[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fsample-cba-model-created-by-wageindicator-foundation-2016":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":181,"content_type_view":182,"extra_breadcrumbs":183,"body":185,"body_blocks":196,"related_pages":200},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":179,"translations":180},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"sample-cba-model-created-by-wageindicator-foundation-2016","61a7ad44-5d6f-11e6-904e-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fsample-cba-model-created-by-wageindicator-foundation-2016\u002Fsample-cba-model-created-by-wageindicator-foundation-2016\u002F","Sample Collective Bargaining Agreement for Kenya created by WageIndicator Foundation - 2016","Sample Collective Bargaining Agreement for Kenya created by WageIndicator Foundation - 2016 -","Kenya - Sample Collective Bargaining Agreement for Kenya created by WageIndicator Foundation - 2016 -","Sample Collective Bargaining Agreement for Kenya created by WageIndicator Foundation - 2016 - - ",{"name":41,"data":42},"KENYA Sample CBA Model created by WageIndicator Foundation.html","\n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Sample CBA Model created by WageIndicator Foundation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN (Name of the Employer) AND (Name of\nthe Trade Union)\u003C\u002Fh1>\n\n\u003Cp>An Agreement made this (…) day of (…) between (...) Herein referred to\nas the Employer, and (...) Herein referred to as the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Start date:\u003C\u002Fp>\n\n\u003Cp>End date:\u003C\u002Fp>\n\n\u003Cp>Concluded by:\u003C\u002Fp>\n\n\u003Cp>Name industry: (e.g. Financial services, banking, insurance etc.)\u003C\u002Fp>\n\n\u003Cp>Public\u002Fprivate industry:\u003C\u002Fp>\n\n\u003Cp>Name company: Employer\u003C\u002Fp>\n\n\u003Cp>Names trade unions: Union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall cover all unionisable employees categorized as\u003C\u002Fp>\n\n\u003Cp>follows: -\u003C\u002Fp>\n\n\u003Cp>For example:\u003C\u002Fp>\n\n\u003Cp>•Cleaners\u002FMessengers- ....................................\u003C\u002Fp>\n\n\u003Cp>•Senior Cleaners\u002FSenior Messengers- .................\u003C\u002Fp>\n\n\u003Cp>•Clerks-..............................................................\u003C\u002Fp>\n\n\u003Cp>•Senior Clerks-..................................................\u003C\u002Fp>\n\n\u003Cp>•Accounts clerks -.............................................\u003C\u002Fp>\n\n\u003Cp>•Accounts Assistants- .......................................\u003C\u002Fp>\n\n\u003Ch3>2.DURATION AND EFFECTIVE DATE OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall run for a period of (…) months commencing from (…)\nto (…) provided than any time after January either party may give to the\nother at least (…) months’ notice in writing of its desire for this\nAgreement to continue in force for a further period to be agreed upon, or of\nits intention to terminate the Agreement or alter any clause in the Agreement.\nIn the later event, parties will enter into negotiations on the terms and\nconditions of a new Agreement and until such times as this is finalized the\npresent Agreement shall continue in force.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>3.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cp>All employees shall from engagement serve a probationary period of six (6)\nmonths and upon satisfactory completion of the same shall be confirmed in their\nrespective positions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kenyan Labour law about probationary period:\u003C\u002Fp>\n\n\u003Cp>According to Employment Act, probationary period should not be set higher\nthan 6 months; however it can be extended to one year with the consent of a\nworker. The probationary period cannot exceed one year as an aggregate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>HOURS OF WORK\u003C\u002Fp>\n\n\u003Cp>(a) All unionisable staff shall work for five (5) days a week.\u003C\u002Fp>\n\n\u003Cp>(b) They will work seven and half (7.5) hours a day.\u003C\u002Fp>\n\n\u003Cp>(c) The total working hours in a week shall be thirty seven and half (37.5)\n(exclusive of lunch breaks).\u003C\u002Fp>\n\n\u003Cp>Hours of duty shall be as follows: -\u003C\u002Fp>\n\n\u003Cp>Monday to Friday..........8.00 a.m. – 1.00 p.m.\u003C\u002Fp>\n\n\u003Cp>Lunch Break..................1.00 p.m. – 2.00 p.m.\u003C\u002Fp>\n\n\u003Cp>Afternoon........................2.00 p.m. – 4.30 p.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kenyan Labour law about working hours:\u003C\u002Fp>\n\n\u003Cp>General working hours are 52 per week, but normal working hours usually\nconsist of 45 hours of work per week. For example, this could be eight hours\nfrom Monday to Friday , and five hours on Saturday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>4.BREASTFEEDING MOTHERS\u003C\u002Fh3>\n\n\u003Cp>Nursing mothers shall be allowed two and a half hours daily for the first\nthree months alter maternity leave, and one hour daily during working hours for\nfeeding their babies for the rest of the months until the baby is one year\nold.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>5.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Overtime shall be paid for hours worked by the unionisable staff in excess\nof the prescribed hours as per clause four (4) of this Agreement. The rate of\novertime shall be calculated at the rate of one and a half (1½) hours for week\ndays and two (2) hours for Saturdays, Sundays and Public holidays for each\nexcess hour based on the basic pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>No overtime worked by the unionisable employees shall be computed to enable\nthe employee to take off-duty in lieu of payment.\u003C\u002Fp>\n\n\u003Cp>Nursing mothers shall be allowed two and a half hours daily for the first\nthree months alter maternity leave, and one hour daily during working hours for\nfeeding their babies for the rest of the months until the baby is one year\nold.\u003C\u002Fp>\n\n\u003Cp>Kenyan Labour law about overtime compensation:\u003C\u002Fp>\n\n\u003Cp>An employer is required to pay at least 150% of the wage if overtime work is\nperformed during normal working hours. Overtime payment for the workers that\nare not employed on hourly basis, is calculated on the basis of the basic\nhourly rate of at least one two-hundred-and twenty-fifth of the employee’s\nbasic minimum monthly wage.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>The Wages Order also specifies that overtime plus time worked in normal\nhours per week may not exceed 116 hours in total in any period of 2 consecutive\nweeks. Thus a worker can work only 6 hours of overtime in a week. For night\nworkers this limit is 144 hours per week. For night workers, 12 hours of\novertime is allowed. Sources: §5-6 of the Regulation of Wages (General) Order\n1982; §27 of the Employment Act 2007\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3>6.GENDER EQUALITY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The employer shall not discriminate directly or indirectly against an\nemployee or prospective employee on grounds of race, colour, sex, religion,\npolitical or other opinion nationality, ethnic or social origin, disability,\npregnancy, mental status or HIV status.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>Every employee shall be protected from sexual harassment, any unsolicited or\nunwelcome verbal comment, gesture or physical contact of a sexual nature.\nTherefore: (a) No employee shall be subject to sexual harassment either by\nsomebody in authority over him\u002Fher as a condition of engagement, continued\nemployment, promotion, salary progression, reward or any other consideration or\nby his\u002Fher fellow workmates as a condition as social acceptance at work. Any\ncase of sexual harassment shall be immediately reported by the victim to a\ndesignated officer and perpetrator shall be dealt with in accordance with the\norganization's disciplinary procedures after having been given an adequate\nopportunity to defend himself\u002Fherself against the charges. (b) Sexual\nharassment shall include any of the following; if the person doing it, knows or\nought to have known that it is unwelcome. (i) Making a request or exerting\npressure for sexual activity or favours. (ii) Making intentional or careless\npressure for sexual activity or favours. (iii) Making gestures, noises, jokes\nor comments, including innuendoes, regarding another person's sexuality. Each\nemployer shall appoint a designated person preferably a Senior Lady Manager to\nwhom the victims of sexual harassment may report the cases for appropriate\naction.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>It is hereby agreed that 80% of the workforce will comprise of permanent\nEmployees and that the number of female employees should be equal or more than\nthat of their counterparts.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqofficer\">\u003Cp>Both the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by a person agreeable\nto both parties to study, inform\u002Fadvice and make recommendations to the JNC.\n(b) To implement this, the parties shall establish a joint committee composed\nof five(5) people in equal proportions of the two representatives each and with\na chairperson that shall be greed upon by both parties (c) The work of the\ncommittee shall be: (i) Formulate a gender and equality workplace policy or\napproval by the JNC (ii) Monitor the implementation of the policy or any gender\nand equality standard (iii) Propose any amendments that may necessary (iv)\nPerform any other duties that shall promote adequate promotion of both gender\nand that shall enhance equal treatment of I persons irrespective of gender,\nrace, color, religion, political affiliation.\u003C\u002Fp>\n\n\u003Cp>Not, either on or off the employer’s premises, intimidate, threaten, or\nharass any non-striking employees or any other persons.\u003C\u002Fp>\n\n\u003Cp>Should an employee commit any of the following offences he\u002Fshe will be\nliable to instant dismissal by the Management of the Company. a)Theft b) Fraud\nc) Proven gross insubordination within ones normal scope of duties. d) Assault\nof any person at the workplace. e) Drunkenness on duty witnessed by a senior\nManagement staff and a Union representative. f) Bringing unauthorized dangerous\nweapons into the Company g) Drug abuse whilst on duty. h) Wilful damage of\nCompany property I) Rudeness to customers for no just cause. j) Prolonged\nabsenteeism without cause. k) Divulging confidential Company information\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>7.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>(a) (i) The promotions of all employees shall be based on merit, skill,\nAcademic\u002FProfessional Qualifications. Any opening for promotion shall be\nadvertised internally and externally and interviews shall be conducted.\u003C\u002Fp>\n\n\u003Cp>(ii) Serving officer shall be given priority.\u003C\u002Fp>\n\n\u003Cp>(b) When any unionisable employee is promoted, he\u002Fshe should be given an\nincrease of not less than the difference in the starting scale of the category\nhe\u002Fshe is being promoted to.\u003C\u002Fp>\n\n\u003Ch3>8.TERMINATION OF EMPLOYMENT AFTER WARNING\u003C\u002Fh3>\n\n\u003Cp>PROCEDURE\u003C\u002Fp>\n\n\u003Cp>(i) An employee who commits an offence shall be given a warning letter,\nwhich shall remain valid for a period of six (6) months.\u003C\u002Fp>\n\n\u003Cp>(ii) If within the six (6) months period the employee commits a similar\noffence, he\u002Fshe shall be served with a second warning letter.\u003C\u002Fp>\n\n\u003Cp>(iii) Where an employee completes six months from the second warning without\nany further offence, the previous warning letter shall be disregarded.\u003C\u002Fp>\n\n\u003Cp>• If within the six months period, the employee commits another similar\noffence, he\u002Fshe shall be issue with a third warning letter.\u003C\u002Fp>\n\n\u003Cp>• If within the same period of six months the employee commits a similar\noffence, he\u002Fshe shall be come liable for interdiction.\u003C\u002Fp>\n\n\u003Ch3>9.INTERDICTION\u002FSUSPENSION FROM DUTY\u003C\u002Fh3>\n\n\u003Cp>Definition: This means that an employee is stopped from exercising the\npowers and Functions of his\u002Fher office and does not therefore attend duty. An\nemployee on interdiction:\u003C\u002Fp>\n\n\u003Cp>(a) (i) Shall be paid half salary\u003C\u002Fp>\n\n\u003Cp>(ii) Shall report as directed by the immediate supervisor\u003C\u002Fp>\n\n\u003Cp>(iii) The period of interdiction shall not exceed three months during which\nperiod the employee shall be summoned to appear before the General Manager to\ndefend him\u002Fherself against all the charges preferred against him\u002Fher as\ncontained in all the warning letters.\u003C\u002Fp>\n\n\u003Cp>If the employee who is on interdiction is found innocent, the\ninterdiction\u002Fsuspension shall be lifted and he\u002Fshe shall be paid the balance\nthat had been deducted from his\u002Fher full salary for the period he\u002Fshe was on\ninterdiction.\u003C\u002Fp>\n\n\u003Cp>(b) If an employee is found guilty by the employer and depending on the\nmagnitude\u002Fseriousness of the offence, he\u002Fshe shall be subjected to any of the\nfollowing three punishments:\u003C\u002Fp>\n\n\u003Cp>(i) Warning: He\u002Fshe shall be warned and allowed to continue working.\u003C\u002Fp>\n\n\u003Cp>(ii) Suspension: He\u002Fshe shall be suspended for a period not exceeding six\nmonths after which he\u002Fshe shall be reinstated in employment with full pay.\u003C\u002Fp>\n\n\u003Cp>Note: an employee on suspension shall not be paid any salary.\u003C\u002Fp>\n\n\u003Cp>(iii) Termination of employment\u003C\u002Fp>\n\n\u003Cp>Where the Central Management Committee is satisfied beyond any reasonable\ndoubt that the offences are serious and thus warranting severe punishment,\nservices of such an employee shall be terminated.\u003C\u002Fp>\n\n\u003Cp>Note: A copy of each warning letter and a copy of termination letter is\nissued to an employee in accordance with the provision of the above section\nshall be sent by the employer to the Secretary General of the Union (BIFU).\u003C\u002Fp>\n\n\u003Cp>(b) NOTICE OF TERMINATION\u003C\u002Fp>\n\n\u003Cp>(i) If the Employer wishes to terminate the services of an employee,\nEmployer shall give the employee one (1) month’s salary in lieu of notice. On\nthe other hand, any employee wishing to terminate his\u002Fher services with the\nEmployer, he\u002Fshe shall give the Employer one (1) month notice or pay one (1)\nmonth’s salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(ii) If the Employer wishes to terminate the services of an employee who is\non probation, the Employer shall give the employee one (1) month notice or pay\none (1) month’s salary in lieu of notice. An employee serving his\u002Fher\nprobation period shall give the Employer one (1) month notice of his\u002Fher\nintention to terminate the employment contract or pay one (1) month’s salary\nin lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(c) TERMINAL BENEFITS\u003C\u002Fp>\n\n\u003Cp>An employee whose services have been terminated shall be entitled to all\nbenefits provided the said employee has completed the probation period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>10.REDUNDANCY AND SEVERANCE PAY\u003C\u002Fh3>\n\n\u003Cp>(a) Redundancy is understood to mean the involuntary loss of employment\nthrough no fault of the employee concerned, caused either by an excess of\nmanpower or by the financial inability on the part of the Employer to continue\npaying salaries.\u003C\u002Fp>\n\n\u003Cp>(b) Where it is necessary to terminate the employment of an employee on the\ngrounds of redundancy, the Employer shall give the employee notice in writing\nof their intention to do so and pay severance as follows: -\u003C\u002Fp>\n\n\u003Cp>(i) 1 year – 5 years of service shall be given one (1) month notice or be\npaid one month’s salary in lieu of notice and in addition be paid one\nmonth’s salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>(ii) Five (5) years – Ten (10) years shall be given two (2) months working\nnotice or be paid two (2) months’ salary in lieu of notice and in addition be\npaid two (2) months’ salary for each completed year service as severance\npay.\u003C\u002Fp>\n\n\u003Cp>(iii) Ten (10) years and above shall be given three (3) months working\nnotice or be paid three (3) months’ salary in lieu of notice and in addition\nbe paid three (3) months’ salary for each completed year of service as\nseverance pay.\u003C\u002Fp>\n\n\u003Cp>(iv) All retirement benefits shall be paid to him\u002Fher as if he\u002Fshe had\nresigned voluntarily.\u003C\u002Fp>\n\n\u003Cp>(v) The union shall be informed of the reason for and the extent of intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>(vi) The principle to be adopted shall be that of “last in, first out”\nsubject to all other factors such as skill, merit, ability and reliability\nbeing equal.\u003C\u002Fp>\n\n\u003Cp>(vii) Should an employment opportunity arise, the Employer shall give\npreference to the persons laid off as a result of redundancy provided that the\nvacancy that has arisen is of the similar grade that the said person was\nholding prior to his\u002Fher being laid off.\u003C\u002Fp>\n\n\u003Cp>(viii) Where the employee is entitled to their benefits, e.g. leave, leave\npay, e.t.c. a pro-rata compensation shall be made at the time of discharge on\naccount of redundancy.\u003C\u002Fp>\n\n\u003Cp>(ix) Salary for the purpose of calculating pay shall be the salary of an\nemployee on the date the employee ceases to be in the employment.\u003C\u002Fp>\n\n\u003Cp>(x) The effective date of these provisions shall be deemed to be the date of\nengagement of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kenyan Labour law about Notice and Severance:\u003C\u002Fp>\n\n\u003Cp>Notice Requirement\u003C\u002Fp>\n\n\u003Cp>A worker may be terminated after serving due notice or paying in lieu of\nnotice. Length of notice period depends on the type of employment contract. If\nworkers are paid on a monthly basis or longer interval, a 28-day notice must be\nserved before contract termination Source: § 35-36 & 43-51 of the\nEmployment Act 2007.\u003C\u002Fp>\n\n\u003Cp>Severance Pay\u003C\u002Fp>\n\n\u003Cp>Severance pay, paid by the employer, in Kenya is equivalent to 15 days basic\nwages for each completed year of employment. Source: § 35(5,6), 40(1g) of the\nEmployment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>11.RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>(a) The Employer shall allow any employee wishing to retire early to do so\nvoluntarily at the age of 50 years. This retirement shall be treated as if the\nemployee has retired at the age of 60 years and therefore, such an employee\nshall be entitled to all the retirement benefits.\u003C\u002Fp>\n\n\u003Cp>(b) All employees shall retire at the age of 60 years.\u003C\u002Fp>\n\n\u003Ch3>12.RETRENCHMENT AND VOLUNTARY EARLY RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>The Employer shall consult with the Union in case there is need for\nVoluntary Early Retirement or Retrenchment.\u003C\u002Fp>\n\n\u003Ch3>13.MERIT INCREMENT\u003C\u002Fh3>\n\n\u003Cp>A unionisable employee who performs above average in his\u002Fher jobs shall\nqualify for merit increment at the discretion of the Employer.\u003C\u002Fp>\n\n\u003Ch3>14.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be given a certificate of service by his\u002Fher Employer\nupon the termination of his\u002Fher employment for whatever reasons. Every\ncertificate shall contain only the following details: -\u003C\u002Fp>\n\n\u003Cp>(a) The name and address of the Employer\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed e.g. Courses attended. In\naddition the certificate of service shall contain a statement to the effect\nthat it has been issued without alterations or erasure.\u003C\u002Fp>\n\n\u003Ch3>15.LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) (i) Employees serving in grades E1 to E6 shall be entitled to an annual\nleave of thirty (30) working days every year.\u003C\u002Fp>\n\n\u003Cp>(ii) Employees of the Society shall be expected to take their annual leave\nentitlement every year.\u003C\u002Fp>\n\n\u003Cp>The onus of applying to take the annual leave rests solely with the employee\nconcerned and as far as possible the employees shall be granted leave on the\nanniversary date of his\u002Fher engagement.\u003C\u002Fp>\n\n\u003Cp>However, due to office exigencies the Employer may arrange a leave roster\naccordingly upon application by an employee. Any employee wishing to extend\nhis\u002Fher authorized leave period must obtain written permission from the General\nManager.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(b) ANNUAL LEAVE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>All unionisable employees proceeding on their annual leave shall be paid\nleave allowance equivalent to Kshs. 6,000\u002F= every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) UNPAID LEAVE\u003C\u002Fp>\n\n\u003Cp>Where an employee has exhausted his\u002Fher annual leave days and a need arises\nwhich requires him\u002Fher to be absent from duty, and the reason necessitating\nsuch absenteeism does not fall under the other categorized leaves e.g.\ncompassionate leave e.t.c. the employee will qualify for fourteen (14) days\nleave days without pay unless the Employer at his own discretion decided\notherwise.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(d) SICK LEAVE\u003C\u002Fp>\n\n\u003Cp>Any absence from duty due to sickness shall be certified by a qualified\nmedical practitioner and shall be granted as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) The first three (3) months on full pay\u003C\u002Fp>\n\n\u003Cp>(ii) The subsequent four (4) months on half pay\u003C\u002Fp>\n\n\u003Cp>(iii) Subsequent three (3) months without pay\u003C\u002Fp>\n\n\u003Cp>Thereafter the Employer shall review the matter in consultation with the\nUnion.\u003C\u002Fp>\n\n\u003Cp>In the event of an injury to an employee, the provisions of the Work Injury\nBenefits Act 2007, Laws of Kenya shall apply and the Company shall bear the\ncost of medical treatment in accordance with the Employment and Work Injury\nBenefits Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kenyan Labour law about Sick Leave:\u003C\u002Fp>\n\n\u003Cp>Income\u003C\u002Fp>\n\n\u003Cp>In accordance with the Employment Act every worker is entitled to paid sick\nleave (sickness benefit) for up to 14 days per year, after completion of 2\nmonths of service with an employer. Employer may provide fully paid sick leave\nfor the first 07 days, and half wages are paid for the remaining 07 days. This\nfull pay includes basic pay excluding deduction. Source: § 30 of the\nEmployment Act 2007.\u003C\u002Fp>\n\n\u003Cp>Job Security\u003C\u002Fp>\n\n\u003Cp>According to the Employment Act 2007, an employer may not dismiss a worker\nduring his\u002Fher period of sick leave, pregnancy or disability. Such a dismissal\nwould be unfair. Source: § 46 of the Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(e) MATERNITY LEAVE\u003C\u002Fp>\n\n\u003Cp>(i) A female employee shall be entitled to ninety (90) days maternity leave\nwith full pay.\u003C\u002Fp>\n\n\u003Cp>(ii) The time at which maternity leave is taken shall be at the discretion\nof the employee concerned.\u003C\u002Fp>\n\n\u003Cp>(iii) On expiry of a female employee’s maternity leave as provided for in\nthe law, the female employee have the right to return to the job which she held\nimmediately prior to her maternity leave or to a reasonably suitable job on\nterms and conditions not less favourable than those which would have applied\nhad she not been on maternity leave.\u003C\u002Fp>\n\n\u003Cp>(iv) No female employee shall forfeit her annual leave entitlement on\naccount of having taken her maternity leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(v) A male employee shall be entitled to Paternity Leave of two (2) weeks\nwith full pay when his spouse gives birth.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kenyan Labour law about Maternity\u002FPaternity and Work:\u003C\u002Fp>\n\n\u003Cp>-Female workers are entitled to 3 months (91 calendar days) of fully paid\nmaternity leave on the birth of a child. The worker must give a written notice\nof at least 7 day (or even shorter period under certain circumstances) prior to\nproceeding on maternity leave on a specific date and to return to work\nthereafter. Worker may also have to provide a certificate of her medical\ncondition from a qualified medical practitioner or midwife, if required by the\nemployer. Maternity leave can be extended with the consent of employer or a\nworker may proceed to sick leave or annual leave or any other kind of leave\nwith employer's consent. Source: § 29 of the Employment Act 2007.\u003C\u002Fp>\n\n\u003Cp>-The maternity leave is granted with full pay and the pay during leave\nperiod is financed by the employer. Source: § 29(1) of the Employment Act,\n2007.\u003C\u002Fp>\n\n\u003Cp>-It is illegal for an employer to dismiss a female worker due to her\npregnancy or any other reason connected with her pregnancy in all aspects of\nemployment. Source: § 46 of the Employment Act 2007.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>-A female worker has the right to return to same job\u002Fposition (or some other\nsimilar and suitable position) after availing her maternity leave, on same\nterms and conditions which would have applied if she had not been on maternity\nleave. Source: § 29(2) of the Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>-Employment Act provides for two weeks\u002F14 working days of paid paternity\nleave. Written notice is not required to proceed on paternity leave but\nemployer may ask for it. Source: § 29(8) of the Employment Act 2007.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(f) COMPASSIONATE LEAVE\u003C\u002Fp>\n\n\u003Cp>An application for a compassionate leave will be given sympathetic\nconsideration. Any such leave shall not exceed fourteen (14) working days. Such\nleave shall not be subtracted from the employee’s annual leave days, and\nshall be with pay in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(g) PAID STUDY LEAVE\u003C\u002Fp>\n\n\u003Cp>The Society shall allow staff to attend courses approved by it. An employee\non study leave is deemed to be on duty.\u003C\u002Fp>\n\n\u003Ch3>16.JOB GRADING\u003C\u002Fh3>\n\n\u003Cp>The management and the union shall look into this issue at the\nshop-floor.\u003C\u002Fp>\n\n\u003Ch3>17.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(i) Where an employee is required to carry out the duties of a post of a\nhigher grade than his\u002Fher own, he\u002Fshe shall be entitled to an acting allowance\nequivalent to the difference between the substantive basic salary of the\nemployee concerned and the current entry point of the salary scale of the\nhigher grade.\u003C\u002Fp>\n\n\u003Cp>(ii) A person acting in a higher grade for a continuous period of six (6)\nmonths shall be confirmed in the higher grade provided the position is vacant\nand meets the qualifications for the post.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee shall be given a letter to the effect that he\u002Fshe is\nacting within three (3) days of commencement of such acting.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>18.HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>House Allowance for all employees shall be increased by 8% 2014\u002F2015 and\nanother 8% 20151\u002F2016across the board effective 1st April 2014 to 31st March\n2016.\u003C\u002Fp>\n\n\u003Cp>For example:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"720\" style=\"width:7.5in;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:solid #DDDDDD 1.0pt;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Grade\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2013\u002F2014\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2015\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2016\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Current\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">1st\n        year\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2nd\n        year\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">8%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">8%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">5,977\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">6,455\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">6,972\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">6,241\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">6,740\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">7,280\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">6,970\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">7,528\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">8,130\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">7,979\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">8,617\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">9,307\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">9,581\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">10,347\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">11,175\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">10,641\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">11,492\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">12,412\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"720\" style=\"width:7.5in;border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"720\" style=\"width:7.5in;border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>19.OWNER OCCUPIER\u003C\u002Fh3>\n\n\u003Cp>(i)It was agreed that the Employer shall pay an owner occupier House\nallowance equivalent to 22% of the capital cost spread over twelve (12) months,\nsubject to a capital ceiling of Kshs. 300,000\u002F= per annum.\u003C\u002Fp>\n\n\u003Cp>(ii) A valuation certificate from a reputable valuer appointed by the\nEmployer.\u003C\u002Fp>\n\n\u003Cp>(iii) This allowance shall only be payable to staff who own and stay in\ntheir wholly owned houses.\u003C\u002Fp>\n\n\u003Ch3>20.SPECIAL DUTY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>When an officer does not possess the necessary qualifications and cannot be\nappointed to act in a higher post but is nevertheless called upon to undertake\nthe duties of that post either in full or in part, for a limited period of time\nby the appropriate authority, the amount of allowance will be assessed to 2\u002F3\nof the difference between an officer’s substantive basic salary and minimum\nsalary of the higher post subject to the allowance not exceeding 25% of his\u002Fher\nsubstantive basic salary.\u003C\u002Fp>\n\n\u003Ch3>21.NATIONAL DAYS\u003C\u002Fh3>\n\n\u003Cp>During National Days, e.g. Ushirika Day, the Employer shall provide meals\nand transport to the employees participating in the event. Meals shall be\nprovided to the concerned employees at the rate provided under clause 25 of\nthis agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch3>22.COMMUTER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where the use of a private car is necessary, commuter allowance shall be\npaid at the rate of Kshs. 2,200\u002F= per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>23.SUBSISTENCE ALLOWANCE WHEN TRAVELLING ON DUTY\u003C\u002Fh3>\n\n\u003Cp>An employee traveling on duty outside Kenya will be paid subsistence\nallowances based on the prevailing Government rates per diem.\u003C\u002Fp>\n\n\u003Ch3>24.ACCOMMODATION AND NIGHT-OUT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee of the society when traveling on official duty and is compelled\nto stay in a hotel shall be refunded a reasonable amount of expenses incurred\non production of authentic receipts or be paid per diem at the rate of Kshs.\n1,500\u002F= without production of receipts. The Society shall further pay an out of\npocket allowance of 10% of the hotel bill.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>25.MEALS ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who due to unavoidable circumstances works during non-working\nhours shall in addition to overtime be paid meals allowance as follows: -\u003C\u002Fp>\n\n\u003Cp>For Example:\u003C\u002Fp>\n\n\u003Cp>Kshs.\u003C\u002Fp>\n\n\u003Cp>Lunch - ........700\u002F=\u003C\u002Fp>\n\n\u003Cp>Supper- .......700\u002F=\u003C\u002Fp>\n\n\u003Cp>Breakfast-.... 300=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>26.COMPUTER INCONVENIENCES ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The Society will appropriately provide safety measures and requirements and\nwill remunerate them accordingly.\u003C\u002Fp>\n\n\u003Ch3>27.LOANS AND ADVANCES\u003C\u002Fh3>\n\n\u003Cp>(a) House Loan\u003C\u002Fp>\n\n\u003Cp>Employees to borrow as the rest of the members of the Society.\u003C\u002Fp>\n\n\u003Cp>(b) Shamba Loan\u003C\u002Fp>\n\n\u003Cp>Employees to borrow as the rest of the members of the Society.\u003C\u002Fp>\n\n\u003Cp>(c) Development Loan\u003C\u002Fp>\n\n\u003Cp>Employees to borrow as the rest of the members of the Society.\u003C\u002Fp>\n\n\u003Cp>(d) Car Loan\u003C\u002Fp>\n\n\u003Cp>(i) The maximum of car loan will be 90 per cent of the officer’s annual\nbasic salary.\u003C\u002Fp>\n\n\u003Cp>(ii) The repayment period shall not exceed 48 months depending on the\ncondition of the car.\u003C\u002Fp>\n\n\u003Cp>(iii) Loan to purchase the motor vehicles shall be advance to an officer who\nhas satisfactorily completed their probationary period.\u003C\u002Fp>\n\n\u003Cp>(iv) The interest on car loans to staff will be charged at the rate agreed\nupon between the Society and the loan applicant.\u003C\u002Fp>\n\n\u003Cp>(e) Motorcycle Loan\u003C\u002Fp>\n\n\u003Cp>Condition 4 (d) except for condition (d) (ii) above will apply to this type\nof advance. The amount of such an advance shall not exceed Kshs. 10,000\u002F=. The\nrepayment period shall not exceed 36 months.\u003C\u002Fp>\n\n\u003Cp>(f) Bicycle Loan\u003C\u002Fp>\n\n\u003Cp>Advance to purchase bicycle are subject to the same condition relating to\npurchase of motor-cycle above. However, the repayment period shall not exceed\n18 consecutive months and the amount of advance shall not exceed Kshs.\n2,500\u002F=.\u003C\u002Fp>\n\n\u003Cp>(g) Consumer Durable\u003C\u002Fp>\n\n\u003Cp>Unionisable employees shall apply for loans as the rest of the members of\nthe Society.\u003C\u002Fp>\n\n\u003Cp>(h) Salary Advance\u003C\u002Fp>\n\n\u003Cp>The Society shall assist any employee who is in difficulties, which are\nbeyond his\u002Fher control by availing him\u002Fher a salary advance, which shall be\nrecovered within one (1) year. A request for more than one month’s salary\nshall be granted by the Society in very exceptional circumstances.\u003C\u002Fp>\n\n\u003Cp>(i) Salary in Advance\u003C\u002Fp>\n\n\u003Cp>An employee may be given his\u002Fher salary in advance when proceeding on leave\nor in certain circumstances beyond his\u002Fher control. This advance is recoverable\nin full from the employee’s salary at the end of the month in which he\u002Fshe\ntook the advance.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>28.MEDICAL\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>All employee of the Society, their spouses and children shall be entitled to\na medical cover provided by the Society as follows: -\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For Example:\u003C\u002Fp>\n\n\u003Cp>Annual limit- Kshs 500,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Accident hospitalization up to Kshs 500,000\u002F= per person per year\u003C\u002Fp>\n\n\u003Cp>Illness hospitalization up to Kshs. 200,000\u002F= per person per year\u003C\u002Fp>\n\n\u003Cp>Funeral and rehabilitation – Kshs. 50,000\u002F= per person\u003C\u002Fp>\n\n\u003Cp>Psychiatric treatment of up to Kshs. 100,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Covers pre-existing, chronic conditions and HIV\u002FAIDs\u003C\u002Fp>\n\n\u003Cp>Option to purchase Accident with Permanent Total Disability of Kshs. 1\nmillion for adults and Kshs. 500,000\u002F= for children.\u003C\u002Fp>\n\n\u003Cp>Road rescue in Nairobi and Mombasa only available at an extra fee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Kenyan Labour law about Health and Safety:\u003C\u002Fp>\n\n\u003Cp>Employer Cares\u003C\u002Fp>\n\n\u003Cp>The Occupational Health and Safety Act (OSHA) provide for the health, safety\nand welfare of persons employed, and all persons lawfully present at workplaces\nand related matters.\u003C\u002Fp>\n\n\u003Cp>It is obligatory for an occupier to provide and maintain plant and systems\nand procedures of work that are safe and without risk to workers' health.\nPreventive and protective measures should be taken after proper risk assessment\n(at least once a year) to ensure that all chemicals, machinery, equipment,\ntools and process are safe and without risk to health and comply with the\nrequirements of safety and health provisions in this Act. Source: §6 &\n47-95 of the Occupational Safety and Health Act 2007\u003C\u002Fp>\n\n\u003Cp>Training\u003C\u002Fp>\n\n\u003Cp>In accordance with the Occupational Safety and Health Act 2007, it is the\nresponsibility of an employer to provide instruction, training and supervision\nas is necessary to ensure health and safety at work of his workers. If a person\nfails to comply with these provisions, he\u002Fshe commits an offence and is liable\nto a fine up to 200,000 shillings or to imprisonment up to six months or to\nboth. Source: § 99 of the Occupational Safety and Health Act 2007\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>29.FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cp>(a) In event of death of an employee’s spouse or child, the Employer shall\ncontribute an amount not exceeding Kshs. 100,000\u002F= towards the funeral\nexpenses.\u003C\u002Fp>\n\n\u003Cp>(b) In the event of the death of an employee, the Employer shall provide a\ncoffin, transport and make a contribution of amount not less than Kshs.\n240,000\u002F= towards the funeral expenses.\u003C\u002Fp>\n\n\u003Cp>(c) The employee’s spouse and children shall also enjoy the benefit of the\ncontributory benevolent fund.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>30.GROUP LIFE INSURANCE\u003C\u002Fh3>\n\n\u003Cp>(i) The Employer shall maintain a Group Life Insurance Policy on behalf of\nthe employees.\u003C\u002Fp>\n\n\u003Cp>(ii) Sum assured shall be an employee’s 2 years’ Gross Pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>31.TRAINING\u003C\u002Fh3>\n\n\u003Cp>The Employer shall train employees on relevant field to their duty\nrecognized courses and approved by the Society and will in addition refund\nexamination fees levied by recognized examination bodies such as KASNEB, KNEC\non production of receipts and result slips.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>32.UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>Employees shall be provided with free uniforms as follows: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For example:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"720\" style=\"width:7.5in;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:solid #DDDDDD 1.0pt;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Men\n        Messengers\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Lady\n        Messengers\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Shirts\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Blouses\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Jackets\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Skirts\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Trousers\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Jackets\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Watchmen\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:   inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Drivers\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Shirts\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Shirts\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Jackets-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Jackets-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Trousers\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Trousers\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Helmets\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>These employees shall be provided with one (1) bar soap per month. Raincoats\nor umbrellas shall be available to the above employees wherever necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In accordance with the Occupational Safety and Health Act 2007, it is the\nresponsibility of employer to provide free protective equipment including\nclothing and appliances, and where necessary, suitable gloves, footwear,\ngoggles and head coverings to the workers involved in hazardous work. The type\nof PPE needed varies depending on the nature of work being performed. Source:\n§ 101 & 102 of the Occupational Safety and Health Act 2007\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>33.SALARIES AND WAGES\u003C\u002Fh3>\n\n\u003Cp>The current salary structures shall be revised by 8% and 8% for years\n(201…\u002F201…) and (201…\u002F201…) respectively as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For example:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"720\" style=\"width:7.5in;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:solid #DDDDDD 1.0pt;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Grade\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2013\u002F2014\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2015\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2016\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">Current\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">1st\n        year\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">2nd\n        year\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">8%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">8%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">10,283\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">11,106\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">11,994\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">12,143\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">13,114\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">14,164\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">13,405\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">14,477\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">15,636\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">18,179\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">19,633\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">21,204\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">22,763\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">24,584\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">26,551\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" valign=\"top\" style=\"border:inset 1.0pt;border-top:none;   background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">E6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">27,115\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">29,284\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.0pt 6.0pt 6.0pt 6.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"EN-GB\" style=\"font-size:12.0pt;font-family:"Albertus Medium","sans-serif"\">31,627\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr height=\"0\">\n      \u003Ctd width=\"73\" style=\"border:none\">\u003C\u002Ftd>\n      \u003Ctd width=\"73\" style=\"border:none\">\u003C\u002Ftd>\n      \u003Ctd width=\"208\" style=\"border:none\">\u003C\u002Ftd>\n      \u003Ctd width=\"175\" style=\"border:none\">\u003C\u002Ftd>\n      \u003Ctd width=\"190\" style=\"border:none\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In addition, there shall be a General Wage Increase of 8% effective 1st\nApril 2014 to 31st March 2015and another 8% for effective 1st April 2015 to\n31st March 2016 to all unionisable employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>34.PERFORMANCE APPRAISAL\u003C\u002Fh3>\n\n\u003Cp>i. The Company has a system of performance appraisal which is set out to\nenable the company and the employee determine how well the employee is\nperforming his job functions and what is needed to enable the employee improve\nperformance.\u003C\u002Fp>\n\n\u003Cp>ii. The Appraisal shall be done at least once in a year for all employees\nand the results of each employee's appraisal shall be communicated to him.\u003C\u002Fp>\n\n\u003Cp>iii.-The results of performance appraisal shall form part of the basis for\ndetermining promotions, transfers, and review of remuneration packages,\nEmployee Performance Bonus Plan and discharge from the company due to\nunsatisfactory performance.\u003C\u002Fp>\n\n\u003Cp>iv. All future increments will depend on the employer’s business\nperformance and Country’s economic performance, e.g. inflationary rates.\nShould the official inflation of any year be above the percentage of the\nprevious years, Management undertakes to do a salary adjustment to counter the\neffect of this (ie. If the inflation rate will be 18% and increases to 21% in\nthe following year, the management will give a difference of 3% in that year.\nIf the inflation rate will be below 18%, no increase will be given in that\nyear.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>35.PROVIDENT FUND SCHEME\u003C\u002Fh3>\n\n\u003Cp>Provident Fund benefits shall be paid as laid down in the trust deed\nregistered by Retirement Benefits Authority (RBA) and shall operate as follows:\n-\u003C\u002Fp>\n\n\u003Cp>(i) The Employer shall contribute towards the fund for each employee an\nequivalent of 10% of the employee’s basic salary.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee shall contribute towards the fund and equivalent of 10% of\nhis\u002Fher basic salary.\u003C\u002Fp>\n\n\u003Cp>(iii) The fund shall be managed jointly by the Employer and the workers’\nrepresentatives through a Board of Trustees.\u003C\u002Fp>\n\n\u003Cp>(iv) On termination of employment, the employee shall be paid both the\nEmployer’s total contribution and his\u002Fher contributions. Interest earned by\nthis fund shall be paid to such an employee.\u003C\u002Fp>\n\n\u003Cp>(v) Statements of balance shall be provided annually to every contributing\nmember.\u003C\u002Fp>\n\n\u003Cp>(vi) He\u002Fshe shall be entitled to his\u002Fher contribution including interest and\nthe Employer’s contribution.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>36.EMPLOYMENT IDENTITY CARD\u003C\u002Fh3>\n\n\u003Cp>All employees shall be issued with an employment identity card. Such a card\nshall contain the following details: -\u003C\u002Fp>\n\n\u003Cp>(i) Name of Employer\u003C\u002Fp>\n\n\u003Cp>(ii) Address of the Employee\u003C\u002Fp>\n\n\u003Cp>(iii) Employee’s full names\u003C\u002Fp>\n\n\u003Cp>(iv) Employee’s National Identity Card Number\u003C\u002Fp>\n\n\u003Cp>(v) Date of engagement of the employee\u003C\u002Fp>\n\n\u003Ch3>37.ANNUAL DINNER\u003C\u002Fh3>\n\n\u003Cp>(i) The Employer shall organize an annual dinner when funds are\navailable.\u003C\u002Fp>\n\n\u003Cp>(ii) This get-together will enable Management and employees interact and\ndiscuss the events of the year.\u003C\u002Fp>\n\n\u003Cp>(iii) Long service awards shall be given during such occasions if\nnecessary.\u003C\u002Fp>\n\n\u003Ch3>38.NATURE\u002FSTATUS OF INDIVIDUAL CONTRACT SERVICE (LETTER OF APPOINTMENT)\u003C\u002Fh3>\n\n\u003Cp>The letter of appointment shall be in conformity with the Collective\nBargaining Agreement (CBA).\u003C\u002Fp>\n\n\u003Ch3>39.STAFF CANTEEN\u003C\u002Fh3>\n\n\u003Cp>The Employer shall operate a canteen within the Society’s premises to\nprovide workers with meals at subsidized rates.\u003C\u002Fp>\n\n\u003Ch3>40.SPORTS\u003C\u002Fh3>\n\n\u003Cp>The employer shall encourage workers to participate in sports and in-door\ngames in order to keep fit.\u003C\u002Fp>\n\n\u003Ch3>41.GRATUITY\u003C\u002Fh3>\n\n\u003Cp>(i) Any unionisable employee who leaves employment for any reason other than\ngross-misconduct shall be entitled to gratuity compensation at the rate of ten\n(10) days salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>(ii) The salary to be used for computation of gratuity compensation is the\nsalary at the end of the employment contract.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>42.SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n\n\u003Cp>Medical Incapacitation The company shall make reasonable endeavours to\nprovide appropriate rehabilitation programmes direct towards restirring the\nphysical, mental and social wellbeing of its employee who have been medical\nincapacitated and who are unable to perform their normal work due to\noccupational diseases or injuries sustained on duty. The company shall further\nendeavour to identify suitable alternative work for it medical incapacitated\nemployees and relevant information in this regard should be disclosed to the\nemployee and TAMICO. Also the Company shall find alternative employment If the\ncause of incapacity is due to the employment related and is incurable\ndisease\u002Fcause the employee will be paid compensation of 12 months’ salary for\nevery year of service he\u002Fshe worked for the company. This shall not apply to\nthose workers who lost parts of their body at work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>43.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>On completion of twelve consecutive months of service employees shall be\nentitled to annual leave of 31 working days which will be taken with the\nconsent of the employer.\u003C\u002Fp>\n\n\u003Cp>Subject to mutual agreement between the employer and the employee in\nexceptional circumstances such annual leave shall be accumulated. Where\nemployment is terminated after two months service the employee will be paid for\nleave on pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kenyan Labour law about Holidays, Paid annual leave and Rest Periods:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Public holiday\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Kenyan Government at the start of calendar\nyear (usually 11 in number). Sources: §9(3) of Constitution of Kenya 2010; §8\nof the Regulation of Wages (General) Order 1982; Public Holidays Act 1984.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Paid Vacation\u003C\u002Fp>\n\n\u003Cp>The Employment Act provides for annual leave to all workers on completion of\none year of service. The full time workers are entitled to 1.75 days of annual\nleave for one month of service. This means 21 working days for 12 months of\nservice. In the event of termination of employment after an employee has\ncompleted two or more consecutive months of service of the 12 months\nleave-earning period, he\u002Fshe is entitled to one and three-quarter days of leave\nwith full pay for each completed month of service in that period to be taken\nconsecutively. Source: § 28 of the Employment Act 2007; §9 of the Regulation\nof Wages (General) Order 1982.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Weekly Rest Days\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to 24 consecutive hours of rest per week. The employer\nand the worker may agree to defer the worker’s weekly rest day. It may be\nrescheduled on the successive day or may be accumulated and taken at once as a\nfully paid leave of maximum fourteen days. Source: §27(2) of Employment Act\n2007; §6-7 of the Regulation of Wages (General) Order 1982\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE EMPLOYER\u003C\u002Fp>\n\n\u003Cp>NAME:\u003C\u002Fp>\n\n\u003Cp>TITLE:\u003C\u002Fp>\n\n\u003Cp>SIGNATURE:_________________________\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF UNION BY:\u003C\u002Fp>\n\n\u003Cp>NAME:\u003C\u002Fp>\n\n\u003Cp>TITLE:\u003C\u002Fp>\n\n\u003Cp>SIGNATURE:_________________________\u003C\u002Fp>\n\n\u003Cp>NAME: TITLE:\u003C\u002Fp>\n\n\u003Cp>SIGNATURE:__________________________\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>NAME:\u003C\u002Fp>\n\n\u003Cp>TITLE:\u003C\u002Fp>\n\n\u003Cp>SIGNATURE:__________________________\u003C\u002Fp>\n\n\u003Cp>SIGNED ON THIS ________ DAY OF _______________________\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            ",{"disabilitypay":44,"sexualhar":48,"eqofficer":52,"ONCERISE_trigger":56,"sicknessmaxdays":60,"childcare":64,"pregnancy":68,"STRUCINCR_trigger":72,"nursingmothers":76,"funeralpay":78,"GENEQ_trigger":82,"eqpromotion":86,"discrimination":88,"pensionfund":92,"OVERTIME_trigger":96,"healthcareaccess":100,"COMMUTE_trigger":104,"SUNDAY_trigger":108,"ANNLEAVE_trigger":112,"MEALALL_trigger":116,"healthandsafetypolicy":120,"contracttrial":124,"sicknesspay":128,"hourspday_select":130,"SCHEDULE_trigger":134,"paidpaternityleave":138,"jobsecuritymothers":142,"healthcareaccessrelatives":146,"MAXHOURS_trigger":150,"PAYSCALES_trigger":154,"bankholidays1":156,"trainingprogrammes":160,"paidmaternityleave":164,"contractseverancepay":168,"PAIDLEAV_trigger":172,"CONSIGN_trigger":176},{"bindId":45,"name":46,"text":47},"disabilitypay","42.SOCIAL SECURITY AND PENSIONS Medical ","42.SOCIAL SECURITY AND PENSIONS\n\nMedical Incapacitation The company shall make reasonable endeavours to\nprovide appropriate rehabilitation programmes direct towards restirring the\nphysical, mental and social wellbeing of its employee who have been medical\nincapacitated and who are unable to perform their normal work due to\noccupational diseases or injuries sustained on duty. The company shall further\nendeavour to identify suitable alternative work for it medical incapacitated\nemployees and relevant information in this regard should be disclosed to the\nemployee and TAMICO. Also the Company shall find alternative employment If the\ncause of incapacity is due to the employment related and is incurable\ndisease\u002Fcause the employee will be paid compensation of 12 months’ salary for\nevery year of service he\u002Fshe worked for the company. This shall not apply to\nthose workers who lost parts of their body at work.",{"bindId":49,"name":50,"text":51},"sexualhar","Every employee shall be protected from s","Every employee shall be protected from sexual harassment, any unsolicited or\nunwelcome verbal comment, gesture or physical contact of a sexual nature.\nTherefore: (a) No employee shall be subject to sexual harassment either by\nsomebody in authority over him\u002Fher as a condition of engagement, continued\nemployment, promotion, salary progression, reward or any other consideration or\nby his\u002Fher fellow workmates as a condition as social acceptance at work. Any\ncase of sexual harassment shall be immediately reported by the victim to a\ndesignated officer and perpetrator shall be dealt with in accordance with the\norganization's disciplinary procedures after having been given an adequate\nopportunity to defend himself\u002Fherself against the charges. (b) Sexual\nharassment shall include any of the following; if the person doing it, knows or\nought to have known that it is unwelcome. (i) Making a request or exerting\npressure for sexual activity or favours. (ii) Making intentional or careless\npressure for sexual activity or favours. (iii) Making gestures, noises, jokes\nor comments, including innuendoes, regarding another person's sexuality. Each\nemployer shall appoint a designated person preferably a Senior Lady Manager to\nwhom the victims of sexual harassment may report the cases for appropriate\naction.",{"bindId":53,"name":54,"text":55},"eqofficer","Both the Employer and the Union shall es","Both the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by a person agreeable\nto both parties to study, inform\u002Fadvice and make recommendations to the JNC.\n(b) To implement this, the parties shall establish a joint committee composed\nof five(5) people in equal proportions of the two representatives each and with\na chairperson that shall be greed upon by both parties (c) The work of the\ncommittee shall be: (i) Formulate a gender and equality workplace policy or\napproval by the JNC (ii) Monitor the implementation of the policy or any gender\nand equality standard (iii) Propose any amendments that may necessary (iv)\nPerform any other duties that shall promote adequate promotion of both gender\nand that shall enhance equal treatment of I persons irrespective of gender,\nrace, color, religion, political affiliation.\n\nNot, either on or off the employer’s premises, intimidate, threaten, or\nharass any non-striking employees or any other persons.\n\nShould an employee commit any of the following offences he\u002Fshe will be\nliable to instant dismissal by the Management of the Company. a)Theft b) Fraud\nc) Proven gross insubordination within ones normal scope of duties. d) Assault\nof any person at the workplace. e) Drunkenness on duty witnessed by a senior\nManagement staff and a Union representative. f) Bringing unauthorized dangerous\nweapons into the Company g) Drug abuse whilst on duty. h) Wilful damage of\nCompany property I) Rudeness to customers for no just cause. j) Prolonged\nabsenteeism without cause. k) Divulging confidential Company information",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","18.HOUSE ALLOWANCE House Allowance for a","18.HOUSE ALLOWANCE\n\nHouse Allowance for all employees shall be increased by 8% 2014\u002F2015 and\nanother 8% 20151\u002F2016across the board effective 1st April 2014 to 31st March\n2016.\n\nFor example:\n\n\n  \n    \n      Grade\n      \n      2013\u002F2014\n      \n      2015\n      \n      2016\n      \n    \n    \n      \n      Current\n      \n      1st\n        year\n      \n      2nd\n        year\n      \n    \n    \n      \n      \n      8%\n      \n      8%\n      \n    \n    \n      E1\n      \n      5,977\n      \n      6,455\n      \n      6,972\n      \n    \n    \n      E2\n      \n      6,241\n      \n      6,740\n      \n      7,280\n      \n    \n    \n      E3\n      \n      6,970\n      \n      7,528\n      \n      8,130\n      \n    \n    \n      E4\n      \n      7,979\n      \n      8,617\n      \n      9,307\n      \n    \n    \n      E5\n      \n      9,581\n      \n      10,347\n      \n      11,175\n      \n    \n    \n      E6\n      \n      10,641\n      \n      11,492\n      \n      12,412",{"bindId":61,"name":62,"text":63},"sicknessmaxdays","(d) SICK LEAVE Any absence from duty due","(d) SICK LEAVE\n\nAny absence from duty due to sickness shall be certified by a qualified\nmedical practitioner and shall be granted as follows:-\n\n(i) The first three (3) months on full pay\n\n(ii) The subsequent four (4) months on half pay\n\n(iii) Subsequent three (3) months without pay\n\nThereafter the Employer shall review the matter in consultation with the\nUnion.\n\nIn the event of an injury to an employee, the provisions of the Work Injury\nBenefits Act 2007, Laws of Kenya shall apply and the Company shall bear the\ncost of medical treatment in accordance with the Employment and Work Injury\nBenefits Act.\n\n\n\nKenyan Labour law about Sick Leave:\n\nIncome\n\nIn accordance with the Employment Act every worker is entitled to paid sick\nleave (sickness benefit) for up to 14 days per year, after completion of 2\nmonths of service with an employer. Employer may provide fully paid sick leave\nfor the first 07 days, and half wages are paid for the remaining 07 days. This\nfull pay includes basic pay excluding deduction. Source: § 30 of the\nEmployment Act 2007.\n\nJob Security\n\nAccording to the Employment Act 2007, an employer may not dismiss a worker\nduring his\u002Fher period of sick leave, pregnancy or disability. Such a dismissal\nwould be unfair. Source: § 46 of the Employment Act 2007.",{"bindId":65,"name":66,"text":67},"childcare","(f) COMPASSIONATE LEAVE An application f","(f) COMPASSIONATE LEAVE\n\nAn application for a compassionate leave will be given sympathetic\nconsideration. Any such leave shall not exceed fourteen (14) working days. Such\nleave shall not be subtracted from the employee’s annual leave days, and\nshall be with pay in any one year.",{"bindId":69,"name":70,"text":71},"pregnancy","4.BREASTFEEDING MOTHERS Nursing mothers ","4.BREASTFEEDING MOTHERS\n\nNursing mothers shall be allowed two and a half hours daily for the first\nthree months alter maternity leave, and one hour daily during working hours for\nfeeding their babies for the rest of the months until the baby is one year\nold.",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","33.SALARIES AND WAGES The current salary","33.SALARIES AND WAGES\n\nThe current salary structures shall be revised by 8% and 8% for years\n(201…\u002F201…) and (201…\u002F201…) respectively as follows:\n\n\n\nFor example:\n\n\n\n\n  \n    \n      Grade\n      \n      2013\u002F2014\n      \n      2015\n      \n      2016\n      \n    \n    \n      \n      Current\n      \n      1st\n        year\n      \n      2nd\n        year\n      \n    \n    \n      \n      \n      8%\n      \n      8%\n      \n    \n    \n      E1\n      \n      10,283\n      \n      11,106\n      \n      11,994\n      \n    \n    \n      E2\n      \n      12,143\n      \n      13,114\n      \n      14,164\n      \n    \n    \n      E3\n      \n      13,405\n      \n      14,477\n      \n      15,636\n      \n    \n    \n      E4\n      \n      18,179\n      \n      19,633\n      \n      21,204\n      \n    \n    \n      E5\n      \n      22,763\n      \n      24,584\n      \n      26,551\n      \n    \n    \n      E6\n      \n      27,115\n      \n      29,284\n      \n      31,627\n      \n    \n    \n      \n      \n      \n      \n      \n    \n  \n\n\n\n\n(ii) In addition, there shall be a General Wage Increase of 8% effective 1st\nApril 2014 to 31st March 2015and another 8% for effective 1st April 2015 to\n31st March 2016 to all unionisable employees.",{"bindId":77,"name":70,"text":71},"nursingmothers",{"bindId":79,"name":80,"text":81},"funeralpay","29.FUNERAL EXPENSES (a) In event of deat","29.FUNERAL EXPENSES\n\n(a) In event of death of an employee’s spouse or child, the Employer shall\ncontribute an amount not exceeding Kshs. 100,000\u002F= towards the funeral\nexpenses.\n\n(b) In the event of the death of an employee, the Employer shall provide a\ncoffin, transport and make a contribution of amount not less than Kshs.\n240,000\u002F= towards the funeral expenses.\n\n(c) The employee’s spouse and children shall also enjoy the benefit of the\ncontributory benevolent fund.",{"bindId":83,"name":84,"text":85},"GENEQ_trigger","6.GENDER EQUALITY The employer shall not","6.GENDER EQUALITY\n\nThe employer shall not discriminate directly or indirectly against an\nemployee or prospective employee on grounds of race, colour, sex, religion,\npolitical or other opinion nationality, ethnic or social origin, disability,\npregnancy, mental status or HIV status.\n\nEvery employee shall be protected from sexual harassment, any unsolicited or\nunwelcome verbal comment, gesture or physical contact of a sexual nature.\nTherefore: (a) No employee shall be subject to sexual harassment either by\nsomebody in authority over him\u002Fher as a condition of engagement, continued\nemployment, promotion, salary progression, reward or any other consideration or\nby his\u002Fher fellow workmates as a condition as social acceptance at work. Any\ncase of sexual harassment shall be immediately reported by the victim to a\ndesignated officer and perpetrator shall be dealt with in accordance with the\norganization's disciplinary procedures after having been given an adequate\nopportunity to defend himself\u002Fherself against the charges. (b) Sexual\nharassment shall include any of the following; if the person doing it, knows or\nought to have known that it is unwelcome. (i) Making a request or exerting\npressure for sexual activity or favours. (ii) Making intentional or careless\npressure for sexual activity or favours. (iii) Making gestures, noises, jokes\nor comments, including innuendoes, regarding another person's sexuality. Each\nemployer shall appoint a designated person preferably a Senior Lady Manager to\nwhom the victims of sexual harassment may report the cases for appropriate\naction.\n\nIt is hereby agreed that 80% of the workforce will comprise of permanent\nEmployees and that the number of female employees should be equal or more than\nthat of their counterparts.\n\nBoth the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by a person agreeable\nto both parties to study, inform\u002Fadvice and make recommendations to the JNC.\n(b) To implement this, the parties shall establish a joint committee composed\nof five(5) people in equal proportions of the two representatives each and with\na chairperson that shall be greed upon by both parties (c) The work of the\ncommittee shall be: (i) Formulate a gender and equality workplace policy or\napproval by the JNC (ii) Monitor the implementation of the policy or any gender\nand equality standard (iii) Propose any amendments that may necessary (iv)\nPerform any other duties that shall promote adequate promotion of both gender\nand that shall enhance equal treatment of I persons irrespective of gender,\nrace, color, religion, political affiliation.\n\nNot, either on or off the employer’s premises, intimidate, threaten, or\nharass any non-striking employees or any other persons.\n\nShould an employee commit any of the following offences he\u002Fshe will be\nliable to instant dismissal by the Management of the Company. a)Theft b) Fraud\nc) Proven gross insubordination within ones normal scope of duties. d) Assault\nof any person at the workplace. e) Drunkenness on duty witnessed by a senior\nManagement staff and a Union representative. f) Bringing unauthorized dangerous\nweapons into the Company g) Drug abuse whilst on duty. h) Wilful damage of\nCompany property I) Rudeness to customers for no just cause. j) Prolonged\nabsenteeism without cause. k) Divulging confidential Company information",{"bindId":87,"name":50,"text":51},"eqpromotion",{"bindId":89,"name":90,"text":91},"discrimination","The employer shall not discriminate dire","The employer shall not discriminate directly or indirectly against an\nemployee or prospective employee on grounds of race, colour, sex, religion,\npolitical or other opinion nationality, ethnic or social origin, disability,\npregnancy, mental status or HIV status.",{"bindId":93,"name":94,"text":95},"pensionfund","35.PROVIDENT FUND SCHEME Provident Fund ","35.PROVIDENT FUND SCHEME\n\nProvident Fund benefits shall be paid as laid down in the trust deed\nregistered by Retirement Benefits Authority (RBA) and shall operate as follows:\n-\n\n(i) The Employer shall contribute towards the fund for each employee an\nequivalent of 10% of the employee’s basic salary.\n\n(ii) The employee shall contribute towards the fund and equivalent of 10% of\nhis\u002Fher basic salary.\n\n(iii) The fund shall be managed jointly by the Employer and the workers’\nrepresentatives through a Board of Trustees.\n\n(iv) On termination of employment, the employee shall be paid both the\nEmployer’s total contribution and his\u002Fher contributions. Interest earned by\nthis fund shall be paid to such an employee.\n\n(v) Statements of balance shall be provided annually to every contributing\nmember.\n\n(vi) He\u002Fshe shall be entitled to his\u002Fher contribution including interest and\nthe Employer’s contribution.",{"bindId":97,"name":98,"text":99},"OVERTIME_trigger","5.OVERTIME Overtime shall be paid for ho","5.OVERTIME\n\nOvertime shall be paid for hours worked by the unionisable staff in excess\nof the prescribed hours as per clause four (4) of this Agreement. The rate of\novertime shall be calculated at the rate of one and a half (1½) hours for week\ndays and two (2) hours for Saturdays, Sundays and Public holidays for each\nexcess hour based on the basic pay.\n\nNo overtime worked by the unionisable employees shall be computed to enable\nthe employee to take off-duty in lieu of payment.\n\nNursing mothers shall be allowed two and a half hours daily for the first\nthree months alter maternity leave, and one hour daily during working hours for\nfeeding their babies for the rest of the months until the baby is one year\nold.\n\nKenyan Labour law about overtime compensation:\n\nAn employer is required to pay at least 150% of the wage if overtime work is\nperformed during normal working hours. Overtime payment for the workers that\nare not employed on hourly basis, is calculated on the basis of the basic\nhourly rate of at least one two-hundred-and twenty-fifth of the employee’s\nbasic minimum monthly wage.\n\nThe Wages Order also specifies that overtime plus time worked in normal\nhours per week may not exceed 116 hours in total in any period of 2 consecutive\nweeks. Thus a worker can work only 6 hours of overtime in a week. For night\nworkers this limit is 144 hours per week. For night workers, 12 hours of\novertime is allowed. Sources: §5-6 of the Regulation of Wages (General) Order\n1982; §27 of the Employment Act 2007",{"bindId":101,"name":102,"text":103},"healthcareaccess","28.MEDICAL All employee of the Society, ","28.MEDICAL\n\nAll employee of the Society, their spouses and children shall be entitled to\na medical cover provided by the Society as follows: -\n\nFor Example:\n\nAnnual limit- Kshs 500,000\u002F=\n\nAccident hospitalization up to Kshs 500,000\u002F= per person per year\n\nIllness hospitalization up to Kshs. 200,000\u002F= per person per year\n\nFuneral and rehabilitation – Kshs. 50,000\u002F= per person\n\nPsychiatric treatment of up to Kshs. 100,000\u002F=\n\nCovers pre-existing, chronic conditions and HIV\u002FAIDs\n\nOption to purchase Accident with Permanent Total Disability of Kshs. 1\nmillion for adults and Kshs. 500,000\u002F= for children.\n\nRoad rescue in Nairobi and Mombasa only available at an extra fee.\n\n\n\nKenyan Labour law about Health and Safety:\n\nEmployer Cares\n\nThe Occupational Health and Safety Act (OSHA) provide for the health, safety\nand welfare of persons employed, and all persons lawfully present at workplaces\nand related matters.\n\nIt is obligatory for an occupier to provide and maintain plant and systems\nand procedures of work that are safe and without risk to workers' health.\nPreventive and protective measures should be taken after proper risk assessment\n(at least once a year) to ensure that all chemicals, machinery, equipment,\ntools and process are safe and without risk to health and comply with the\nrequirements of safety and health provisions in this Act. Source: §6 &\n47-95 of the Occupational Safety and Health Act 2007\n\nTraining\n\nIn accordance with the Occupational Safety and Health Act 2007, it is the\nresponsibility of an employer to provide instruction, training and supervision\nas is necessary to ensure health and safety at work of his workers. If a person\nfails to comply with these provisions, he\u002Fshe commits an offence and is liable\nto a fine up to 200,000 shillings or to imprisonment up to six months or to\nboth. Source: § 99 of the Occupational Safety and Health Act 2007",{"bindId":105,"name":106,"text":107},"COMMUTE_trigger","22.COMMUTER ALLOWANCE Where the use of a","22.COMMUTER ALLOWANCE\n\nWhere the use of a private car is necessary, commuter allowance shall be\npaid at the rate of Kshs. 2,200\u002F= per month.",{"bindId":109,"name":110,"text":111},"SUNDAY_trigger","Overtime shall be paid for hours worked ","Overtime shall be paid for hours worked by the unionisable staff in excess\nof the prescribed hours as per clause four (4) of this Agreement. The rate of\novertime shall be calculated at the rate of one and a half (1½) hours for week\ndays and two (2) hours for Saturdays, Sundays and Public holidays for each\nexcess hour based on the basic pay.",{"bindId":113,"name":114,"text":115},"ANNLEAVE_trigger","(b) ANNUAL LEAVE ALLOWANCE All unionisab","(b) ANNUAL LEAVE ALLOWANCE\n\nAll unionisable employees proceeding on their annual leave shall be paid\nleave allowance equivalent to Kshs. 6,000\u002F= every year.",{"bindId":117,"name":118,"text":119},"MEALALL_trigger","25.MEALS ALLOWANCE An employee who due t","25.MEALS ALLOWANCE\n\nAn employee who due to unavoidable circumstances works during non-working\nhours shall in addition to overtime be paid meals allowance as follows: -\n\nFor Example:\n\nKshs.\n\nLunch - ........700\u002F=\n\nSupper- .......700\u002F=\n\nBreakfast-.... 300=",{"bindId":121,"name":122,"text":123},"healthandsafetypolicy","Kenyan Labour law about Health and Safet","Kenyan Labour law about Health and Safety:\n\nEmployer Cares\n\nThe Occupational Health and Safety Act (OSHA) provide for the health, safety\nand welfare of persons employed, and all persons lawfully present at workplaces\nand related matters.\n\nIt is obligatory for an occupier to provide and maintain plant and systems\nand procedures of work that are safe and without risk to workers' health.\nPreventive and protective measures should be taken after proper risk assessment\n(at least once a year) to ensure that all chemicals, machinery, equipment,\ntools and process are safe and without risk to health and comply with the\nrequirements of safety and health provisions in this Act. Source: §6 &\n47-95 of the Occupational Safety and Health Act 2007\n\nTraining\n\nIn accordance with the Occupational Safety and Health Act 2007, it is the\nresponsibility of an employer to provide instruction, training and supervision\nas is necessary to ensure health and safety at work of his workers. If a person\nfails to comply with these provisions, he\u002Fshe commits an offence and is liable\nto a fine up to 200,000 shillings or to imprisonment up to six months or to\nboth. Source: § 99 of the Occupational Safety and Health Act 2007",{"bindId":125,"name":126,"text":127},"contracttrial","3.PROBATIONARY PERIOD All employees shal","3.PROBATIONARY PERIOD\n\nAll employees shall from engagement serve a probationary period of six (6)\nmonths and upon satisfactory completion of the same shall be confirmed in their\nrespective positions.\n\n\n\nKenyan Labour law about probationary period:\n\nAccording to Employment Act, probationary period should not be set higher\nthan 6 months; however it can be extended to one year with the consent of a\nworker. The probationary period cannot exceed one year as an aggregate.",{"bindId":129,"name":62,"text":63},"sicknesspay",{"bindId":131,"name":132,"text":133},"hourspday_select","HOURS OF WORK (a) All unionisable staff ","HOURS OF WORK\n\n(a) All unionisable staff shall work for five (5) days a week.\n\n(b) They will work seven and half (7.5) hours a day.\n\n(c) The total working hours in a week shall be thirty seven and half (37.5)\n(exclusive of lunch breaks).\n\nHours of duty shall be as follows: -\n\nMonday to Friday..........8.00 a.m. – 1.00 p.m.\n\nLunch Break..................1.00 p.m. – 2.00 p.m.\n\nAfternoon........................2.00 p.m. – 4.30 p.m.\n\n\n\nKenyan Labour law about working hours:\n\nGeneral working hours are 52 per week, but normal working hours usually\nconsist of 45 hours of work per week. For example, this could be eight hours\nfrom Monday to Friday , and five hours on Saturday.",{"bindId":135,"name":136,"text":137},"SCHEDULE_trigger","Weekly Rest Days Workers are entitled to","Weekly Rest Days\n\nWorkers are entitled to 24 consecutive hours of rest per week. The employer\nand the worker may agree to defer the worker’s weekly rest day. It may be\nrescheduled on the successive day or may be accumulated and taken at once as a\nfully paid leave of maximum fourteen days. Source: §27(2) of Employment Act\n2007; §6-7 of the Regulation of Wages (General) Order 1982",{"bindId":139,"name":140,"text":141},"paidpaternityleave","(v) A male employee shall be entitled to","(v) A male employee shall be entitled to Paternity Leave of two (2) weeks\nwith full pay when his spouse gives birth.",{"bindId":143,"name":144,"text":145},"jobsecuritymothers","-A female worker has the right to return","-A female worker has the right to return to same job\u002Fposition (or some other\nsimilar and suitable position) after availing her maternity leave, on same\nterms and conditions which would have applied if she had not been on maternity\nleave. Source: § 29(2) of the Employment Act 2007.",{"bindId":147,"name":148,"text":149},"healthcareaccessrelatives","All employee of the Society, their spous","All employee of the Society, their spouses and children shall be entitled to\na medical cover provided by the Society as follows: -",{"bindId":151,"name":152,"text":153},"MAXHOURS_trigger","The Wages Order also specifies that over","The Wages Order also specifies that overtime plus time worked in normal\nhours per week may not exceed 116 hours in total in any period of 2 consecutive\nweeks. Thus a worker can work only 6 hours of overtime in a week. For night\nworkers this limit is 144 hours per week. For night workers, 12 hours of\novertime is allowed. Sources: §5-6 of the Regulation of Wages (General) Order\n1982; §27 of the Employment Act 2007",{"bindId":155,"name":74,"text":75},"PAYSCALES_trigger",{"bindId":157,"name":158,"text":159},"bankholidays1","Public holiday Workers are entitled to p","Public holiday\n\nWorkers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Kenyan Government at the start of calendar\nyear (usually 11 in number). Sources: §9(3) of Constitution of Kenya 2010; §8\nof the Regulation of Wages (General) Order 1982; Public Holidays Act 1984.",{"bindId":161,"name":162,"text":163},"trainingprogrammes","31.TRAINING The Employer shall train emp","31.TRAINING\n\nThe Employer shall train employees on relevant field to their duty\nrecognized courses and approved by the Society and will in addition refund\nexamination fees levied by recognized examination bodies such as KASNEB, KNEC\non production of receipts and result slips.",{"bindId":165,"name":166,"text":167},"paidmaternityleave","(e) MATERNITY LEAVE (i) A female employe","(e) MATERNITY LEAVE\n\n(i) A female employee shall be entitled to ninety (90) days maternity leave\nwith full pay.\n\n(ii) The time at which maternity leave is taken shall be at the discretion\nof the employee concerned.\n\n(iii) On expiry of a female employee’s maternity leave as provided for in\nthe law, the female employee have the right to return to the job which she held\nimmediately prior to her maternity leave or to a reasonably suitable job on\nterms and conditions not less favourable than those which would have applied\nhad she not been on maternity leave.\n\n(iv) No female employee shall forfeit her annual leave entitlement on\naccount of having taken her maternity leave.\n\n(v) A male employee shall be entitled to Paternity Leave of two (2) weeks\nwith full pay when his spouse gives birth.\n\n\n\nKenyan Labour law about Maternity\u002FPaternity and Work:\n\n-Female workers are entitled to 3 months (91 calendar days) of fully paid\nmaternity leave on the birth of a child. The worker must give a written notice\nof at least 7 day (or even shorter period under certain circumstances) prior to\nproceeding on maternity leave on a specific date and to return to work\nthereafter. Worker may also have to provide a certificate of her medical\ncondition from a qualified medical practitioner or midwife, if required by the\nemployer. Maternity leave can be extended with the consent of employer or a\nworker may proceed to sick leave or annual leave or any other kind of leave\nwith employer's consent. Source: § 29 of the Employment Act 2007.\n\n-The maternity leave is granted with full pay and the pay during leave\nperiod is financed by the employer. Source: § 29(1) of the Employment Act,\n2007.\n\n-It is illegal for an employer to dismiss a female worker due to her\npregnancy or any other reason connected with her pregnancy in all aspects of\nemployment. Source: § 46 of the Employment Act 2007.\n\n-A female worker has the right to return to same job\u002Fposition (or some other\nsimilar and suitable position) after availing her maternity leave, on same\nterms and conditions which would have applied if she had not been on maternity\nleave. Source: § 29(2) of the Employment Act 2007.",{"bindId":169,"name":170,"text":171},"contractseverancepay","10.REDUNDANCY AND SEVERANCE PAY (a) Redu","10.REDUNDANCY AND SEVERANCE PAY\n\n(a) Redundancy is understood to mean the involuntary loss of employment\nthrough no fault of the employee concerned, caused either by an excess of\nmanpower or by the financial inability on the part of the Employer to continue\npaying salaries.\n\n(b) Where it is necessary to terminate the employment of an employee on the\ngrounds of redundancy, the Employer shall give the employee notice in writing\nof their intention to do so and pay severance as follows: -\n\n(i) 1 year – 5 years of service shall be given one (1) month notice or be\npaid one month’s salary in lieu of notice and in addition be paid one\nmonth’s salary for each completed year of service.\n\n(ii) Five (5) years – Ten (10) years shall be given two (2) months working\nnotice or be paid two (2) months’ salary in lieu of notice and in addition be\npaid two (2) months’ salary for each completed year service as severance\npay.\n\n(iii) Ten (10) years and above shall be given three (3) months working\nnotice or be paid three (3) months’ salary in lieu of notice and in addition\nbe paid three (3) months’ salary for each completed year of service as\nseverance pay.\n\n(iv) All retirement benefits shall be paid to him\u002Fher as if he\u002Fshe had\nresigned voluntarily.\n\n(v) The union shall be informed of the reason for and the extent of intended\nredundancy.\n\n(vi) The principle to be adopted shall be that of “last in, first out”\nsubject to all other factors such as skill, merit, ability and reliability\nbeing equal.\n\n(vii) Should an employment opportunity arise, the Employer shall give\npreference to the persons laid off as a result of redundancy provided that the\nvacancy that has arisen is of the similar grade that the said person was\nholding prior to his\u002Fher being laid off.\n\n(viii) Where the employee is entitled to their benefits, e.g. leave, leave\npay, e.t.c. a pro-rata compensation shall be made at the time of discharge on\naccount of redundancy.\n\n(ix) Salary for the purpose of calculating pay shall be the salary of an\nemployee on the date the employee ceases to be in the employment.\n\n(x) The effective date of these provisions shall be deemed to be the date of\nengagement of the employee.\n\n\n\nKenyan Labour law about Notice and Severance:\n\nNotice Requirement\n\nA worker may be terminated after serving due notice or paying in lieu of\nnotice. Length of notice period depends on the type of employment contract. If\nworkers are paid on a monthly basis or longer interval, a 28-day notice must be\nserved before contract termination Source: § 35-36 & 43-51 of the\nEmployment Act 2007.\n\nSeverance Pay\n\nSeverance pay, paid by the employer, in Kenya is equivalent to 15 days basic\nwages for each completed year of employment. Source: § 35(5,6), 40(1g) of the\nEmployment Act 2007.",{"bindId":173,"name":174,"text":175},"PAIDLEAV_trigger","43.ANNUAL LEAVE On completion of twelve ","43.ANNUAL LEAVE\n\nOn completion of twelve consecutive months of service employees shall be\nentitled to annual leave of 31 working days which will be taken with the\nconsent of the employer.\n\nSubject to mutual agreement between the employer and the employee in\nexceptional circumstances such annual leave shall be accumulated. Where\nemployment is terminated after two months service the employee will be paid for\nleave on pro-rata basis.\n\n\n\nKenyan Labour law about Holidays, Paid annual leave and Rest Periods:\n\nPublic holiday\n\nWorkers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Kenyan Government at the start of calendar\nyear (usually 11 in number). Sources: §9(3) of Constitution of Kenya 2010; §8\nof the Regulation of Wages (General) Order 1982; Public Holidays Act 1984.\n\nPaid Vacation\n\nThe Employment Act provides for annual leave to all workers on completion of\none year of service. The full time workers are entitled to 1.75 days of annual\nleave for one month of service. This means 21 working days for 12 months of\nservice. In the event of termination of employment after an employee has\ncompleted two or more consecutive months of service of the 12 months\nleave-earning period, he\u002Fshe is entitled to one and three-quarter days of leave\nwith full pay for each completed month of service in that period to be taken\nconsecutively. Source: § 28 of the Employment Act 2007; §9 of the Regulation\nof Wages (General) Order 1982.",{"bindId":177,"name":98,"text":178},"CONSIGN_trigger","5.OVERTIME\n\nOvertime shall be paid for hours worked by the unionisable staff in excess\nof the prescribed hours as per clause four (4) of this Agreement. The rate of\novertime shall be calculated at the rate of one and a half (1½) hours for week\ndays and two (2) hours for Saturdays, Sundays and Public holidays for each\nexcess hour based on the basic pay.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Sample Collective Bargaining Agreement for Kenya created by WageIndicator Foundation - 2016 -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\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            \n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → \n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 1 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: → Yes\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: → \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: → \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        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → KES \n            \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 14 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Yes\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 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: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 37.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 31.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: →  days\n            \u003C\u002Fdiv>\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: → 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: → Yes, in one table\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: →  %\n                \u003C\u002Fdiv>\n                \n                \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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → No\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[184],{"title":37,"slug":33},[186],{"type":187,"data":188},"call_to_action_body_block",{"title":189,"description":190,"variant":191,"link":192},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":189,"url":193,"description":189,"rel":194,"type":195},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[197],{"type":187,"data":198},{"title":189,"description":190,"variant":191,"link":199},{"title":189,"url":193,"description":189,"rel":194,"type":195},[]]