[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-bargaining-agreement-between-the-ack-guest-house---nairobi-and-kenya-hotels-and-allied-workers-union---2014":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":146,"content_type_view":147,"extra_breadcrumbs":148,"body":150,"body_blocks":161,"related_pages":165},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":144,"translations":145},{"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-collective-bargaining-agreement-between-the-ack-guest-house---nairobi-and-kenya-hotels-and-allied-workers-union---2014","698d2686-1f45-11e7-b964-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-collective-bargaining-agreement-between-the-ack-guest-house---nairobi-and-kenya-hotels-and-allied-workers-union---2014\u002Fmemorandum-of-collective-bargaining-agreement-between-the-ack-guest-house---nairobi-and-kenya-hotels-and-allied-workers-union---2014\u002F","Memorandum of Collective Bargaining Agreement between the ACK Guest House - Nairobi and Kenya Hotels and Allied Workers Union - 2014","KEN The Ack Guest House - Nairobi - 2014","Kenya - KEN The Ack Guest House - Nairobi - 2014","KEN The Ack Guest House - Nairobi - 2014 - Hospitality, catering, tourism",{"name":41,"data":42},"ACK GUEST HOUSE CBA 2014.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF COLLECTIVE BARGAINING AGREEMENT BETWEEN KENYA HOTELS AND\nALLIED WORKERS UNION AND THE ACK GUEST HOUSE - NAIROBI - 2014\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MATTERS OF TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>YEAR 2014 AND 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF AGREEMENT BETWEEN THE ACK GUEST HOUSE - NAIROBI (Hereinafter\ncalled the management) AND THE KENYA HOTELS AND ALLIED WORKERS’ UNION\n(Hereinafter called the Union)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties to this Collective Bargaining Agreement meeting together in a\nfree voluntary atmosphere of association, have determined the TERMS AND\nCONDITIONS OF SERVICE, whereby it is agreed to provide as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The terms and conditions of employment set out in this Agreement shall\nbe observed by both parties and shall apply to all unionisable employees\ncovered by the Recognition Agreement between both parties. .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) No employee already in the service of THE ACK GUEST HOUSE - NAIROBI\nshall receive terms and conditions of service subsequent to the signing of this\nAgreement less favourable than the terms and conditions of his\u002Fher service at\nthat date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 1- DURATION OF AGREEMENT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) This Collective Bargaining Agreement commencing on 1st January, 2014 and\nshall remain in force for a period of two (2) years, to expire on 31s t\nDecember, 2015. Employees who benefited from the salary review will not benefit\nfrom the retrospective review of the remuneration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) (i) Either party wishing to amend any clause in the Collective\nBargaining Agreement (CBA) shall give the other three (3) month’s notice in\nwriting prior to the expiry date of the agreement (CBA).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Discussions on the proposed amendments shall not commence later than\nthree (3) months before the expiry date of this Collective Bargaining\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The Collective Bargaining Agreement will remain in force until\nreviewed or amended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 2 - UNION MEMBERSHIP:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Both parties to this Collective Bargaining Agreement shall be committed to\nthe harmonization of better working industrial relations between the employer\nand the employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 3 - CASUAL EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>The provision of the Employment Act 2007 shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 4 – PROBATION:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) A newly engaged employee shall serve a three (3) months probation\nperiod.\u003C\u002Fp>\n\n\u003Cp>(b) During the probation period, either party may terminate employment by\ngiving 7 days notice in writing or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(c ) On successful completion of probation an employee will be confirmed in\nappointment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 5 – HOURS OF WORK:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(a) The normal working week shall consist of 45 hours spread over six\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Normal eight (8) consecutive working hours, exclusive of meals time,\nshall constitute a working day.\u003C\u002Fp>\n\n\u003Cp>(c) Normal hourly Rate Calculation:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic Wage or Salary\u002FAve. Hrs Per month = Hourly Rate\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 6 – WEEKLY REST DAYS\u002F PUBLIC HOLIDAYS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-schedulesrestpw\">\u003Cp>(a) Each and every employee shall have one day rest per week with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any Gazetted holiday shall be a holiday with full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee works on a public holiday which is not his\u002Fher rest\nday he\u002Fshe shall be paid overtime at double rate his\u002Fher hourly rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee works on a public holiday, which is also his\u002Fher rest\nday, then he\u002Fshe shall be paid for all hours worked at double rate plus one day\noff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 7 - OVERTIME:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) Hours worked in excess of the normal working hours (45 hours per week,)\nshall be payable at one and half (1 ½) times the hourly rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic Wage \u002F Salary\u002FAv. Hrs per month X 1 ½ = 1 ½ Hourly Rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Hours worked on weekly rest days and Gazetted Public Holidays, shall be\npayable at the rate of two (2) times the hourly rate. Overtime hourly rate\ncalculation:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic Wage or Salary\u002FAv. Hrs per month X 2 = Double Hourly Rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 8 – ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) All employees are entitled to 26 working days leave on completion of\ntwelve (12) consecutive months of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where employment is terminated before the completion of twelve (12)\nconsecutive months of service, the employee shall be entitled to pro-rated\nleave of 2.16 days for each completed month of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 9 – LEAVE TRAVELLING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(a) An employee proceeding on leave, shall be entitled to 50% of the basic\nsalary prior to the commencement of the leave period in respect of leave\ntraveling allowance provided the annual leave taken is more than half leave\nentitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In the event of termination of an employee before the completion of\ntwelve (12) consecutive months of service, leave traveling allowance shall be\npaid on prorated basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 10 – COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desiring to take leave on compassionate grounds shall, by prior\narrangement with the employer be granted such leave upto his leave entitlement\nand the leave shall be subsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 11- MATERNITY LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(a) Female employees shall be entitled to a three (3) months maternity leave\nwith full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Female employee who have taken such maternity leave entitlements, shall\nnot forfeit their Annual Leave due in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(c) Male employees shall be entitled to 14 days paternity leave alongside\n(a) above with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 12 – MEDICAL BENEFITS:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The current medical treatment benefit shall be maintained.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 13 – SICK LEAVE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>After the probationary period an employee will be entitled to sick leave in\nevery period of 12 months consecutive service as follows :-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first 90 days with full pay.\u003C\u002Fp>\n\n\u003Cp>(ii) Thereafter 90 days with half pay.\u003C\u002Fp>\n\n\u003Cp>(iii) Thereafter leave without pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any staff claiming sick leave must produce a medical certificate signed by a\nqualified medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 14 – WARNINGS:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or otherwise commits a\nmisconduct which in the opinion of the employer does not warrant instant\ndismissal shall be warned in writing and the following procedure shall\napply;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first warning shall be entered in the employees employment record\nand copies of the warnings shall be forwarded to the shopsteward of the union\nand that the warning shall be valid for 9 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The 2nd and 3rd warning shall be copied to the shopsteward and branch\nsecretary of his union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee with three warnings commits a further default within 292\nworking days the employer shall be entitled to summarily dismiss him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that if an employee commits 292 working days from the date of the\nthird warning without committing any further default any warning entered in\nhis\u002Fher employment record shall be cancelled and cease to be valid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 15 – SUSPENSION\u002FINTERDICTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer reserves the right to suspend with half pay an employee from\nemployment upto a maximum of 14 days pending investigations into alleged\nmisconduct or other offences. Should the employee be found innocent for the\nmisconduct or other offence, s\u002Fhe shall be reinstated forthwith and the\nrecurring half pay shall be payable. Should the investigations reveal that an\noffence\u002Fmisconduct has been confirmed the employee shall be summarily\ndismissed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 16 - TERMINATION OF EMPLOYMENT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) After completion of the probationary period, employment shall be\nterminated by either Party by giving written notice or by the payment of wages\nin lieu of notice as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Employees having up to five (5) years continuous service one (1) month\nnotice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Employees over five (5) years but less that 10 years continuous service\ntwo (2) months notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Employees up to ten (10) years and above three (3) months notice or\npay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 17 - SUMMARY DISMISSAL:\u003C\u002Fh2>\n\n\u003Cp>The provisions of The Employment Act, 2007, Laws of Kenya shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 18 – ACTING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an employee is required to work on a higher grade for 10 days and\nabove s\u002Fhe will be entitled to acting allowance at a rate not less than the\ndifference between such higher basic minimum wage and his\u002Fher basic wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 19 – LEAVE FOR VACATIONAL AND UNION TRAINING:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Whenever union officials at plant level will be required to attend seminars\nor courses sponsored by the union; the union will seek prior permission to\nmanagement by giving (7) seven days notice to enable management re-organize\noperations. Such permission will not be unreasonably withheld.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 20 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>With effect from the implementation of this Agreement (1st January 2012) all\nemployees who are in the service of THE ACK GUEST HOUSE - NAIROBI and who have\ncompleted five (5) years or more will get one and for all payment as a long\nservice allowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cp>(i) 5 years - Kshs 400.00\u003C\u002Fp>\n\n\u003Cp>(ii) 10 years - Kshs 450.00\u003C\u002Fp>\n\n\u003Cp>(iii) 15 years - Kshs 490.00\u003C\u002Fp>\n\n\u003Cp>(iv) 20 and above years - Kshs 510.00\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 21 – RETIREMENT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employee who has reached the age of 60 years may retire or be\nretired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, an employee may retire voluntarily at the age of 55 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) All employees shall be members of the pension scheme and shall be paid\nretirement benefits in accordance with the pension scheme rules.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Retirement notice shall comply with the termination clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 22 – NIGHT TRANSPORT AND SHIFT ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>The current practice at the workplace shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 23 - INJURY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>The provision of the work Injury Benefits Act 2007 and amendment shall\napply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 24 – HOUSE ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The current practice on house allowance will be maintained.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 25 – GENERAL WAGE INCREASE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All the unionisable employees in the service as at 31st December, 2013 shall\nbe awarded a General Wage Increment of ten per cent (10%) for the first year\nperiod , and a further increment of ten per cent (10 %) for the seconded year\nperiod.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 26 – CERTIFICATE OF SERVICE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the termination of employment, the management shall give to the employee\na CERTIFICATE OF SERVICE as prescribed in Section 51 of The Employment Act,\n2007, Laws of Kenya.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 27 – DEATH OF AN EMPLOYEE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of the death of an employee, the employer will provide a casket\nand transport to his\u002Fher estate, or to the next of kin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 28 – UNIFORMS AND PERSONAL PROTECTIVE EQUIPMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(a) While recognizing that some jobs and grades do not need uniforms except\nwhere the nature of work to be performed requires it, the Management shall\nprovide at all times appropriate uniform, not torn or tattered, two pairs of\nuniforms or protective clothing, including foot wear, which shall be worn and\nused during working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The final decision as to the job grade and type of uniform shall be the\nresponsibility of management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The employer will arrange for maintenance of such uniforms according to\nthe prevailing circumstances, provided that the employee shall be responsible\nfor any loss or willful damage to the uniform and PPES.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF ACK GUEST HOUSE - NAIROBI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) NAME FRANCIS MUEKE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGN.................................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) NAME.................................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGN...................................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION (KHAWU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) SECRETARY GENERAL ..................................................\u003C\u002Fp>\n\n\u003Cp>JOANNES OKOTCH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) BRANCH SECRETARY..................................................\u003C\u002Fp>\n\n\u003Cp>JOSEPHAT A LWENYA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3)CHAIRMAN …………………………….\u003C\u002Fp>\n\n\u003Cp>KEFA A. NYAMWARO\u003C\u002Fp>\n\n\u003Cp>WORKS COMMITTEES\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>ABISAI AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED …………THIS DAY OF …………2014\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            ",{"disabilitypay":44,"hourspday_select":48,"ONCERISE_trigger":52,"hourspweek_select":56,"childcare":59,"STRUCINCR_trigger":63,"funeralpay":67,"maternityotherclause":71,"OVERTIME_trigger":75,"paidmaternityleavepay":79,"healthcareaccess":83,"ANNLEAVE_trigger":87,"protectiveclothing":91,"paidpaternityleavepay":95,"contracttrial":99,"sicknesspay":103,"longserviceallowancetype1":107,"dayspweek_select":111,"TRADEUNLEAV_trigger":113,"SCHEDULE_trigger":117,"paidpaternityleave":121,"schedulesrestpw":123,"NOCTPREM_trigger":126,"SENIOR_trigger":130,"sicknessmaxdays":134,"paidmaternityleave":137,"PAIDLEAV_trigger":140},{"bindId":45,"name":46,"text":47},"disabilitypay","The provision of the work Injury Benefit","The provision of the work Injury Benefits Act 2007 and amendment shall\napply.",{"bindId":49,"name":50,"text":51},"hourspday_select","(a) The normal working week shall consis","(a) The normal working week shall consist of 45 hours spread over six\ndays.\n\n(b) Normal eight (8) consecutive working hours, exclusive of meals time,\nshall constitute a working day.\n\n(c) Normal hourly Rate Calculation:-\n\n\n\nBasic Wage or Salary\u002FAve. Hrs Per month = Hourly Rate",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","The current practice on house allowance ","The current practice on house allowance will be maintained.",{"bindId":57,"name":50,"text":58},"hourspweek_select","(a) The normal working week shall consist of 45 hours spread over six\ndays.",{"bindId":60,"name":61,"text":62},"childcare","An employee desiring to take leave on co","An employee desiring to take leave on compassionate grounds shall, by prior\narrangement with the employer be granted such leave upto his leave entitlement\nand the leave shall be subsequently set off against his\u002Fher annual leave.",{"bindId":64,"name":65,"text":66},"STRUCINCR_trigger","All the unionisable employees in the ser","All the unionisable employees in the service as at 31st December, 2013 shall\nbe awarded a General Wage Increment of ten per cent (10%) for the first year\nperiod , and a further increment of ten per cent (10 %) for the seconded year\nperiod.",{"bindId":68,"name":69,"text":70},"funeralpay","In the event of the death of an employee","In the event of the death of an employee, the employer will provide a casket\nand transport to his\u002Fher estate, or to the next of kin.",{"bindId":72,"name":73,"text":74},"maternityotherclause","(b) Female employee who have taken such ","(b) Female employee who have taken such maternity leave entitlements, shall\nnot forfeit their Annual Leave due in that year.",{"bindId":76,"name":77,"text":78},"OVERTIME_trigger","(a) Hours worked in excess of the normal","(a) Hours worked in excess of the normal working hours (45 hours per week,)\nshall be payable at one and half (1 ½) times the hourly rate.\n\n\n\nBasic Wage \u002F Salary\u002FAv. Hrs per month X 1 ½ = 1 ½ Hourly Rate.\n\n\n\n(b) Hours worked on weekly rest days and Gazetted Public Holidays, shall be\npayable at the rate of two (2) times the hourly rate. Overtime hourly rate\ncalculation:-\n\n\n\nBasic Wage or Salary\u002FAv. Hrs per month X 2 = Double Hourly Rate.",{"bindId":80,"name":81,"text":82},"paidmaternityleavepay","(a) Female employees shall be entitled t","(a) Female employees shall be entitled to a three (3) months maternity leave\nwith full pay.",{"bindId":84,"name":85,"text":86},"healthcareaccess","The current medical treatment benefit sh","The current medical treatment benefit shall be maintained.",{"bindId":88,"name":89,"text":90},"ANNLEAVE_trigger","(a) An employee proceeding on leave, sha","(a) An employee proceeding on leave, shall be entitled to 50% of the basic\nsalary prior to the commencement of the leave period in respect of leave\ntraveling allowance provided the annual leave taken is more than half leave\nentitlement.\n\n\n\n(b) In the event of termination of an employee before the completion of\ntwelve (12) consecutive months of service, leave traveling allowance shall be\npaid on prorated basis.",{"bindId":92,"name":93,"text":94},"protectiveclothing","(a) While recognizing that some jobs and","(a) While recognizing that some jobs and grades do not need uniforms except\nwhere the nature of work to be performed requires it, the Management shall\nprovide at all times appropriate uniform, not torn or tattered, two pairs of\nuniforms or protective clothing, including foot wear, which shall be worn and\nused during working hours.\n\n\n\n(b) The final decision as to the job grade and type of uniform shall be the\nresponsibility of management.\n\n\n\n(c) The employer will arrange for maintenance of such uniforms according to\nthe prevailing circumstances, provided that the employee shall be responsible\nfor any loss or willful damage to the uniform and PPES.",{"bindId":96,"name":97,"text":98},"paidpaternityleavepay","(c) Male employees shall be entitled to ","(c) Male employees shall be entitled to 14 days paternity leave alongside\n(a) above with full pay.",{"bindId":100,"name":101,"text":102},"contracttrial","(a) A newly engaged employee shall serve","(a) A newly engaged employee shall serve a three (3) months probation\nperiod.\n\n(b) During the probation period, either party may terminate employment by\ngiving 7 days notice in writing or pay in lieu thereof.\n\n(c ) On successful completion of probation an employee will be confirmed in\nappointment.",{"bindId":104,"name":105,"text":106},"sicknesspay","After the probationary period an employe","After the probationary period an employee will be entitled to sick leave in\nevery period of 12 months consecutive service as follows :-\n\n\n\n(i) The first 90 days with full pay.\n\n(ii) Thereafter 90 days with half pay.\n\n(iii) Thereafter leave without pay.\n\n\n\nAny staff claiming sick leave must produce a medical certificate signed by a\nqualified medical practitioner.",{"bindId":108,"name":109,"text":110},"longserviceallowancetype1","(i) 5 years - Kshs 400.00 (ii) 10 years ","(i) 5 years - Kshs 400.00\n\n(ii) 10 years - Kshs 450.00\n\n(iii) 15 years - Kshs 490.00\n\n(iv) 20 and above years - Kshs 510.00",{"bindId":112,"name":50,"text":58},"dayspweek_select",{"bindId":114,"name":115,"text":116},"TRADEUNLEAV_trigger","Whenever union officials at plant level ","Whenever union officials at plant level will be required to attend seminars\nor courses sponsored by the union; the union will seek prior permission to\nmanagement by giving (7) seven days notice to enable management re-organize\noperations. Such permission will not be unreasonably withheld.",{"bindId":118,"name":119,"text":120},"SCHEDULE_trigger","(a) Each and every employee shall have o","(a) Each and every employee shall have one day rest per week with full\npay.\n\n\n\n(b) Any Gazetted holiday shall be a holiday with full pay.\n\n\n\n(c) Where an employee works on a public holiday which is not his\u002Fher rest\nday he\u002Fshe shall be paid overtime at double rate his\u002Fher hourly rate.\n\n\n\n(d) Where an employee works on a public holiday, which is also his\u002Fher rest\nday, then he\u002Fshe shall be paid for all hours worked at double rate plus one day\noff.",{"bindId":122,"name":97,"text":98},"paidpaternityleave",{"bindId":124,"name":119,"text":125},"schedulesrestpw","(a) Each and every employee shall have one day rest per week with full\npay.",{"bindId":127,"name":128,"text":129},"NOCTPREM_trigger","The current practice at the workplace sh","The current practice at the workplace shall apply.",{"bindId":131,"name":132,"text":133},"SENIOR_trigger","With effect from the implementation of t","With effect from the implementation of this Agreement (1st January 2012) all\nemployees who are in the service of THE ACK GUEST HOUSE - NAIROBI and who have\ncompleted five (5) years or more will get one and for all payment as a long\nservice allowance as follows:-\n\n\n\n(i) 5 years - Kshs 400.00\n\n(ii) 10 years - Kshs 450.00\n\n(iii) 15 years - Kshs 490.00\n\n(iv) 20 and above years - Kshs 510.00",{"bindId":135,"name":105,"text":136},"sicknessmaxdays","After the probationary period an employee will be entitled to sick leave in\nevery period of 12 months consecutive service as follows :-\n\n\n\n(i) The first 90 days with full pay.\n\n(ii) Thereafter 90 days with half pay.\n\n(iii) Thereafter leave without pay.",{"bindId":138,"name":81,"text":139},"paidmaternityleave","(a) Female employees shall be entitled to a three (3) months maternity leave\nwith full pay.\n\n\n\n(b) Female employee who have taken such maternity leave entitlements, shall\nnot forfeit their Annual Leave due in that year.",{"bindId":141,"name":142,"text":143},"PAIDLEAV_trigger","(a) All employees are entitled to 26 wor","(a) All employees are entitled to 26 working days leave on completion of\ntwelve (12) consecutive months of service.\n\n\n\n(b) Where employment is terminated before the completion of twelve (12)\nconsecutive months of service, the employee shall be entitled to pro-rated\nleave of 2.16 days for each completed month of service.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Ack Guest House - Nairobi - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\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                        The Ack Guest House - Nairobi\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 Hotels 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): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\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: → \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: → Yes\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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \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: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\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: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-12\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 50.0 % of basic wage\n                \u003C\u002Fdiv>\n                \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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → KES 400.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[149],{"title":37,"slug":33},[151],{"type":152,"data":153},"call_to_action_body_block",{"title":154,"description":155,"variant":156,"link":157},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":154,"url":158,"description":154,"rel":159,"type":160},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[162],{"type":152,"data":163},{"title":154,"description":155,"variant":156,"link":164},{"title":154,"url":158,"description":154,"rel":159,"type":160},[]]