual leave\n\nAfter every 12 consecutive months of service with the Company, an employee\nshall be entitled to an annual leave of 26 working days excluding Sundays and\ngazetted Public holidays.",{"bindId":115,"name":116,"text":117},"healthcareaccess","When out of station on safari - medical ","When out of station on safari - medical treatment at a recognized medical\nclinic upto a maximum of Kenya shillings 3,000 in total per year. Production of\na medical certificate, will be required in all cases. Recurring illness will\nnot be paid for. An employee shall not be eligible for claims for any STD, AIDS\nor HIV cases, chronic illnesses such as cancer, recurring illnesses such as\ndiabetes, General Health Check-ups, dental, optical or maternity.",{"bindId":119,"name":50,"text":51},"jobwagegroups",{"bindId":121,"name":102,"text":103},"annleaveallowancetype",{"bindId":123,"name":108,"text":109},"SUNDAY_trigger",{"bindId":125,"name":68,"text":69},"wageincreasetype",{"bindId":127,"name":108,"text":109},"sundayallowancetype",{"bindId":129,"name":130,"text":131},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniforms or overalls by nature of\nhis\u002Fher work or in accordance with the provisions of the Factories and other\nplaces of works Act, shall be issued with uniform\u002Foveralls as follows:\n\n(a) Driver guide and MEET AND GREET STAFF - three (3) SETS of\n\nuniform.\n\n(b) Mechanics and car-washers - two overalls and 1 pair of Boots.\n\n(c) Reservation officers and messengers - three (3) SETS of uniform. In\naddition messenger shall be provided with 1 pair of Shoes.\n\n(d) The choice of the design and fabric of the uniform\u002Foverall will be at\n\nthe discretion of the company.",{"bindId":133,"name":108,"text":109},"overtimeallowanceperc1",{"bindId":135,"name":92,"text":93},"contracttrial",{"bindId":137,"name":58,"text":59},"sicknesspay",{"bindId":139,"name":140,"text":141},"shiftallowancetype","Driver-guides A fixed overtime of Kshs.7","Driver-guides\n\nA fixed overtime of Kshs.70.00 per night shall be payable when out of\nstation on overnight safaris and Kshs.70\u002F= for day return after 7.00 p.m.",{"bindId":143,"name":72,"text":73},"dayspweek_select",{"bindId":145,"name":146,"text":147},"healthinsurance","The Company shall appoint an Insurance a","The Company shall appoint an Insurance agency to underwrite Kshs.100, 000\nper person on in-patient hospitalization cases for confirmed employees. The\ncompany shall pay annual premiums to cover this policy. Employees are required\nto pay Kshs.5,000\u002F.-- prior with each admission into hospital, this amount is\npayable to the insurance agency and non refundable. The insurance agency will\nbe liable to settle hospital bills, upto a maximum of Kshs.100,000 per year -\n01 July 1999 to 30 June 2001. This agreement will be reviewed for the second\nyear, July 2001 to June 2002.",{"bindId":149,"name":150,"text":151},"paidmaternityleaveall","A female employee shall be entitled to 3","A female employee shall be entitled to 3 months maternity leave with full\npay:",{"bindId":153,"name":72,"text":73},"SCHEDULE_trigger",{"bindId":155,"name":156,"text":157},"paidpaternityleave","iv) A male employee shall be entitled to","iv) A male employee shall be entitled to two weeks paternity leave in a\nyear.",{"bindId":159,"name":72,"text":73},"schedulesrestpw",{"bindId":161,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":163,"name":140,"text":141},"NOCTPREM_trigger",{"bindId":165,"name":166,"text":167},"shiftallowanceamount1","A fixed overtime of Kshs.70.00 per night","A fixed overtime of Kshs.70.00 per night shall be payable when out of\nstation on overnight safaris and Kshs.70\u002F= for day return after 7.00 p.m.",{"bindId":169,"name":108,"text":109},"sundayallowanceperc1",{"bindId":171,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":173,"name":102,"text":103},"annleaveallowanceamount1",{"bindId":175,"name":176,"text":177},"contractseverancepay1","A contract of service shall not be termi","A contract of service shall not be terminated on account of redundancy\nunless the following conditions have been complied with:-\n\na) The Union and the labour officer in charge of the area where the employee\nis employed shall be notified of the reasons for, and the extent of the\nintended redundancy.\n\nb) The Company shall have due regard to seniority in time and to the skill,\nability and reliability of each employee of the particular class of employees\naffected by the redundancy.\n\nc) No employee shall be placed at a disadvantage for being or not being a\nmember of the Union.\n\nd) Any leave due to any employee who is declared redundant shall be paid off\nin cash.\n\ne) An employee declared redundant shall be entitled to 1 month's notice or 1\nmonth's wages in lieu of notice.\n\nf) An employee declared redundant shall be entitled to severance pay at the\nrate of 20 days pay for each completed year of service.",{"bindId":179,"name":112,"text":113},"PAIDLEAV_trigger",{"bindId":181,"name":108,"text":109},"overtimeallowancetype",{"bindId":183,"name":108,"text":109},"overtimeallowancetypeperiod",{"bindId":185,"name":186,"text":187},"hivpolicy","Benefits of this scheme shall not apply ","Benefits of this scheme shall not apply to treatment of any existing\ndiseases, injuries, ailments or conditions, any STD, AIDS, HIV cases, chronic\nillnesses such as cancer, ups, dental, optical or maternity or for any other\ncases as defined by the Insurance Company. Family members or relatives are not\ncovered under this scheme. Employees are required to complete a declaration\nfrom the insurance company before becoming eligible.",{"bindId":189,"name":58,"text":59},"sicknessmaxdays",{"bindId":191,"name":54,"text":55},"paidmaternityleave",{"bindId":193,"name":176,"text":177},"contractseverancepay",{"bindId":195,"name":196,"text":197},"jobsecuritymothers","iii) A female employee who takes materni","iii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":199,"name":156,"text":157},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Wildlife Safari Kenya Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Tour operator activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Wildlife Safari Kenya Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Game Hunting and Safari 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        \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        \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): → 42 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\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: → No provision days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \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: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2012-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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 70.0 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 2500.0\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 230.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[205],{"title":37,"slug":33},[207],{"type":208,"data":209},"call_to_action_body_block",{"title":210,"description":211,"variant":212,"link":213},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":210,"url":214,"description":210,"rel":215,"type":216},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[218],{"type":208,"data":219},{"title":210,"description":211,"variant":212,"link":220},{"title":210,"url":214,"description":210,"rel":215,"type":216},[]]