[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-employment-between-carbacid-co2-limited-and-kenya-chemical-allied-workers-union":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":153,"content_type_view":154,"extra_breadcrumbs":155,"body":157,"body_blocks":168,"related_pages":172},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":151,"translations":152},{"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-on-terms-and-conditions-of-employment-between-carbacid-co2-limited-and-kenya-chemical-allied-workers-union","9866668c-e515-11e4-bdaa-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-employment-between-carbacid-co2-limited-and-kenya-chemical-allied-workers-union\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-employment-between-carbacid-co2-limited-and-kenya-chemical-allied-workers-union\u002F","Memorandum of Agreement on Terms and Conditions of Employment between Carbacid (Co2) Limited and Kenya Chemical & Allied Workers’ Union - 2014","KEN Carbacid (CO2) Limited - 2013","Kenya - KEN Carbacid (CO2) Limited - 2013","KEN Carbacid (CO2) Limited - 2013 - Manufacturing",{"name":41,"data":42},"Union Agreement (2013 - 2016).html","\n              \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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT ON TERMS AND CONDITIONS OF EMPLOYMENT Between\nCARBACID (CO2) LIMITED And KENYA CHEMICAL & ALLIED WORKERS’ UNION\u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by both parties and shall apply to all employees\u002Fworkers covered by\nthe Joint Recognition Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. EMPLOYEES IN ACTING CAPACITY \u003C\u002Fh3>\n\n\u003Cp>An employee temporarily acting in a higher grade job for a period of\nfourteen consecutive days or more in any one calendar year shall receive the\nagreed salary for that grade for those days he\u002Fshe occupies the position.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. GENERAL WAGE INCREASE \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) Employees in service as of 1st August 2013 shall earn a wage increase as\nfollows;\u003C\u002Fp>\n\n\u003Cp>Year 1 (Aug 2013 – July 2014); 10%\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>Year 2 (Aug 2014 – July 2015); 8%\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Year 3 (Aug 2015 – July 2016); 9%\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) House Allowance\u003C\u002Fp>\n\n\u003Cp>Employees in service as of 1st August 2013 and who are not housed by the\nCompany shall earn a house allowance of 15% of their salary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of forty two (42) hours spread over six (6) days per week\nexclusive of the meal break hours, provided that an employee who is required to\nwork in excess of such hours will be paid for such excess hours at the\nappropriate rate as provided by Clause (5) of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. OVERTIME RATES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime rates shall be as follows:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(a) For hours worked on weekdays in excess of hours set out in Clause (4)\n– Time and half.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) For hours worked on Saturdays in excess of hours set out in Clause (4)\n– Time and half.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>(c)For hours worked on Sundays and Gazetted Public Holidays – Double\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. GAZETTED PUBLIC HOLIDAY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee, who is required to work on such holidays,\nshall be paid for double time as provided by overtime Clause (5).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>After each period of twelve consecutive months with an employer an employee\nshall be entitled to annual leave for a period covering twenty-six (26) working\ndays with full pay. Leave to be taken at the employer’s convenience. In the\nevent of statutory Public Holidays falling within the leave period, such\nholidays shall be added to leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangement with the employer be granted such leave up to his earned\nentitlement under paragraph (6) of this Agreement and leave taken shall be\nsubsequently set off against his annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee may, in addition to the leave provided for in subsection (a)\nof this paragraph be granted five days compassionate leave without pay in any\none year.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sicknesspay\">\u003Cp>An employee shall be entitled to sick leave up to a maximum of fifty (50)\ndays with full pay, and thereafter to sick leave up to a maximum of thirty (30)\ndays with half pay, in each period of twelve months continuous service. Subject\nto the employee producing a certificate of incapacity covering each period of\nsick leave claimed, signed by a Medical Practitioner or person acting on his\nbehalf in charge of a dispensary or medical aid centre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In case of an injury to an employee where the Work Injuries Benefit Act\n(WIBA) requires the payment of not less than half salary for any period of\ntemporary incapacity, the employee shall receive full salary. In case this\nguiding Act is repealed, then the terms of any new Act in force and amendments\nthereof will apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. SAFARI ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform work away from his principal place of\nemployment shall be entitled to be paid subsistence allowance as set out in\nClause 26: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For any such period of duty lasting up to 12 hours, not including a\nnight stop.\u003C\u002Fp>\n\n\u003Cp>(b)For any such period of duty lasting over 12 hours but not exceeding 24\nhours, not including a night stop.\u003C\u002Fp>\n\n\u003Cp>(c)For any such period of duty covering 24 hours and including a night\nstop.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. DRIVER & TURNMATES TRIP ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>Drivers and Turn mates will not normally be paid safari allowances or\novertime when making Bulk CO2 deliveries but will be paid a consolidated trip\nallowance to each destination.\u003C\u002Fp>\n\n\u003Cp>In the event of excessive delays on the journey due to circumstances\nentirely beyond the control of the driver appropriate additional compensation\nwill be made in accordance with a, b or c above.\u003C\u002Fp>\n\n\u003Cp>When Drivers and Turn mates work overtime at their base they will be\ncompensated at normal rates.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>On termination of employment, an employee may request the Company for a\ncertificate stating the period for which he\u002Fshe has been employed. This will be\nissued in accordance with the Employment Act, Section 51.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Employment after the probationary period shall be terminable by not less\nthan one month’s notice to be given by either party or otherwise by payment\nby either party, in lieu of notice, of not less than one month’s pay, except\nwhere an employee is summarily dismissed for gross misconduct or other lawful\ncause as prescribed in the Employment Act.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning which shall be entered\nin the employee’s employment record card and shall remain valid for a period\nof twelve months from the date of issue. If, within the twelve months period\nthe employee commits a similar or any other offence which does not warrant\ndismissal, he will be issued with a final letter of warning which will make him\nliable to summary dismissal for any other offence which he may commit\nthereafter. A final letter of warning will remain valid for a period of one\nyear from the date of issue. A copy of the final warning shall be sent to the\nGeneral Secretary of the Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The first three months of employment shall be treated as probationary\nperiod. During such probationary period, services shall be terminable by either\nparty by giving seven days notice or pay in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. MATERNITY & PATERNITY LEAVE BENEFITS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(i) Subject to the employee producing a certificate signed by a medical\npractitioner in charge of a dispensary, or medical practitioner in charge of a\nmedical aid centre, or by a person acting on his behalf, a female employee\nshall be entitled to Three months maternity leave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(a) Childbirth in respect of a female employee shall not be deemed to be\nsickness as provided for under Clause (8) of this Agreement and the employer\nshall not be required to meet medical costs incurred thereon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(b) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(ii) A male employee will be entitled to 14 days paternity leave in respect\nof child birth by a legally married partner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Cp>An employee upon taking his annual leave shall be entitled to a leave\ntravelling allowance at a flat rate of Kshs. 7,500 once per annum.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. RECALL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee recalled to duty while one his annual leave will be paid a\nrecall duty allowance of Kshs. 4,000 to carter for the expenses of travelling\nback to work\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. UNIFORMS AND OVERALLS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>An employee who is required to wear uniform or overalls by nature of his\u002Fher\nwork or in accordance with the provisions of The Occupational Safety and Health\nAct, 2007 , shall be issued with two pairs of uniforms or overall, one (1) pair\nof safety boots and personal protective equipment (PPE). Kagwe staff shall in\naddition obtain one (1) sweater, with security guards obtaining a raincoat\neach. The company shall also provide two (2) bars of soap per month to all\nemployees for cleaning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Employees shall be provided with medical care as per the prevailing Company\nmedical scheme and in line with the provisions of the Employment (Medical\nTreatment) Rules 1977. Any amendments to this rule shall also be observed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>In the event of redundancy the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>(a) The union shall be informed by the employer of the reasons for and the\nextent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>(b) The principle shall be adopted of “LAST IN, FIRST OUT” in the\nparticular category of employees affected subject to all other factors such as\nskill, relative merit, ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>(c) The redundant employee shall be entitled to the appropriate period of\nnotice or pay in lieu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(d) The redundant employee shall be entitled to severance pay on the basis\nof twenty (20) days for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(e)“ Redundancy” means the loss of employment, occupation, job or career\nby involuntary means through no fault of an employee, involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous, and the practices commonly known as abolition of office, job\nor occupation and loss of employment due to the Kenyanization of a business;\nbut it does not include any such loss of employment by a domestic servant.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Upon redundancy, retirement on medical grounds or otherwise an employee\nshall be eligible for a Baggage Allowance of Kshs. 15,000 to assist the\nemployee ferry his\u002Fher belongings to the place of retirement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. GRATUITY OR SERVICE BENEFITS\u003C\u002Fh3>\n\n\u003Cp>An employee in Service before 31st October 2001 and leaves employment of the\ncompany by way of retirement on attaining the age of 60 years, retired on\nmedical grounds, terminated or resigns on his\u002Fher own accord shall be paid 17\ndays for each completed year of service for the years served prior to 31st.\nOctober 2001. The parties agreed that the Gratuity benefits for such employees\nshall be settled as follows; 75% to be transferred to the Carbacid Provident\nFund and 25% to be paid out to the employee. The gratuity payment shall be\ncomputed based on the wage rate as at 31st July 2011.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. SHIFT DIFFERENTIAL\u003C\u002Fh3>\n\n\u003Cp>In addition to the basic wages\u002Fsalaries, employees working a 24 hours or\nless shift cycle as a team will be paid a shift differential (as stipulated\nbelow) to compensate them for the inconvenience involved in performing shift\nroster work. Will earn a Shift Differential Allowance at 15% of their basic\nwages, this shift differential will not be included in the basic wage and\naccordingly will not be taken into account when calculating Provident Fund\ncontributions and overtime pay. The shift differential is intended to\ncompensate individuals for the inconvenience involved in shift roster work, it\nwill therefore not be paid when an employee is sick or on leave, or if shift\nwork is not performed on any day for any other reason unless the change to day\nwork has been occasioned by the Management on that week in which the employee\nhas worked at least one shift. In order to ensure continuity of operation all\nshift employees will continue working until permitted to leave by the Manager\nor Supervisor in charge.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>If an employee dies, whilst in the service of the Company, an amount of\nshs.80,000\u002F- will be paid to the next of kin to assist with the cost of burial.\nThe next of kin shall be a person listed in an employee’s personal detail\nform prior to his\u002Fher demise\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. BASIC RATES PER MONTH - FOR THE PERIOD 1ST AUGUST 2013 to 31ST JULY\n2016\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ITEM\n\n        \u003Cp>Wage Increase (rounded)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Out going\n\n        \u003Cp>13%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13 _ 14 \n\n        \u003Cp>10%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14 _ 15\n\n        \u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15 _ 16\n\n        \u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>Wages Group 1 - Nbo\u003C\u002Fp>\n\n        \u003Cp>Wages Group 2 - Nbo\u003C\u002Fp>\n\n        \u003Cp>Wages Group 3 - Nbo\u003C\u002Fp>\n\n        \u003Cp>Wages Group 4 - Nbo\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Housing Group 1 - Nbo\u003C\u002Fp>\n\n        \u003Cp>Housing Group 2 - Nbo\u003C\u002Fp>\n\n        \u003Cp>Housing Group 3 - Nbo\u003C\u002Fp>\n\n        \u003Cp>Housing Group 4 - Nbo\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Wages Group 1 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>Wages Group 2 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>Wages Group 3 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>Wages Group 4 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Housing Group 1 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>Housing Group 2 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>Housing Group 3 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>Housing Group 4 - Kagwe\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Trip – Nairobi\u002FRuaraka\u003C\u002Fp>\n\n        \u003Cp>Trip – Machakos\u002FNakuru\u003C\u002Fp>\n\n        \u003Cp>Trip – Nyeri\u003C\u002Fp>\n\n        \u003Cp>Trip – Kericho\u003C\u002Fp>\n\n        \u003Cp>Trip – Eldoret\u003C\u002Fp>\n\n        \u003Cp>Trip – Kisumu\u003C\u002Fp>\n\n        \u003Cp>Trip – Kisii\u003C\u002Fp>\n\n        \u003Cp>Trip – Arusha\u003C\u002Fp>\n\n        \u003Cp>Trip – Moshi\u003C\u002Fp>\n\n        \u003Cp>Trip – Mombasa\u003C\u002Fp>\n\n        \u003Cp>Trip – Mwanza\u003C\u002Fp>\n\n        \u003Cp>Trip – Kampala\u003C\u002Fp>\n\n        \u003Cp>Trip – Mbarara\u003C\u002Fp>\n\n        \u003Cp>Trip – Dar es Salaam\u003C\u002Fp>\n\n        \u003Cp>Trip – Gisneyi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>41,336.00\u003C\u002Fp>\n\n        \u003Cp>36,595.00\u003C\u002Fp>\n\n        \u003Cp>30,731.00\u003C\u002Fp>\n\n        \u003Cp>26,882.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>6,200.00\u003C\u002Fp>\n\n        \u003Cp>5,489.00\u003C\u002Fp>\n\n        \u003Cp>4,610.00\u003C\u002Fp>\n\n        \u003Cp>4,032.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>38,894.00\u003C\u002Fp>\n\n        \u003Cp>34,414.00\u003C\u002Fp>\n\n        \u003Cp>28,843.00\u003C\u002Fp>\n\n        \u003Cp>25,255.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>5,834.00\u003C\u002Fp>\n\n        \u003Cp>5,162.00\u003C\u002Fp>\n\n        \u003Cp>4,326.00\u003C\u002Fp>\n\n        \u003Cp>3,788.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>995\u003C\u002Fp>\n\n        \u003Cp>1,900\u003C\u002Fp>\n\n        \u003Cp>3,760\u003C\u002Fp>\n\n        \u003Cp>4,720\u003C\u002Fp>\n\n        \u003Cp>5,695\u003C\u002Fp>\n\n        \u003Cp>6,135\u003C\u002Fp>\n\n        \u003Cp>6,620\u003C\u002Fp>\n\n        \u003Cp>7,430\u003C\u002Fp>\n\n        \u003Cp>7,825\u003C\u002Fp>\n\n        \u003Cp>9,420\u003C\u002Fp>\n\n        \u003Cp>11,295\u003C\u002Fp>\n\n        \u003Cp>11,795\u003C\u002Fp>\n\n        \u003Cp>13,920\u003C\u002Fp>\n\n        \u003Cp>14,095\u003C\u002Fp>\n\n        \u003Cp>18,795\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>45,470\u003C\u002Fp>\n\n        \u003Cp>40,255\u003C\u002Fp>\n\n        \u003Cp>33,804\u003C\u002Fp>\n\n        \u003Cp>29,570\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>6,825\u003C\u002Fp>\n\n        \u003Cp>6,040\u003C\u002Fp>\n\n        \u003Cp>5,071\u003C\u002Fp>\n\n        \u003Cp>4,436\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>42,783\u003C\u002Fp>\n\n        \u003Cp>37,855\u003C\u002Fp>\n\n        \u003Cp>31,727\u003C\u002Fp>\n\n        \u003Cp>27,781\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>6,418\u003C\u002Fp>\n\n        \u003Cp>5,678\u003C\u002Fp>\n\n        \u003Cp>4,759\u003C\u002Fp>\n\n        \u003Cp>4,167\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>995\u003C\u002Fp>\n\n        \u003Cp>1,900\u003C\u002Fp>\n\n        \u003Cp>3,760\u003C\u002Fp>\n\n        \u003Cp>4,720\u003C\u002Fp>\n\n        \u003Cp>5,695\u003C\u002Fp>\n\n        \u003Cp>6,135\u003C\u002Fp>\n\n        \u003Cp>6,620\u003C\u002Fp>\n\n        \u003Cp>7,430\u003C\u002Fp>\n\n        \u003Cp>7,825\u003C\u002Fp>\n\n        \u003Cp>9,420\u003C\u002Fp>\n\n        \u003Cp>11,295\u003C\u002Fp>\n\n        \u003Cp>11,795\u003C\u002Fp>\n\n        \u003Cp>13,920\u003C\u002Fp>\n\n        \u003Cp>14,095\u003C\u002Fp>\n\n        \u003Cp>18,795\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>49,108\u003C\u002Fp>\n\n        \u003Cp>43,475\u003C\u002Fp>\n\n        \u003Cp>36,508\u003C\u002Fp>\n\n        \u003Cp>31,936\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>7,366\u003C\u002Fp>\n\n        \u003Cp>6,521\u003C\u002Fp>\n\n        \u003Cp>5,476\u003C\u002Fp>\n\n        \u003Cp>4,790\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>46,206\u003C\u002Fp>\n\n        \u003Cp>40,883\u003C\u002Fp>\n\n        \u003Cp>34,265\u003C\u002Fp>\n\n        \u003Cp>30,003\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>6,930\u003C\u002Fp>\n\n        \u003Cp>6,133\u003C\u002Fp>\n\n        \u003Cp>5,140\u003C\u002Fp>\n\n        \u003Cp>4,501\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>995\u003C\u002Fp>\n\n        \u003Cp>1,900\u003C\u002Fp>\n\n        \u003Cp>3,760\u003C\u002Fp>\n\n        \u003Cp>4,720\u003C\u002Fp>\n\n        \u003Cp>5,695\u003C\u002Fp>\n\n        \u003Cp>6,135\u003C\u002Fp>\n\n        \u003Cp>6,620\u003C\u002Fp>\n\n        \u003Cp>7,430\u003C\u002Fp>\n\n        \u003Cp>7,825\u003C\u002Fp>\n\n        \u003Cp>9,420\u003C\u002Fp>\n\n        \u003Cp>11,295\u003C\u002Fp>\n\n        \u003Cp>11,795\u003C\u002Fp>\n\n        \u003Cp>13,920\u003C\u002Fp>\n\n        \u003Cp>14,095\u003C\u002Fp>\n\n        \u003Cp>18,795\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>53,528\u003C\u002Fp>\n\n        \u003Cp>47,389\u003C\u002Fp>\n\n        \u003Cp>39,794\u003C\u002Fp>\n\n        \u003Cp>34,810\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>8,029\u003C\u002Fp>\n\n        \u003Cp>7,108\u003C\u002Fp>\n\n        \u003Cp>5,969\u003C\u002Fp>\n\n        \u003Cp>5,222\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>50,365\u003C\u002Fp>\n\n        \u003Cp>44,562\u003C\u002Fp>\n\n        \u003Cp>37,349\u003C\u002Fp>\n\n        \u003Cp>32,703\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>7,555\u003C\u002Fp>\n\n        \u003Cp>6,684\u003C\u002Fp>\n\n        \u003Cp>5,602\u003C\u002Fp>\n\n        \u003Cp>4,905\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>995\u003C\u002Fp>\n\n        \u003Cp>1,900\u003C\u002Fp>\n\n        \u003Cp>3,760\u003C\u002Fp>\n\n        \u003Cp>4,720\u003C\u002Fp>\n\n        \u003Cp>5,695\u003C\u002Fp>\n\n        \u003Cp>6,135\u003C\u002Fp>\n\n        \u003Cp>6,620\u003C\u002Fp>\n\n        \u003Cp>7,430\u003C\u002Fp>\n\n        \u003Cp>7,825\u003C\u002Fp>\n\n        \u003Cp>9,420\u003C\u002Fp>\n\n        \u003Cp>11,295\u003C\u002Fp>\n\n        \u003Cp>11,795\u003C\u002Fp>\n\n        \u003Cp>13,920\u003C\u002Fp>\n\n        \u003Cp>14,095\u003C\u002Fp>\n\n        \u003Cp>18,795\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No Unionisable Employee of the Company will get less than the increase\nagreed upon between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective as from 1st August 2013 and shall remain\nin force for a period of three years. Thereafter, the agreement shall continue\nin force until it is amended, provided that the party desiring to amend it\ngives one month’s notice in writing setting in details of the amendments so\nrequired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the Company\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................................\u003C\u002Fp>\n\n\u003Cp>HON. MAINA WANJIGI, EGH\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................................\u003C\u002Fp>\n\n\u003Cp>G. MASESE\u003C\u002Fp>\n\n\u003Cp>CHIEF OPERATING OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.....................................................................................................\u003C\u002Fp>\n\n\u003Cp>A. JIVANJEE J.WEKESA\u003C\u002Fp>\n\n\u003Cp>FINANCE & ADMIN MANAGERHUMAN RESOURCES OFFICER CARBACID\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the Union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................................\u003C\u002Fp>\n\n\u003Cp>W. D. OGUTU OGW\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................................................................................\u003C\u002Fp>\n\n\u003Cp>HEZRON O ANYUOJAMES O OBURA\u003C\u002Fp>\n\n\u003Cp>DEPUTY NATIONALAREA SECRETARY\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARYNAIROBI, CENTRAL & EASTERN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...............................................\n.......................................................................................\u003C\u002Fp>\n\n\u003Cp>P.WAMUTORO H.SHITEMIJ.J. OKELLO\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARDSHOPSTEWARDSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the presence of\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...............................................\u003C\u002Fp>\n\n\u003Cp>G.R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>EXECUTIVE OFFICER - F.K.E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED ON .............................OF ............................. 2014\nat Nairobi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “B”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 1Senior Clerk (Chief)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Artisan – Grade 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver – Heavy Commercial Vehicle\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Senior fitter\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 11Junior Clerks\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>General Fitter\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Artisan – Grade 11 & 111\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Machine Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 111Cylinder Filler\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistant Machine Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver’s Mate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Watchman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP IVGeneral Labour\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"wageincreaseperc1":52,"dayspweek":55,"hourspweek_select":59,"childcare":61,"STRUCINCR_trigger":65,"funeralpay":69,"contracttrialperiod":73,"maternityotherclause":77,"OVERTIME_trigger":81,"holidaysdays":85,"healthcareaccess":89,"ANNLEAVE_trigger":93,"healthandsafetypolicy":97,"overtimeallowanceperc1":101,"hourspweek":105,"contracttrial":107,"sicknesspay":109,"PAIDLEAV_trigger":113,"dayspweek_select":115,"paidpaternityleave":117,"sicknessmaxdaysnr":121,"sundayallowanceperc1":123,"annleaveallowanceamount1":127,"contractseverancepay1":129,"bankholidays1":133,"paidmaternityleavepay":137,"sicknessmaxdays":139,"paidmaternityleave":141,"contractseverancepay":143,"jobsecuritymothers":145,"paidpaternityleaveduration":149},{"bindId":45,"name":46,"text":47},"disabilitypay","In case of an injury to an employee wher","In case of an injury to an employee where the Work Injuries Benefit Act\n(WIBA) requires the payment of not less than half salary for any period of\ntemporary incapacity, the employee shall receive full salary. In case this\nguiding Act is repealed, then the terms of any new Act in force and amendments\nthereof will apply.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(i) Subject to the employee producing a ","(i) Subject to the employee producing a certificate signed by a medical\npractitioner in charge of a dispensary, or medical practitioner in charge of a\nmedical aid centre, or by a person acting on his behalf, a female employee\nshall be entitled to Three months maternity leave with full pay.",{"bindId":53,"name":54,"text":54},"wageincreaseperc1","Year 2 (Aug 2014 – July 2015); 8%",{"bindId":56,"name":57,"text":58},"dayspweek","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise, a total of forty two (42) hours spread over six (6) days per week\nexclusive of the meal break hours, provided that an employee who is required to\nwork in excess of such hours will be paid for such excess hours at the\nappropriate rate as provided by Clause (5) of this Agreement.",{"bindId":60,"name":57,"text":58},"hourspweek_select",{"bindId":62,"name":63,"text":64},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangement with the employer be granted such leave up to his earned\nentitlement under paragraph (6) of this Agreement and leave taken shall be\nsubsequently set off against his annual leave.",{"bindId":66,"name":67,"text":68},"STRUCINCR_trigger","(a) Employees in service as of 1st Augus","(a) Employees in service as of 1st August 2013 shall earn a wage increase as\nfollows;\n\nYear 1 (Aug 2013 – July 2014); 10%\n\nYear 2 (Aug 2014 – July 2015); 8%\n\nYear 3 (Aug 2015 – July 2016); 9%",{"bindId":70,"name":71,"text":72},"funeralpay","If an employee dies, whilst in the servi","If an employee dies, whilst in the service of the Company, an amount of\nshs.80,000\u002F- will be paid to the next of kin to assist with the cost of burial.\nThe next of kin shall be a person listed in an employee’s personal detail\nform prior to his\u002Fher demise",{"bindId":74,"name":75,"text":76},"contracttrialperiod","The first three months of employment sha","The first three months of employment shall be treated as probationary\nperiod. During such probationary period, services shall be terminable by either\nparty by giving seven days notice or pay in lieu.",{"bindId":78,"name":79,"text":80},"maternityotherclause","(a) Childbirth in respect of a female em","(a) Childbirth in respect of a female employee shall not be deemed to be\nsickness as provided for under Clause (8) of this Agreement and the employer\nshall not be required to meet medical costs incurred thereon.",{"bindId":82,"name":83,"text":84},"OVERTIME_trigger","Overtime rates shall be as follows:- (a)","Overtime rates shall be as follows:-\n\n(a) For hours worked on weekdays in excess of hours set out in Clause (4)\n– Time and half.\n\n(b) For hours worked on Saturdays in excess of hours set out in Clause (4)\n– Time and half.\n\n(c)For hours worked on Sundays and Gazetted Public Holidays – Double\ntime.",{"bindId":86,"name":87,"text":88},"holidaysdays","After each period of twelve consecutive ","After each period of twelve consecutive months with an employer an employee\nshall be entitled to annual leave for a period covering twenty-six (26) working\ndays with full pay. Leave to be taken at the employer’s convenience. In the\nevent of statutory Public Holidays falling within the leave period, such\nholidays shall be added to leave entitlement.",{"bindId":90,"name":91,"text":92},"healthcareaccess","Employees shall be provided with medical","Employees shall be provided with medical care as per the prevailing Company\nmedical scheme and in line with the provisions of the Employment (Medical\nTreatment) Rules 1977. Any amendments to this rule shall also be observed.",{"bindId":94,"name":95,"text":96},"ANNLEAVE_trigger","An employee upon taking his annual leave","An employee upon taking his annual leave shall be entitled to a leave\ntravelling allowance at a flat rate of Kshs. 7,500 once per annum.",{"bindId":98,"name":99,"text":100},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniform or overalls by nature of his\u002Fher\nwork or in accordance with the provisions of The Occupational Safety and Health\nAct, 2007 , shall be issued with two pairs of uniforms or overall, one (1) pair\nof safety boots and personal protective equipment (PPE). Kagwe staff shall in\naddition obtain one (1) sweater, with security guards obtaining a raincoat\neach. The company shall also provide two (2) bars of soap per month to all\nemployees for cleaning.",{"bindId":102,"name":103,"text":104},"overtimeallowanceperc1","(a) For hours worked on weekdays in exce","(a) For hours worked on weekdays in excess of hours set out in Clause (4)\n– Time and half.",{"bindId":106,"name":57,"text":58},"hourspweek",{"bindId":108,"name":75,"text":76},"contracttrial",{"bindId":110,"name":111,"text":112},"sicknesspay","An employee shall be entitled to sick le","An employee shall be entitled to sick leave up to a maximum of fifty (50)\ndays with full pay, and thereafter to sick leave up to a maximum of thirty (30)\ndays with half pay, in each period of twelve months continuous service. Subject\nto the employee producing a certificate of incapacity covering each period of\nsick leave claimed, signed by a Medical Practitioner or person acting on his\nbehalf in charge of a dispensary or medical aid centre.",{"bindId":114,"name":87,"text":88},"PAIDLEAV_trigger",{"bindId":116,"name":57,"text":58},"dayspweek_select",{"bindId":118,"name":119,"text":120},"paidpaternityleave","(ii) A male employee will be entitled to","(ii) A male employee will be entitled to 14 days paternity leave in respect\nof child birth by a legally married partner.",{"bindId":122,"name":111,"text":112},"sicknessmaxdaysnr",{"bindId":124,"name":125,"text":126},"sundayallowanceperc1","(c)For hours worked on Sundays and Gazet","(c)For hours worked on Sundays and Gazetted Public Holidays – Double\ntime.",{"bindId":128,"name":95,"text":96},"annleaveallowanceamount1",{"bindId":130,"name":131,"text":132},"contractseverancepay1","(d) The redundant employee shall be enti","(d) The redundant employee shall be entitled to severance pay on the basis\nof twenty (20) days for each completed year of service.",{"bindId":134,"name":135,"text":136},"bankholidays1","An employee shall normally be granted le","An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee, who is required to work on such holidays,\nshall be paid for double time as provided by overtime Clause (5).",{"bindId":138,"name":50,"text":51},"paidmaternityleavepay",{"bindId":140,"name":111,"text":112},"sicknessmaxdays",{"bindId":142,"name":50,"text":51},"paidmaternityleave",{"bindId":144,"name":131,"text":132},"contractseverancepay",{"bindId":146,"name":147,"text":148},"jobsecuritymothers","(b) A female employee who takes maternit","(b) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":150,"name":119,"text":120},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Carbacid (CO2) Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-07-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of chemicals and chemical products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Carbacid (CO2) Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Chemical and Allied Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 36 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 80 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 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: → 42.0\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            \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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 7500.0\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: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[156],{"title":37,"slug":33},[158],{"type":159,"data":160},"call_to_action_body_block",{"title":161,"description":162,"variant":163,"link":164},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":161,"url":165,"description":161,"rel":166,"type":167},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[169],{"type":159,"data":170},{"title":161,"description":162,"variant":163,"link":171},{"title":161,"url":165,"description":161,"rel":166,"type":167},[]]