[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fterms-and-conditions-of-service-agreement-between-kenafric-industries-limited-footwear-division-and-kenya-shoe-and-leather-workers-union---2013":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":152,"content_type_view":153,"extra_breadcrumbs":154,"body":156,"body_blocks":167,"related_pages":171},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":150,"translations":151},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"terms-and-conditions-of-service-agreement-between-kenafric-industries-limited-footwear-division-and-kenya-shoe-and-leather-workers-union---2013","71cbcf22-1f4b-11e7-b964-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fterms-and-conditions-of-service-agreement-between-kenafric-industries-limited-footwear-division-and-kenya-shoe-and-leather-workers-union---2013\u002Fterms-and-conditions-of-service-agreement-between-kenafric-industries-limited-footwear-division-and-kenya-shoe-and-leather-workers-union---2013\u002F","Terms and Conditions of Service Agreement between Kenafric Industries Limited (Footwear Division) and Kenya Shoe and Leather Workers Union - 2013","KEN Kenafric Industries Limited - 2013","Kenya - KEN Kenafric Industries Limited - 2013","KEN Kenafric Industries Limited - 2013 - Manufacturing",{"name":41,"data":42},"Kenafric Leather 2013  FINAL.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TERMS AND CONDITIONS OF SERVICE AGREEMENT BETWEEN KENAFRIC INDUSTRIES\nLIMITED (FOOTWEAR DIVISION) AND KENYA SHOE AND LEATHER WORKERS UNION - 2013\u003C\u002Fh1>\n\n\u003Ch2>1. PREAMBLE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A collective Bargaining Agreement made between KENAFRIC INDUSTRIES LIMITED\n(hereinafter referred to as “the company”) and the KENYA SHOE AND LEATHER\nWORKERS’ UNION (Herein referred to as the “Union”) to regulate the Terms\nand conditions of employment of service (employment) within Footwear Division\nof the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement supersedes all previous Collective Bargaining Agreements on\nsuch matter and applies to all unionsable employees of the company within its\nfootwear division.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 1. PROBATIONARY PERIOD:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>a. There shall be probationary period not exceeding three months from the\ndate of engagement and during this period forty eight hour notice of intention\nof termination of the employment shall be given by either party or pay in\nlieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>b. Upon confirmation of an employee on permanent basis he\u002Fshe shall be\nissued with an appointment letter.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 2. WORKING HOURS:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>The normal working hours shall consist of forty – five working hours\nspread over six days of the week, provided that an employee who is required to\nwork in excess of such hours shall be paid for overtime for the excess hours\nworked. Spreading the working\u003C\u002Fp>\n\n\u003Cp>hours over less number of days shall be mutually agreed by both parties.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 3. NIGHT SHIFT ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who works on night shift shall be paid a night shift allowance\nof Kshs. 28 (Twenty Eight Shillings) per night.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 4. OVERTIME:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>For the time worked in excess of the normal number of hours worked in a\nweek, the following rates shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Monday to Saturday – 1½ times the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>b. Sunday and gazetted public holiday – double time. However an employee\nshall be entitled to one whole rest day over a period of one week of seven\nconsecutive working days. The rest day shall be on any day of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 5. ANNUAL PAID LEAVE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a. After completion of twelve months continuous service with the company an\nemployee shall be entitled to twenty five (25) working days annual leave with\nfull pay including Saturdays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. In the event of gazetted public holidays falling within the leave period,\nsuch public holiday(s) shall be added to the leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. The date of an employee’s leave shall normally fall after the\ncompletion of every twelve months continuous service from his\u002Fher date of\nengagement. However, leave can be granted on pro- rata basis\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Where employment is terminated after the completion of two or more\nconsecutive months of service during any twelve months’ leave earning period,\nan employee will be entitled to two (2) days of leave with full pay, in respect\nof each completed month of service in such period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e.Each party will be notified atleast two days in advance before proceeding\non leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f. Annual leave shall not be accumulated by either party and shall be taken\nyearly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 6. GAZETTED PUBLIC HOLIDAYS:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays1\">\u003Cp>An employee shall normally be granted leave with full pay on gazetted public\nholidays provided that an employee who is required to work on such holidays\nshall be paid double for time worked as provided for by overtime clause.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 7. COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a. An employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement under paragraph 5 (a) of this agreement and leave taken shall\nsubsequently be set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. An employee may, in addition to the leave provided for in sub-paragraph\n(a) of this paragraph be granted ten (10) days compassionate leave without pay\nin one year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. However incase of unavailability of work due to reasons beyond the\ncontrol of the management of the Company or the company’s operations are\ntemporarily stopped; either fully or partially, the Company can send the\nemployees on paid leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 8. LEAVE TRAVELLING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee proceeding on annual leave after completion of twelve months\ncontinuous service shall be entitled to leave travelling allowance of Kshs\n3,000.00 (Kenya shillings Three Thousand hundred only) for leave earned as at\n2013 and the same Kenya Shillings 3,000.00 (Kenya shillings Three Thousand\nhundred only) for leave earned in 2014, subject to one payment only for every\ntwelve months earned leave and shall not be subject to reimbursement\nwhatsoever.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 9. HOUSING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Every employee who is not provided with housing by the company shall be paid\na housing allowance of eighteen percent (18%) of the employee’s current house\nallowance subject to a minimum of Two thousand Eight hundred shillings (Kshs\n2,800) per month whichever is higher.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 10. SICK LEAVE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>After two month’s continuous service with an employer, an employee shall\nbe entitled to a maximum of thirty Five days sick leave with full pay and\nthereafter to a maximum of thirty Five days sick leave with half pay in each\nperiod of twelve month’s consecutive service:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. An employee shall not be entitled to such payment unless he produces to\nthe employer a certificate of incapacity covering the period of sick leave\nclaimed signed by a medical practitioner in charge of a hospital of dispensary\nor by a person authorized by him in writing and acting on his behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. An employee shall not qualify for sick leave under this paragraph in\nrespect of any sickness or injury due to gross negligence on his part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 11. MATERNITY LEAVE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>A woman employee shall be entitled to three months maternity leave with full\npay, provided that:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>ii. Childbirth in respect of a woman employee shall not be deemed to be\nsickness as provided for under clause 10 of this agreement and the employer\nshall not be required to meet medical costs incurred thereon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>iv. A male employee shall be entitled to two weeks paternity leave with full\npay. In the event of any amendment of this clause by an Act of Parliament, the\nnew Act will take precedence over this.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 12. MEDICAL TREATMENT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medical treatment will be provided to the employees in accordance with the\nProvisions of Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 13. TERMINATION OF EMPLOYEMENT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After the completion of probationary period employment may be terminated by\neither party in writing or pay in lieu as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. 1- 5 years One month notice in writing or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Over 5 years Two months notice in writing or pay in lieu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Over 10 years 2.5 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Leave travelling allowance, provided the employee has completed twelve\nmonths of continuous service from the time his last leave was due.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e. Leave earned to be calculated on Pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f. All his\u002Fher contributions plus Company’s surrender value or the\nCompany’s contribution arising from the Pension Scheme in accordance with the\nRetirement Benefits Regulations 2000 and as provided for in the trust deed and\nrules, or any other regulation in force at that time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g. An employee terminated for reasons other than gross misconduct shall be\nentitled to Kshs.2, 000\u002F- baggage allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 14. INJURY BY ACCIDENT\u002FWORK PLACE INJURY:\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>This shall be as per Work Injury Benefits Act 2007. Any accident at work\nhowever slight must be reported immediately in writing without fail to the\nmanagement and not latter then 24hours after occurrence and will be subjected\nto eye witness. Transport will be provided for an injured employee by Ambulance\nwithin Nairobi city\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 15. REDUNDANCY:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purpose of this agreement, redundancy shall mean loss of employment\nthrough no fault of the employee concerned occasioned by re-organization,\nmechanization, lack of orders, stock pile, Government declaring close down of\nthe company and quit notice issued by the Government shall be covered under\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. ALTERNATIVE EMPLOYMENT:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavor to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If the alternative employment cannot be made available by\nthe company to the employee concerned, the employee will be classified as\nredundant and therefore be eligible for the entitlement outlined in sub-clause\n(d) below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. CONSULTATION\u002FSELECTION OF REDUNDANT EMPLOYEES:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The union shall be consulted in all cases of redundancy as per Section 40(1)\n(a) of the Employment Act. In deciding which employee to be declared redundant\nthe company will assess the relative merits, ability and reliability f the\naffected employees but when these factors are equal the discharge will be on\nthe basis of seniority. i.e. First in Last Out.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. RE-ENGAGEMENT OF REDUNDANT EMPLOYEES:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given priority in consideration for\nre-engagement by the company should a vacancy arising marching their\nqualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. ENTITLEMENT OF REDUNDANT EMPLOYEES:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant; he or she will be\nentitled to the following;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. The normal notice or pay in lieu of notice as defined in this\nagreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. Payment of wages, overtime and any other remuneration, which may be due,\ncalculated up to the date of which he\u002Fshe ceases to work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>III. Pro-rata leave and leave allowance entitlement in accordance with the\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003Cp>IV. Severance pay on the basis of twenty (20) days pay for each completed\nyear of service. Pension benefits in accordance with TRUST DEED rules and\nregulation CURRENTLY IN FORCE and Retirement Benefits Authority provisions. Any\nother retirement benefits are in no way affected by these arrangements if any\nof these are due to the employees concerned.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>V. An employee declared redundant shall be entitled to Kshs.2, 000\u002F- baggage\nallowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 16. PROTECTIVE CLOTHING:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>a. An employee, who is required to wear protective clothing and overalls by\nnature of his\u002Fher job in accordance with the provisions of Occupational Safety\nand Health Act of 2007 shall be issued with two sets of such free of charge by\nthe company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The protective clothing and equipment so issued shall remain company\nproperty and shall be replaced as necessary. The company shall be responsible\nfor periodic laundry of the same. The individual employee so issued with the\nprotective clothing or equipment shall take reasonable care of the same. The\ncost of loss or damage of the uniforms as a result of carelessness by the\nemployee shall be met by him or her.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 17. ACTING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than one month in an occupation or grade for which the basic\nminimum wage prescribed under clause 25 of this agreement is higher than the\nbasic wage normally earned by the employee, He\u002FShe shall be paid acting\nallowance at a rate not less than the difference between such higher minimum\nwage and his normal wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 18. WARNING SYSTEM:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory and\u002For who commits an\noffence which in the opinion of the employer does not warrant dismissal shall\nbe warned in writing after he has been advised verbally of the facts by his\nsuperior. The following procedures will be followed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. The first, second and third warnings shall be recorded in his personal\nfile and shop steward informed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The second warning shall be copied to the branch secretary of the\nunion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. If an employee with three warnings on his\u002Fher record commits a fourth\noffence he\u002Fshe will be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. If an employee completes three hundred sixty five (365) consecutive days\nfrom the date of the last warning without further fault\u002FMistakes the said\nwarning recorded on his\u002Fher personal file will be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 19. ABSENTEEISM:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of a worker being absent without leave, the company shall not\neffect dismissal of such employee until the elapse of seven (7) days absence\nfrom his lawful place of work and provided such absence was solely occasioned\nby his\u002Fher dependants illness, death, accident or circumstance beyond human\ncontrol, shall not be dismissed from work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee shall produce to the employer documentary evidence as to the\ncause, which will enable his employer to use his discretion without which the\nemployer reserves the right to dismiss the services of such an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 20. CERTIFICATE OF SERVICE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) Every employee shall be given a certificate of service by his employer\nupon the termination of his employment, unless such employment has continued\nfor a period of less than eight consecutive weeks and every such certificate\nshall contain:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. The name of the employer and his postal address,\u003C\u002Fp>\n\n\u003Cp>b. The name of the employee,\u003C\u002Fp>\n\n\u003Cp>c. The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>d. The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>e. The date when employment ceased and\u003C\u002Fp>\n\n\u003Cp>f. Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Subject to subsection (1) of this section, no employer is bound to give\nto any employee any testimonial, reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 21. OCCUPATIONAL HEALTH AND SAFETY:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a. There shall be welfare, Health and Safety Committee in the company which\nshall monitor health and safety matter and report periodically to the company\non such matters for necessary action. The committee must include work committee\nmembers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The number of members in the welfare, Health and Safety Committee shall\nbe determined in accordance with the directions issued by the Director of\nOccupational Health and Safety services. The committee shall regulate its own\nprocedure with regard to the conduct of its meetings.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 22. DEATH OF AN EMPLOYEE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>When an employee dies while in the service of the company, the company shall\ngive notice thereof in the prescribed form to the Labor Office and pay all\naccrued benefits as provided for un Employment Act 2007 Laws of Kenya or\nalternatively the dues will be paid to the appropriate dependants (next of kin)\nas declared by the deceased in his\u002Fher personal file. The company will\ncontribute Forty Eight Thousands Shillings (Kshs. 48,000) towards funeral\nexpenses and allow 2 employees only to attend the funeral at the company\ncost.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 23. RETIREMENT AGE\u002FPENSION PROGRAMME:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All permanent employees of the company shall be eligible to join the Staff\nRetirement Benefits Program under the Trust Deed rules and regulations set\ntherein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. The age of retirement for employees shall be fifty five (55) years.\u003C\u002Fp>\n\n\u003Cp>b. An employee who retires shall be given the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. One month notice in writing or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>II. Pro-rate leave.\u003C\u002Fp>\n\n\u003Cp>III. Pro-rata leave travelling allowance.\u003C\u002Fp>\n\n\u003Cp>IV. Days worked.\u003C\u002Fp>\n\n\u003Cp>V. All his\u002Fher contributions plus Company’s surrender value or the\nCompany’s contribution arising from the Pension Scheme in accordance with the\nRetirement Benefits Regulations 2000 or and TRUST DEED Rules of the Scheme or\nany other Regulations in force at that time.\u003C\u002Fp>\n\n\u003Cp>VI. An employee retiring shall be entitled to Kshs.2, 000\u002F- baggage\nallowance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 24. DAYS OFF TO ATTEND TO UNION MATTERS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees who are union representatives will carry out their delegated\nduties during their prescribed working hours including attending Training\norganized by their National Officials provided prior sufficient notification of\nat least 14 days is given to management with course objective, contents and\ntraining duration which should not be more than 5 days for each representative\nover the two years of the Collective Bargaining Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Union representative selected for meetings or training will not leave their\nappointed place of work without permission from their supervisors. Such\npermission will not be unreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 25.RETIREMENT ON MEDICAL GROUNDS:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees retiring from the company service on medical grounds will be\nentitled to:-\u003C\u002Fp>\n\n\u003Cp>I. Leave – Pro-rata\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. Pro-rata leave travelling allowance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>III. Payment of wages, overtime and any other remuneration which may be due\nto him\u002Fher calculated up to date of which he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IV. All his\u002Fher contributions plus Company’s surrender value or the\nCompany’s contribution arising from the Pension Scheme in accordance with the\nRetirement Benefits Regulations 2000 or and the Trust Deed rules and\nregulations or any other Regulations in force at that time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>V. An employee retired on medical grounds shall be entitled to Kshs.2, 000\u002F-\nbaggage allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 26. SUSPENSION :\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employee on suspension will be paid half pay until the case is determined or\nagreed upon.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 27. PENSION SCHEME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The union’s demand on Clause 27 was that the employers contribution be\nincreased from 2.5% to 15%. The union position was that employee contribution\nto increase to 5%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employers requested for time to go and consult the management board of\nKenafric Industries and report back in order to finalize the issue.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 28. WAGE INCREMENT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All employees shall get 10% increase on current basic salary in the first\nyear effective 1st February 2013. 10% increase on basic in the second year\neffective 1st February 2014\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 29. JOB EVALUATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It shall be the responsibility of the Management to carry out job evaluation\nand grading of employees position after every three years. The job evaluation\noutcome shall be agreed upon by both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 30. EFFECTIVE DATE AND DURATION OF AGREEMENT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. This agreement shall be effective from the 1st February 2013, and shall\nremain in force for a period of two (2) years. Thereafter the agreement shall\ncontinue in force until it is amended. Provided that the party desiring to\namend it gives one-month notice giving in detail the amendments so required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. It is understood that the terms and conditions of service in this\nagreement will only apply to permanent staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF KENAFRIC INDUSTRIES LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-----------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>SOHIN B. SHAH\u003C\u002Fp>\n\n\u003Cp>GROUP CHIEF OPERATING OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>----------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>ROSE MAINA\u003C\u002Fp>\n\n\u003Cp>GROUP HEAD OF HUMAN RESOURCES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF KENYA SHOE AND LEATHER WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>--------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>NATIONAL SECRETARY GENERALBRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>------------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARDASST. SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY: ----------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRAIL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED THIS ----------------------DAY OF-------------------2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"severance_number_1_tenure":52,"severance_number":56,"WAGES_determined":58,"ONCERISE_trigger":62,"hourspweek_select":66,"childcare":70,"STRUCINCR_trigger":74,"funeralpay":78,"maternityotherclause":82,"pensionfund":86,"OVERTIME_trigger":90,"healthcareaccess":94,"SUNDAY_trigger":98,"ANNLEAVE_trigger":102,"protectiveclothing":106,"healthandsafetypolicy":110,"contracttrial":114,"sicknesspay":118,"dayspweek_select":122,"SCHEDULE_trigger":124,"paidpaternityleave":126,"NOCTPREM_trigger":130,"bankholidays1":134,"sicknessmaxdays":138,"paidmaternityleave":140,"contractseverancepay":143,"PAIDLEAV_trigger":146},{"bindId":45,"name":46,"text":47},"disabilitypay","This shall be as per Work Injury Benefit","This shall be as per Work Injury Benefits Act 2007. Any accident at work\nhowever slight must be reported immediately in writing without fail to the\nmanagement and not latter then 24hours after occurrence and will be subjected\nto eye witness. Transport will be provided for an injured employee by Ambulance\nwithin Nairobi city",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","A woman employee shall be entitled to th","A woman employee shall be entitled to three months maternity leave with full\npay, provided that:-",{"bindId":53,"name":54,"text":55},"severance_number_1_tenure","IV. Severance pay on the basis of twenty","IV. Severance pay on the basis of twenty (20) days pay for each completed\nyear of service. Pension benefits in accordance with TRUST DEED rules and\nregulation CURRENTLY IN FORCE and Retirement Benefits Authority provisions. Any\nother retirement benefits are in no way affected by these arrangements if any\nof these are due to the employees concerned.",{"bindId":57,"name":54,"text":55},"severance_number",{"bindId":59,"name":60,"text":61},"WAGES_determined","b. Upon confirmation of an employee on p","b. Upon confirmation of an employee on permanent basis he\u002Fshe shall be\nissued with an appointment letter.",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","Every employee who is not provided with ","Every employee who is not provided with housing by the company shall be paid\na housing allowance of eighteen percent (18%) of the employee’s current house\nallowance subject to a minimum of Two thousand Eight hundred shillings (Kshs\n2,800) per month whichever is higher.",{"bindId":67,"name":68,"text":69},"hourspweek_select","The normal working hours shall consist o","The normal working hours shall consist of forty – five working hours\nspread over six days of the week, provided that an employee who is required to\nwork in excess of such hours shall be paid for overtime for the excess hours\nworked. Spreading the working\n\nhours over less number of days shall be mutually agreed by both parties.",{"bindId":71,"name":72,"text":73},"childcare","a. An employee desiring to take leave on","a. An employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement under paragraph 5 (a) of this agreement and leave taken shall\nsubsequently be set off against his\u002Fher annual leave.\n\n\n\nb. An employee may, in addition to the leave provided for in sub-paragraph\n(a) of this paragraph be granted ten (10) days compassionate leave without pay\nin one year.\n\n\n\nc. However incase of unavailability of work due to reasons beyond the\ncontrol of the management of the Company or the company’s operations are\ntemporarily stopped; either fully or partially, the Company can send the\nemployees on paid leave.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","All employees shall get 10% increase on ","All employees shall get 10% increase on current basic salary in the first\nyear effective 1st February 2013. 10% increase on basic in the second year\neffective 1st February 2014",{"bindId":79,"name":80,"text":81},"funeralpay","When an employee dies while in the servi","When an employee dies while in the service of the company, the company shall\ngive notice thereof in the prescribed form to the Labor Office and pay all\naccrued benefits as provided for un Employment Act 2007 Laws of Kenya or\nalternatively the dues will be paid to the appropriate dependants (next of kin)\nas declared by the deceased in his\u002Fher personal file. The company will\ncontribute Forty Eight Thousands Shillings (Kshs. 48,000) towards funeral\nexpenses and allow 2 employees only to attend the funeral at the company\ncost.",{"bindId":83,"name":84,"text":85},"maternityotherclause","ii. Childbirth in respect of a woman emp","ii. Childbirth in respect of a woman employee shall not be deemed to be\nsickness as provided for under clause 10 of this agreement and the employer\nshall not be required to meet medical costs incurred thereon.",{"bindId":87,"name":88,"text":89},"pensionfund","The union’s demand on Clause 27 was that","The union’s demand on Clause 27 was that the employers contribution be\nincreased from 2.5% to 15%. The union position was that employee contribution\nto increase to 5%.\n\n\n\nThe employers requested for time to go and consult the management board of\nKenafric Industries and report back in order to finalize the issue.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","For the time worked in excess of the nor","For the time worked in excess of the normal number of hours worked in a\nweek, the following rates shall apply:-\n\n\n\na. Monday to Saturday – 1½ times the normal hourly rate.\n\n\n\nb. Sunday and gazetted public holiday – double time. However an employee\nshall be entitled to one whole rest day over a period of one week of seven\nconsecutive working days. The rest day shall be on any day of the week.",{"bindId":95,"name":96,"text":97},"healthcareaccess","Medical treatment will be provided to th","Medical treatment will be provided to the employees in accordance with the\nProvisions of Employment Act 2007.",{"bindId":99,"name":100,"text":101},"SUNDAY_trigger","b. Sunday and gazetted public holiday – ","b. Sunday and gazetted public holiday – double time. However an employee\nshall be entitled to one whole rest day over a period of one week of seven\nconsecutive working days. The rest day shall be on any day of the week.",{"bindId":103,"name":104,"text":105},"ANNLEAVE_trigger","An employee proceeding on annual leave a","An employee proceeding on annual leave after completion of twelve months\ncontinuous service shall be entitled to leave travelling allowance of Kshs\n3,000.00 (Kenya shillings Three Thousand hundred only) for leave earned as at\n2013 and the same Kenya Shillings 3,000.00 (Kenya shillings Three Thousand\nhundred only) for leave earned in 2014, subject to one payment only for every\ntwelve months earned leave and shall not be subject to reimbursement\nwhatsoever.",{"bindId":107,"name":108,"text":109},"protectiveclothing","a. An employee, who is required to wear ","a. An employee, who is required to wear protective clothing and overalls by\nnature of his\u002Fher job in accordance with the provisions of Occupational Safety\nand Health Act of 2007 shall be issued with two sets of such free of charge by\nthe company.\n\n\n\nb. The protective clothing and equipment so issued shall remain company\nproperty and shall be replaced as necessary. The company shall be responsible\nfor periodic laundry of the same. The individual employee so issued with the\nprotective clothing or equipment shall take reasonable care of the same. The\ncost of loss or damage of the uniforms as a result of carelessness by the\nemployee shall be met by him or her.",{"bindId":111,"name":112,"text":113},"healthandsafetypolicy","a. There shall be welfare, Health and Sa","a. There shall be welfare, Health and Safety Committee in the company which\nshall monitor health and safety matter and report periodically to the company\non such matters for necessary action. The committee must include work committee\nmembers.\n\n\n\nb. The number of members in the welfare, Health and Safety Committee shall\nbe determined in accordance with the directions issued by the Director of\nOccupational Health and Safety services. The committee shall regulate its own\nprocedure with regard to the conduct of its meetings.",{"bindId":115,"name":116,"text":117},"contracttrial","a. There shall be probationary period no","a. There shall be probationary period not exceeding three months from the\ndate of engagement and during this period forty eight hour notice of intention\nof termination of the employment shall be given by either party or pay in\nlieu.\n\n\n\nb. Upon confirmation of an employee on permanent basis he\u002Fshe shall be\nissued with an appointment letter.",{"bindId":119,"name":120,"text":121},"sicknesspay","After two month’s continuous service wit","After two month’s continuous service with an employer, an employee shall\nbe entitled to a maximum of thirty Five days sick leave with full pay and\nthereafter to a maximum of thirty Five days sick leave with half pay in each\nperiod of twelve month’s consecutive service:",{"bindId":123,"name":68,"text":69},"dayspweek_select",{"bindId":125,"name":100,"text":101},"SCHEDULE_trigger",{"bindId":127,"name":128,"text":129},"paidpaternityleave","iv. A male employee shall be entitled to","iv. A male employee shall be entitled to two weeks paternity leave with full\npay. In the event of any amendment of this clause by an Act of Parliament, the\nnew Act will take precedence over this.",{"bindId":131,"name":132,"text":133},"NOCTPREM_trigger","An employee who works on night shift sha","An employee who works on night shift shall be paid a night shift allowance\nof Kshs. 28 (Twenty Eight Shillings) per night.",{"bindId":135,"name":136,"text":137},"bankholidays1","An employee shall normally be granted le","An employee shall normally be granted leave with full pay on gazetted public\nholidays provided that an employee who is required to work on such holidays\nshall be paid double for time worked as provided for by overtime clause.",{"bindId":139,"name":120,"text":121},"sicknessmaxdays",{"bindId":141,"name":50,"text":142},"paidmaternityleave","A woman employee shall be entitled to three months maternity leave with full\npay, provided that:-\n\n\n\ni. A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\n\n\n\nii. Childbirth in respect of a woman employee shall not be deemed to be\nsickness as provided for under clause 10 of this agreement and the employer\nshall not be required to meet medical costs incurred thereon.\n\n\n\niii. A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\n\n\n\niv. A male employee shall be entitled to two weeks paternity leave with full\npay. In the event of any amendment of this clause by an Act of Parliament, the\nnew Act will take precedence over this.",{"bindId":144,"name":54,"text":145},"contractseverancepay","IV. Severance pay on the basis of twenty (20) days pay for each completed\nyear of service. Pension benefits in accordance with TRUST DEED rules and\nregulation CURRENTLY IN FORCE and Retirement Benefits Authority provisions. Any\nother retirement benefits are in no way affected by these arrangements if any\nof these are due to the employees concerned.\n\n\n\nV. An employee declared redundant shall be entitled to Kshs.2, 000\u002F- baggage\nallowance.",{"bindId":147,"name":148,"text":149},"PAIDLEAV_trigger","a. After completion of twelve months con","a. After completion of twelve months continuous service with the company an\nemployee shall be entitled to twenty five (25) working days annual leave with\nfull pay including Saturdays.\n\n\n\nb. In the event of gazetted public holidays falling within the leave period,\nsuch public holiday(s) shall be added to the leave.\n\n\n\nc. The date of an employee’s leave shall normally fall after the\ncompletion of every twelve months continuous service from his\u002Fher date of\nengagement. However, leave can be granted on pro- rata basis\n\n\n\nd. Where employment is terminated after the completion of two or more\nconsecutive months of service during any twelve months’ leave earning period,\nan employee will be entitled to two (2) days of leave with full pay, in respect\nof each completed month of service in such period.\n\n\n\ne.Each party will be notified atleast two days in advance before proceeding\non leave.\n\n\n\nf. Annual leave shall not be accumulated by either party and shall be taken\nyearly.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Kenafric Industries Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-01-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2013-02-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of leather and related products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Kenafric Industries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Shoe and Leather Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 29 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 70 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → KES 48000.0\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 100 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 20 days\n            \u003C\u002Fdiv>\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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 25.0 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            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\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: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-02\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 18 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 3000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → 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",[155],{"title":37,"slug":33},[157],{"type":158,"data":159},"call_to_action_body_block",{"title":160,"description":161,"variant":162,"link":163},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":160,"url":164,"description":160,"rel":165,"type":166},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[168],{"type":158,"data":169},{"title":160,"description":161,"variant":162,"link":170},{"title":160,"url":164,"description":160,"rel":165,"type":166},[]]