[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-service-and-wages-between-messrs-millbrook-garments-and-the-tailors-and-textiles-workers-union---2013":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":122,"content_type_view":123,"extra_breadcrumbs":124,"body":126,"body_blocks":137,"related_pages":141},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":120,"translations":121},{"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-service-and-wages-between-messrs-millbrook-garments-and-the-tailors-and-textiles-workers-union---2013","dd1e93f8-07ba-11e6-9a49-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-service-and-wages-between-messrs-millbrook-garments-and-the-tailors-and-textiles-workers-union---2013\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-service-and-wages-between-messrs-millbrook-garments-and-the-tailors-and-textiles-workers-union---2013\u002F","Memorandum of Agreement on Terms and Conditions of Service and Wages between Messrs. Millbrook Garments and the Tailors and Textiles Workers Union - 2013","KEN Messrs. Millbrook Garments - 2010","Kenya - KEN Messrs. Millbrook Garments - 2010","KEN Messrs. Millbrook Garments - 2010 - Manufacturing",{"name":41,"data":42},"Messrs. Millbrook Garments - 2013.html","\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>New2\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 SERVICE AND WAGES\nBETWEEN MESSRS. MILLBROOK GARMENTS (HEREINAFTER REFERRED TO AS “THE\nMANAGEMENT”) OF THE FIRST PART AND THE TAILORS AND TEXTILES WORKERS UNION\n(HEREINAFTER REFERRED TO AS “THE UNION”) OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Cp>PART I: TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Ch2>1. HOUSE AND HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Every employee who is not provided with free housing accommodation by his\nemployer shall be entitled in addition to the basic minimum wage prescribed to\na\u003C\u002Fp>\n\n\u003Cp>Housing Allowance at a rate of Shs. 2,200\u002F- per month.\u003C\u002Fp>\n\n\u003Ch2>2. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working week shall consist of 45 hours of work spread over six\ndays of the week, comprising, unless agreed otherwise by the parties, five days\nof eight hours work per day and one day of the five hours work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>3. OVERTIME RATES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime shall be payable at the following rates:-\u003C\u002Fp>\n\n\u003Cp>a) For time worked in excess of the normal number of hours per week\nspecified in paragraph 2 of this Agreement - at one and half times the normal\nhourly rate.\u003C\u002Fp>\n\n\u003Cp>b) For time worked on Sunday, or the employee’s normal rest day, and on\nStatutory Public Holidays at twice the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>c) For the purpose of calculating payment of overtime in accordance with\nsub- paragraph (1) of this paragraph the normal hourly rate shall be deemed to\nbe not less than one hundred ninety fifth (1\u002F195) of the employee’s monthly\nwages, exclusive of housing allowance, and in the case of employee remunerate\notherwise than at a monthly rate it shall be calculated in proportion, save\nthat where the employee is remunerated at an hourly rate of wages such hourly\nrate of wages shall form the basis of calculation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. HOLIDAYS WITH FULL PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>The normal working hours occurring on Statutory Public Holidays shall,\nunless paid for as overtime, be granted as time off with full pay. If it falls\nwithin the leave period the employee will be granted additional paid fiay(s) on\ntop of the annual paid leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. ANNUAL PAID LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) After each period of 12 consecutive month’s service with an employer to\nannual leave for a period covering 26 working days, with full pay excluding any\nStatutory Public Holidays, that might fall within the leave period.\u003C\u002Fp>\n\n\u003Cp>b) Where employment is terminated after the completion of three or more,\nconsecutive months’ service during any 12 months’ leave-earning period to\ntwo days’ leave with full pay for each completed month of service in such\nperiod.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>a) After 3 consecutive weeks service with an employer an employee shall\u003C\u002Fp>\n\n\u003Cp>be entitled to sick leave with full pay upto a maximum of 50 days and\nthereafter to sick leave up to a maximum of 45 days with half pay in each\nperiod of 12 months consecutive service, subject to the employee producing a\ncertificate of incapacity signed by a qualified medical practitioner or a\nperson acting on his behalf in-charge of dispensary of medical centre.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>b) An employee shall not be eligible for sick-leave under this paragraph in\nrespect of any incapacity due to gross neglect on his part. Incase of injury\u003C\u002Fp>\n\n\u003Cp>received in the course of duty, the rules of the Workmen’s Compensation\nAct will apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>7. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>It shall be a condition in every contract that such contract shall be\nterminable by not less than one month’s notice to be given by either party in\nwriting or otherwise by payment by either party, in lieu of notice of not less\nthan one month’s wages. Employees with more than 5 years service will qualify\nfor two (2) months notice or wages in lieu.\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>i) The first three weeks of employment with an employer may be treated as\nprobationary period and during such probationary period the contract shall be\nterminable by either party by giving 48 hours notice or pay in lieu thereof.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Ch2>8. PIECE WORK OR TASK WORK\u003C\u002Fh2>\n\n\u003Cp>a)An employee engaged on piece work rate or task work rate shall be entitled\nto wages and conditions of employment not less favourable than those specified\nin this Agreement. However, leave pay will be calculated on an average of the\nprevious 12 consecutive months work pay.\u003C\u002Fp>\n\n\u003Cp>b)Any employee on piece work, who remains absent without prior permission or\nany other lawful cause, such employee will compensate the Company for the lost\nhours by way of working extra hours or any other arrangement with the employer.\nThe garment stitched will be paid for on the normal piece rate.\u003C\u002Fp>\n\n\u003Cp>In addition to compensating the lost hours, normal disciplinary action will\nbe taken against such employee.\u003C\u002Fp>\n\n\u003Ch2>9. PREVIOUS EXPERIENCE TO COUNT\u003C\u002Fh2>\n\n\u003Cp>i) Where any person to whom this agreement applies changes from employment\nwith one employer to similar employment with another employer shall be entitled\nto the appropriate rate of wages having regard to each completed year of\nservice in the same type of employment with his previous employer or employers;\nprovided that where, in the case of a learner tailor in the Bespoke Tailoring\ntrade, such change has involved a break exceeding six months duration in such\nlearner tailor employment, the first year of the previous period as a learner\ntailor shall not count for incremental purposes.\u003C\u002Fp>\n\n\u003Cp>ii) Proportionate Rate of Pay\u003C\u002Fp>\n\n\u003Cp>Remuneration otherwise than at monthly rates of wages shall not be less than\nproportionate to the basic minimum wage rates prescribed in this schedule.\u003C\u002Fp>\n\n\u003Ch2>10. CASUAL LABOUR\u003C\u002Fh2>\n\n\u003Cp>The provision of the Employments Act - 2007 shall apply.\u003C\u002Fp>\n\n\u003Ch2>11. MATERNITY \u002F PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>The provision of the Employments Act - 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. COMPASSIONATE LEAVE\u003C\u002Fh2>\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 upto his earned\nentitlement under paragraph 5 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>b) Alternatively an employee may be granted compassionate leave without pay\nat the discretion of the management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13. CHECK-OFF-SYSTEM\u003C\u002Fh2>\n\n\u003Cp>The Labour Relations Act - 2007 shall apply.\u003C\u002Fp>\n\n\u003Ch2>14. PROTECTIVE CLOTHING AND UNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) Drivers, Drivers Mates and Messengers shall be supplied\u002Fissued with two\nsets of uniforms per year.\u003C\u002Fp>\n\n\u003Cp>b) Machinists shall be issued\u002Fsupplied with two sets of Aprons per year.\u003C\u002Fp>\n\n\u003Cp>c) Supervisors\u002FCutters shall be issued\u002Fsupplied with two sets of Dust Coats\nper year.\u003C\u002Fp>\n\n\u003Cp>d) The Company shall wash the Uniforms and Protective Clothing or provide\none • bar of soap per month for washing the clothes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. WARNING SYSTEM\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory and or who commits an\noffence which in the opinion of the employer does not warrant instant\ndismissal; shall be warned in writing. The following procedure will be\nfollowed:-\u003C\u002Fp>\n\n\u003Cp>a) The 1st, 2nd and 3rd warnings will be recorded on his\u002Fher record card and\nshopstewards informed.\u003C\u002Fp>\n\n\u003Cp>b) If an employee with three warnings recorded on his\u002Fher card commits a\nfourth offence he\u002Fshe will be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>c) If an employee completes 365 days from the date of the last warning\nwithout fault, any warnings recorded on his\u002Fher card will be cancelled. All\nwarnings shall be valid for 12 consecutive months from the date of issue of\nlast warning.\u003C\u002Fp>\n\n\u003Cp>d) The second and third warnings will be copied to the Union’s Branch\nSecretary. Appeals against warning letters will be done within 3 working days\nand in\u003C\u002Fp>\n\n\u003Cp>writing.\u003C\u002Fp>\n\n\u003Cp>REDUNDANCY\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the following principles will apply: -\u003C\u002Fp>\n\n\u003Cp>a) The Union concerned shall be informed and consulted first of the reasons\nfor and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>b) The principles shall be adopted of “Last in first out”. In the\nparticular category of employees affected subject to all other factors such as\nskill merit ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>c) In case of availability of employment at a latter date, the Company will\nconsider the former redundant employees for re-employment. Provided they can be\ncontacted without delay.\u003C\u002Fp>\n\n\u003Cp>d) The redundant employee shall be entitled to appropriate notice or wages\nin lieu of notice.\u003C\u002Fp>\n\n\u003Cp>e) Any accrued leave that the redundant employee may not have taken prior to\nthe notice shall be paid m cash.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>f) An employee declared redundant shall receive severance pay at the rate of\n21 days pay for every completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g) The severance pay on redundancy shall be calculated with effect from Ist\nJanuary, 1963 based on individual’s length of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>a) An employee travelling on annual leave shall be entitled to leave travel\nallowance of Shillings two thousand, five hundred (K.SHS 2,500\u002F-).\u003C\u002Fp>\n\n\u003Cp>b) If any employee is requested by the employer to stay on working instead\nof going on leave, such employees shall be paid in cash leave days plus\ntravelling allowance.\u003C\u002Fp>\n\n\u003Cp>If an employee requests the employer to allow him to remain working instead\nof going on leave, such employee shall be entitled to his leave pay, and not\nleave travelling allowance. Such requests shall be made in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. NIGHT TRANSPORT FOR EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>Employee that will remain at work upto between 7.00 p.m. and 6.00 a.m. will\nbe provided with free transport to an agreed point within the city. \u003C\u002Fp>\n\n\u003Ch2>19. CERTIFICATION OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>i) Every employee shall be given a certificate of service by his employer\nupon the termination of his employment.\u003C\u002Fp>\n\n\u003Cp>Unless such employment has continued for a period of less than four\nconsecutive weeks, and every such certificate shall contain\u003C\u002Fp>\n\n\u003Cp>a) The name of the employer and his 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 date when employment ceased;\u003C\u002Fp>\n\n\u003Cp>e) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>ii) Subject to subsection (l) of this section, no employer is bound to give\nany employee any testimonial reference or certificate relating to the character\nor performance of an employee.\u003C\u002Fp>\n\n\u003Cp>iii) Any employer who willfully or be neglect fails to give an employee a\ncertificate of service in accordance with subsection (I) of this section, or\nwho in a certificate of service includes a statement which he knows to be\nfalse, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Ch2>20. SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause but the enumeration of\nsuch matters shall not preclude an employer or any employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nmatters not mentioned in this section constitute justifiable lawful grounds for\nsuch Dismissal.\u003C\u002Fp>\n\n\u003Cp>a) If without leave or other lawful cause, an employee absents himself from\nthe place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>b) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable properly to perform his work.\u003C\u002Fp>\n\n\u003Cp>c) If, an employee, willfully neglect to perform any work which it was his\nduty to have performed, or if he carelessly and improperly performs any working\nwhich from its nature it was his duty, under his contract to have performed\ncarefully, and properly.\u003C\u002Fp>\n\n\u003Cp>d) If any employee uses abusive or insulting language or behaves in a manner\ninsulting, to his employer or to any person place in authority over him by his\nemployer.\u003C\u002Fp>\n\n\u003Cp>e) If an employee knowingly fails, or refuses to obey any lawful and proper\ncommand which it was within the scope of his duty to obey, issued by his\nemployer or any person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>f) If, in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognisable offence punishable by\nimprisonment and is not within ten 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 or his employer or his employer's property.\u003C\u002Fp>\n\n\u003Ch2>21. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The provision of the Employment Act - 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. LEAVE WITH FULL PAY FOR UNION MEMBERS ON UNION OFFICIAL BUSINESS\u003C\u002Fh2>\n\n\u003Cp>Union officials or members shall be granted upto to 14 working days leave\nwith full pay to attend trade unions seminars or conference meetings upon a\nwritten requests by the Union and subject to the production of certificates of\nparticipation by the employees concerned.\u003C\u002Fp>\n\n\u003Ch2>23. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>The employer upon the death of an employee, shall pay the sum of Shs.\n15,000\u002F- to the bereaved family towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>24. RETIREMENT BENEFITS\u002FGRATUITY\u003C\u002Fh2>\n\n\u003Cp>a) The retirement age will be 55 years for males and 50 years for females.\nThe employer and the employee may by agreement extend the retirement age.\u003C\u002Fp>\n\n\u003Cp>b) An employee may retire or may be retired by the employer on grounds of\nill- health in which case a doctor’s certificate will be required to certify\nthis. The employer will be entitled to send such an employee to its own doctor\nfor further information.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>c) On retirement an employee will be entitled to:-\u003C\u002Fp>\n\n\u003Cp>i) Required notice\u003C\u002Fp>\n\n\u003Cp>ii) Retirement benefits at the rate of twenty one(21) days pay for each\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>iii) Any other remuneration that he\u002Fshe may be entitled to.\u003C\u002Fp>\n\n\u003Cp>d) An employee who is terminated by the employer and not under the grounds\nof gross misconduct or redundancy shall be entitled to 14 days pay for each\ncompleted year of service by way of Gratuity.\u003C\u002Fp>\n\n\u003Cp>The above will be in addition to the NSSF benefits. The workers service for\nthe purpose of this benefit will be taken into consideration from 1st January,\n1989.\u003C\u002Fp>\n\n\u003Cp>This clause will not apply to those Companies who operates a Provident Fund\nScheme for their employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. GENERAL WAGE INCREASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All employees in the services of the organisation as at 31st July, 2010,\nshall be entitled to 6% salary increase for the 1st year and another 5% for the\nsecond year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>26. DURATION AND EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>The whole of this Agreement shall be effective from 1st August, 2010, and it\nshall remain in force for a period of 2 years.\u003C\u002Fp>\n\n\u003Cp>Thereafter it shall remain in force until it is amended by mutual agreement\nbetween the two parties. Any party desiring to amend any clause in this\nAgreement shall give one months notice in writing of such intention giving the\ndetails of the amendments desired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF COMPANY\u003C\u002Fp>\n\n\u003Cp>MR. PATRIC JUMA \u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD MILLBROOK GARMENTS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF COMPANY\u003C\u002Fp>\n\n\u003Cp>SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>MR.MOSES OMBOKH \u003C\u002Fp>\n\n\u003Cp>REGIONAL MANAGER FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>DATE: 25 FEBUARY 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"OVERTIME_trigger":48,"healthandsafetypolicy":52,"paidmaternityleave":56,"paidmaternityleaveduration":60,"pensionfund":62,"contractseverancepay1":66,"bankholidays1":70,"sicknesspay":74,"contracttrial":78,"hourspweek_select":82,"childcare":86,"sicknessmaxdays":90,"dayspweek_select":93,"healthcareaccess":95,"funeralpay":99,"contractseverancepay":103,"STRUCINCR_trigger":106,"PAIDLEAV_trigger":110,"paidpaternityleave":114,"ANNLEAVE_trigger":116},{"bindId":45,"name":46,"text":47},"disabilitypay","b) An employee shall not be eligible for","b) An employee shall not be eligible for sick-leave under this paragraph in\nrespect of any incapacity due to gross neglect on his part. Incase of injury\n\nreceived in the course of duty, the rules of the Workmen’s Compensation\nAct will apply.",{"bindId":49,"name":50,"text":51},"OVERTIME_trigger","Overtime shall be payable at the followi","Overtime shall be payable at the following rates:-\n\na) For time worked in excess of the normal number of hours per week\nspecified in paragraph 2 of this Agreement - at one and half times the normal\nhourly rate.\n\nb) For time worked on Sunday, or the employee’s normal rest day, and on\nStatutory Public Holidays at twice the normal hourly rate.\n\nc) For the purpose of calculating payment of overtime in accordance with\nsub- paragraph (1) of this paragraph the normal hourly rate shall be deemed to\nbe not less than one hundred ninety fifth (1\u002F195) of the employee’s monthly\nwages, exclusive of housing allowance, and in the case of employee remunerate\notherwise than at a monthly rate it shall be calculated in proportion, save\nthat where the employee is remunerated at an hourly rate of wages such hourly\nrate of wages shall form the basis of calculation.",{"bindId":53,"name":54,"text":55},"healthandsafetypolicy","a) Drivers, Drivers Mates and Messengers","a) Drivers, Drivers Mates and Messengers shall be supplied\u002Fissued with two\nsets of uniforms per year.\n\nb) Machinists shall be issued\u002Fsupplied with two sets of Aprons per year.\n\nc) Supervisors\u002FCutters shall be issued\u002Fsupplied with two sets of Dust Coats\nper year.\n\nd) The Company shall wash the Uniforms and Protective Clothing or provide\none • bar of soap per month for washing the clothes.",{"bindId":57,"name":58,"text":59},"paidmaternityleave","The provision of the Employments Act - 2","The provision of the Employments Act - 2007 shall apply.",{"bindId":61,"name":58,"text":59},"paidmaternityleaveduration",{"bindId":63,"name":64,"text":65},"pensionfund","c) On retirement an employee will be ent","c) On retirement an employee will be entitled to:-\n\ni) Required notice\n\nii) Retirement benefits at the rate of twenty one(21) days pay for each\ncompleted year of service.\n\niii) Any other remuneration that he\u002Fshe may be entitled to.\n\nd) An employee who is terminated by the employer and not under the grounds\nof gross misconduct or redundancy shall be entitled to 14 days pay for each\ncompleted year of service by way of Gratuity.\n\nThe above will be in addition to the NSSF benefits. The workers service for\nthe purpose of this benefit will be taken into consideration from 1st January,\n1989.\n\nThis clause will not apply to those Companies who operates a Provident Fund\nScheme for their employees.",{"bindId":67,"name":68,"text":69},"contractseverancepay1","f) An employee declared redundant shall ","f) An employee declared redundant shall receive severance pay at the rate of\n21 days pay for every completed year of service.",{"bindId":71,"name":72,"text":73},"bankholidays1","The normal working hours occurring on St","The normal working hours occurring on Statutory Public Holidays shall,\nunless paid for as overtime, be granted as time off with full pay. If it falls\nwithin the leave period the employee will be granted additional paid fiay(s) on\ntop of the annual paid leave days.",{"bindId":75,"name":76,"text":77},"sicknesspay","a) After 3 consecutive weeks service wit","a) After 3 consecutive weeks service with an employer an employee shall\n\nbe entitled to sick leave with full pay upto a maximum of 50 days and\nthereafter to sick leave up to a maximum of 45 days with half pay in each\nperiod of 12 months consecutive service, subject to the employee producing a\ncertificate of incapacity signed by a qualified medical practitioner or a\nperson acting on his behalf in-charge of dispensary of medical centre.\n\nb) An employee shall not be eligible for sick-leave under this paragraph in\nrespect of any incapacity due to gross neglect on his part. Incase of injury\n\nreceived in the course of duty, the rules of the Workmen’s Compensation\nAct will apply.",{"bindId":79,"name":80,"text":81},"contracttrial","i) The first three weeks of employment w","i) The first three weeks of employment with an employer may be treated as\nprobationary period and during such probationary period the contract shall be\nterminable by either party by giving 48 hours notice or pay in lieu thereof.",{"bindId":83,"name":84,"text":85},"hourspweek_select","The normal working week shall consist of","The normal working week shall consist of 45 hours of work spread over six\ndays of the week, comprising, unless agreed otherwise by the parties, five days\nof eight hours work per day and one day of the five hours work.",{"bindId":87,"name":88,"text":89},"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 upto his earned\nentitlement under paragraph 5 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\n\nb) Alternatively an employee may be granted compassionate leave without pay\nat the discretion of the management.",{"bindId":91,"name":76,"text":92},"sicknessmaxdays","a) After 3 consecutive weeks service with an employer an employee shall\n\nbe entitled to sick leave with full pay upto a maximum of 50 days and\nthereafter to sick leave up to a maximum of 45 days with half pay in each\nperiod of 12 months consecutive service, subject to the employee producing a\ncertificate of incapacity signed by a qualified medical practitioner or a\nperson acting on his behalf in-charge of dispensary of medical centre.",{"bindId":94,"name":84,"text":85},"dayspweek_select",{"bindId":96,"name":97,"text":98},"healthcareaccess","The provision of the Employment Act - 20","The provision of the Employment Act - 2007 shall apply.",{"bindId":100,"name":101,"text":102},"funeralpay","The employer upon the death of an employ","The employer upon the death of an employee, shall pay the sum of Shs.\n15,000\u002F- to the bereaved family towards funeral expenses.",{"bindId":104,"name":68,"text":105},"contractseverancepay","f) An employee declared redundant shall receive severance pay at the rate of\n21 days pay for every completed year of service.\n\ng) The severance pay on redundancy shall be calculated with effect from Ist\nJanuary, 1963 based on individual’s length of service.",{"bindId":107,"name":108,"text":109},"STRUCINCR_trigger","All employees in the services of the org","All employees in the services of the organisation as at 31st July, 2010,\nshall be entitled to 6% salary increase for the 1st year and another 5% for the\nsecond year.",{"bindId":111,"name":112,"text":113},"PAIDLEAV_trigger","a) After each period of 12 consecutive m","a) After each period of 12 consecutive month’s service with an employer to\nannual leave for a period covering 26 working days, with full pay excluding any\nStatutory Public Holidays, that might fall within the leave period.\n\nb) Where employment is terminated after the completion of three or more,\nconsecutive months’ service during any 12 months’ leave-earning period to\ntwo days’ leave with full pay for each completed month of service in such\nperiod.",{"bindId":115,"name":58,"text":59},"paidpaternityleave",{"bindId":117,"name":118,"text":119},"ANNLEAVE_trigger","a) An employee travelling on annual leav","a) An employee travelling on annual leave shall be entitled to leave travel\nallowance of Shillings two thousand, five hundred (K.SHS 2,500\u002F-).\n\nb) If any employee is requested by the employer to stay on working instead\nof going on leave, such employees shall be paid in cash leave days plus\ntravelling allowance.\n\nIf an employee requests the employer to allow him to remain working instead\nof going on leave, such employee shall be entitled to his leave pay, and not\nleave travelling allowance. Such requests shall be made in writing.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Messrs. Millbrook Garments - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-09-30\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Messrs. Millbrook Garments\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Tailors and Textiles Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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): → 40 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 95 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → 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            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → Not specified 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: → 21 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: →  days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 26.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Idd – ul – Fitr\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 6.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2010-07\n                \u003C\u002Fdiv>\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 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            \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",[125],{"title":37,"slug":33},[127],{"type":128,"data":129},"call_to_action_body_block",{"title":130,"description":131,"variant":132,"link":133},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":130,"url":134,"description":130,"rel":135,"type":136},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[138],{"type":128,"data":139},{"title":130,"description":131,"variant":132,"link":140},{"title":130,"url":134,"description":130,"rel":135,"type":136},[]]