[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-kh\u002Fwork-in-cambodia\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-international-airport-independence-employees-union-siem-reap-airport-cambodia-tourism-industry-worker-trade-union-and-cambodia-airport-management-services":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":165,"content_type_view":166,"extra_breadcrumbs":167,"body":169,"body_blocks":180,"related_pages":184},723,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-kh\u002Fwork-in-cambodia\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_KH","2025-07-27T10:47:40.041466+00:00","2026-04-01T18:14:30.063670+00:00","\u002Fcms\u002Fpages\u002F723\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Cambodia","en-kh",{"title":20,"slug":21},"Work in Cambodia","work-in-cambodia",{"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-kh\u002Fwork-in-cambodia\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T12:47:40.041466+02:00","2026-04-01T20:14:30.267616+02:00",{"cba":32,"clauses":43,"details":163,"translations":164},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-between-international-airport-independence-employees-union-siem-reap-airport-cambodia-tourism-industry-worker-trade-union-and-cambodia-airport-management-services","3fd0e190-fad4-11e3-b251-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fcambodia\u002Fcollective-bargaining-agreement-between-international-airport-independence-employees-union-siem-reap-airport-cambodia-tourism-industry-worker-trade-union-and-cambodia-airport-management-services\u002Fcollective-bargaining-agreement-between-international-airport-independence-employees-union-siem-reap-airport-cambodia-tourism-industry-worker-trade-union-and-cambodia-airport-management-services\u002F","Collective Bargaining Agreement between International Airport Independence Employees Union, SIEM REAP Airport Cambodia Tourism Industry Worker Trade Union and Cambodia Airport Management Services","KHM Cambodia Airport Management Services KHM Cambodia Airport Management Services - 2011","Cambodia - KHM Cambodia Airport Management Services KHM Cambodia Airport Management Services - 2011","KHM Cambodia Airport Management Services KHM Cambodia Airport Management Services - 2011 - Transport, logistics, communication",{"name":41,"data":42},"Airport CBA .html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN INTERNATIONAL AIRPORT INDEPENDENCE\nEMPLOYEES UNION SIEM REAP AIRPORT CAMBODIA TOURISM INDUSTRY WORKER TRADE UNION\nAND CAMBODIA AIRPORT MANAGEMENT SERVICES\u003C\u002Fh1>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>INTRODUCTION\u003C\u002Fh2>\n\n\u003Cp>This Collective Bargaining Agreement (hereinafter referred to as “CBA”)\nis a written agreement between the employees Union and the Employer and ¡s\naimed at establishing and promoting good working relationship, working\nconditions, respect of laws, respect of discipline and work responsibilities.\nMoreover, the CoIIective Bargaining Agreement is also intended to promote the\neffectiveness of work, the company’s image and reputation and to prevent the\noccurrence of conflicts that may occur in the future by defending the interest\nof both parties.\u003C\u002Fp>\n\n\u003Cp>The International Airport Independent Employees Union and Cambodia Tourism\nIndustry Worker Trade Union and the Cambodia Airport Management Services have\nagreed on the 7th day of July 2011 on the points as follows:\u003C\u002Fp>\n\n\u003Cp>1. The International Airport Independent Employees Union located at Phnom\nPenh International Airport, Former Domestic Terminal, National Road No.4,\nDangkor, Phnom Penh, and the Siem Reap Airport Cambodia Tourism Industry Worker\nTrade Union located at Room No. 116, Siem Reap International Airport hereafter\ncalled the “Union”\u003C\u002Fp>\n\n\u003Cp>And\u003C\u002Fp>\n\n\u003Cp>2. The Cambodia Airport Management Services (CAMS) located at Phnom Penh\nInternational Airport, National Road n° 4, Dangkor District, Phnom Penh\nmanaging Phnom Penh, Siem Reap and Sihanouk International Airports, hereafter\ncalled the “Company” or “Employer”\u003C\u002Fp>\n\n\u003Cp>This CBA takes Labour Law as the mínimum standard. No point in this CBA may\nbe less than legal requirement. Any point that is not defined in this CBA must\nbe applied in accordance with the Labour Law.\u003C\u002Fp>\n\n\u003Cp>Union and Employer will utilize the negotiation procedure already agreed and\nconcluded.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>PRELIMINARY CHAPTER: GENERAL PROVISlONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article I: Union’s Recognition\u003C\u002Fh3>\n\n\u003Cp>1.1 The Employer recognizes the union, a legal representative of employees\nrecognized by Ministry of Labor by letter #085 MQSALVY dated 6 March 2003 and\nletter #552 MQSALVY dated 18 February 2004 as a solé collective negotiating\nbody relating to general terms and conditions for all employees covered by this\nAgreement as defined under Article 4 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>1.2 Employees with the entitlement to recruit, to terminate and\u002For to enact\nany disciplinary measure are not allowed to join the Union and are not covered\nby this CBA.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 2: Efficiency of the Collective Bargaining Agreement\u003C\u002Fh3>\n\n\u003Cp>2.1 In case of change of managemení or shareholders, Employer shall always\ncomply with this Collective Bargaining Agreement.\u003C\u002Fp>\n\n\u003Cp>2.2 In case of change the Chief Executive Qfficer or shareholders, Employer\nshall inform the Union Leaders.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 3: Duration of the Collective Bargaining Agreement and its\nModification\u003C\u002Fh3>\n\n\u003Cp>3.1 This Collective Bargaining Agreement is valid for three years starting\nfrom the 1st of January 2011. If there is not any renouncement within 3 months\nbefore its expiry date, this CBA will be automatically renewed for a period of\none (01) year.\u003C\u002Fp>\n\n\u003Cp>3.2 After the initial three years of Agreement, either party can request for\na modification of this agreement. This request will have to be done in writing\nby requestor; the other party shall answer within seven days, proposing a date\nand venue for the meeting.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 4: Union’s Rights\u003C\u002Fh3>\n\n\u003Cp>4.1 If required in writing by the concerned staff, máximum two CAMS\nemployees are entitled in each case of conflict to attend the meeting before\ndismissa! and other individual conflict. Employer will not deduct remuneration\nfor the time spent at the meeting. In case that the conflict cannot be solved\nby the parties, both parties are entitled to request the presence of their\nlawyer in the meeting.\u003C\u002Fp>\n\n\u003Cp>4.2 Employer shall not deduct remuneration of the 2 union leaders who\nparticípate in the meeting with the Employer or with the related institutions\nfor the resolution of any labor\u003C\u002Fp>\n\n\u003Cp>conflict.\u003C\u002Fp>\n\n\u003Cp>4.3 In case of conflict between employee and Employer and if required, the\nUnion and the Employer will organize such meeting as soon as possible in order\nto minimize trouble to operations.\u003C\u002Fp>\n\n\u003Cp>4.4 The Employer must not interfere in the Union’s interna! affairs and\ngives to employees the free choice of union leaders.\u003C\u002Fp>\n\n\u003Cp>4.5 Upon Union request and upon members written authorization, the Employer\nwill deduct from the salary of employees Union members the Union fee and\ntransfer it to Union bank account. The Union provides to the Employer the Union\nmembers ñame list and the list of Union members who authorize this deduction\nwith their fingerprint and signature.\u003C\u002Fp>\n\n\u003Cp>4.6 The Employer provides one table, six chairs and one board for the Union\nand worker representatives’ library. Union provides and files the national\nand international law books, health documents, and relevant books concerned\nwith Union affairs in order that employees can read while out of their working\nhours. Employee can have access into this room. The unión shall be responsible\nfor the usage of this room.\u003C\u002Fp>\n\n\u003Cp>4.7 Employer shall provide per year a total of 12 days of paid leave per\nyear for training for each Union. The attribution of “Union training leave”\nto which ever Union leader is done between Union leaders; the Employer shall\nnot interfere.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 5: Management Rights\u003C\u002Fh3>\n\n\u003Cp>5.1 Subject only to the limitations contained in this CBA and in compliance\nwith the legal requirements, the Employer retains the exclusive rights to\nmanage its business (but not limited to) the rights to determine the methods\nand means by which its operations are to be carried on, to assigr ’ direct\nthe workforce and to conduct its operations in a safe and effective manner\u003C\u002Fp>\n\n\u003Ch2>FIRST CHAPTER: FINANCIAL PROVISIONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 6: Basic Salary\u003C\u002Fh3>\n\n\u003Cp>6.1 For 2011:\u003C\u002Fp>\n\n\u003Cp>An amount of twenty (20) US dollars will be added to each current gross\nbasic salary (applied category from A to L).\u003C\u002Fp>\n\n\u003Cp>6.2 For 2012:\u003C\u002Fp>\n\n\u003Cp>An amount of ten (10) US doilars will be added to each gross basic salary of\nthe year 2011.\u003C\u002Fp>\n\n\u003Cp>6.3 For 2013:\u003C\u002Fp>\n\n\u003Cp>An amount of ten (10) US doilars will be added to each gross basic salary of\nthe year 2012.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Basic salary\u003C\u002Ftd>\n      \u003Ctd>current\u003C\u002Ftd>\n      \u003Ctd>2011\u003C\u002Ftd>\n      \u003Ctd>2012\u003C\u002Ftd>\n      \u003Ctd>2013\u003C\u002Ftd>\n      \u003Ctd>total\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALL Scale (A-L)\u003C\u002Ftd>\n      \u003Ctd>According to category (A-L)\u003C\u002Ftd>\n      \u003Ctd>20 USD\u003C\u002Ftd>\n      \u003Ctd>10 USD\u003C\u002Ftd>\n      \u003Ctd>10 USD\u003C\u002Ftd>\n      \u003Ctd>According to category (A-L)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 7: Monthly meal allowance\u003C\u002Fh3>\n\n\u003Cp>7.1 The purpose of the meal allowance is not to pay the meal of the staff\nbut only to cover the difference between taking meal at home and ai the working\nplace.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>7.2 The monthly meal allowance is a fixed lump sum paid to each staff at the\nend of the month together with their salary. The amount of the monthly\nallowance shall not be affected by any extra number of hours of regular\nshift,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>7.3 An amount of twenty (20) US doilars will be added to the current meal\nallowance:\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Meal allowance\u003C\u002Ftd>\n      \u003Ctd>current\u003C\u002Ftd>\n      \u003Ctd>2011\u003C\u002Ftd>\n      \u003Ctd>2012\u003C\u002Ftd>\n      \u003Ctd>2013\u003C\u002Ftd>\n      \u003Ctd>total\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Admin Staffs\u003C\u002Ftd>\n      \u003Ctd>45USD\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">20USD\u003C\u002Ftd>\n      \u003Ctd>65USD\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Staffs on roster basis (Operations)\u003C\u002Ftd>\n      \u003Ctd>50USD\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">20USD\u003C\u002Ftd>\n      \u003Ctd>70USD\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FFRS Staffs\u003C\u002Ftd>\n      \u003Ctd>70USD\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">20USD\u003C\u002Ftd>\n      \u003Ctd>90USD\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.4 The monthly meal allowance of FFRS staffs is justified based on the fact\nthat the FFRS staffs need to ensure the presence of 24 hours and 15 days a\nmonth at work place.\u003C\u002Fp>\n\n\u003Cp>7.5 Part time staffs shall be paid on prorated basis, both salary and\nmonthly meal allowance in accordance with the work duration specified in their\nindividual contract.\u003C\u002Fp>\n\n\u003Cp>7.6 The monthly meal allowance shall not be deducted when staffs clear any\nauthorized paid leave.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>SECOND CHAPTER: WORKING CONDITIONS PROVISIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 8: Moral and Attitude at Work\u003C\u002Fh3>\n\n\u003Cp>8.1 The Employees and Employer will at all times be well behaved. Employees\nand Employer will use appropriate and courteous language when addressing each\nother.\u003C\u002Fp>\n\n\u003Cp>8.2 Courtesy, appropriate behavior and attitude towards colleagues as well\nas to the customers shall be regarded at all time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 9: Recruitment\u003C\u002Fh3>\n\n\u003Cp>9.1 Labor contract of each employee has to be in compliance with this CBA\nand the Labour\u003C\u002Fp>\n\n\u003Cp>Law.\u003C\u002Fp>\n\n\u003Cp>9.2 The labor contract for specific duration contract employee shall be in\ncompliance with the Article 67 of Labour Law.\u003C\u002Fp>\n\n\u003Cp>9.3 The Employer has to show this CBA at the time of the labor contract\nsignature.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>9.4 The duration of the probation period for permanent labor contracts is\nthree months, exceeding this period, the employee will be automatically\nconsidered as permanent employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 10: Work Change and Skill of Work Change\u003C\u002Fh3>\n\n\u003Cp>10.1 There are three types of work change:\u003C\u002Fp>\n\n\u003Cp>10.1.1 At sole discretion of Employer: where necessary which might be good\nfor the company, the Employer reserves the right to change\u002Ftransfer the\nemployee work. However, this change ortransfer should not be lower than the\nrank he\u002Fshe held.\u003C\u002Fp>\n\n\u003Cp>10.1.2 in case of professional incompetence (physic or knowledge) the work\nof the concerned employee shall be changed. In case of professional\nincompetence at the new position (physic or knowledge), the Employer is\nentitled to termínate the contract of the concerned staff for lack of\nprofessional competences.\u003C\u002Fp>\n\n\u003Cp>10.1.3 At the request for the employee: Employee could request to change\u002F\ntransfer his\u002Fher job to another department in the similar rank\u002Fgrade. This is\nsubject to approval of receiving department manager\u002Fhead and availability of\napplied position as set in the department budget. However, the employee shall\nundergo through necessary test or\u002Fand interview as normally required same as\nother usual candidate in compliance with recruitment procedure.\u003C\u002Fp>\n\n\u003Cp>10.2 All chances of work (scope of work and work location) from one location\nor department to another shall be noticed to concerned employee at least one\nweek in advance. Should employee feel that the proposed change\u002Ftransfer is not\nappropriate, he\u002Fshe shall discuss with the department manager\u002Fheads and Human\nResources Department orthe Union in accordance with the grievance handling\nprocedure.\u003C\u002Fp>\n\n\u003Cp>10.3 Scope of work: any substantlal changes of work scope other than normal\nevolution of technologies (e.g. new computerized system), work method or\nregulations (e.g. Cambodian law, international regulations) applied to an\nentire work category shall be noticed to employee in advance. The Employer\nshall ensure sufficient training to the employee prior applying the new\nscope.\u003C\u002Fp>\n\n\u003Cp>10.4 Work location (change of position): in case of interna! reorganizaron\nor economical problems leading to suppression of some jobs (as per Article 95\nof Labour Law), the Employer will study and uses its best effort to propose\nalternative positions to the employee concerned by the changes.\u003C\u002Fp>\n\n\u003Cp>10.5 If any employee was sent to undertake the duty to another province\u002F\ntown for a duration not exceeding 5 days, Employer shall cover the expenses as\nfollows:\u003C\u002Fp>\n\n\u003Cp>10.5.1 A mission allowance of ten US doilars (US$10) per day shall be paid\nto the staffs of Article 10.5 above regardless a one day mission or an\novernight mission.\u003C\u002Fp>\n\n\u003Cp>10.5.2 Accommodation will be arranged prior arrival of the employee in the\nduty destination.\u003C\u002Fp>\n\n\u003Cp>10.5.3 Transportation: transportation shall be arranged by the Employer\nthrough whatever means best suit to location residing.\u003C\u002Fp>\n\n\u003Cp>10.6 For the employees sent to other town or province for a duration\nexceeding 5 working days, the Employer and the concerned employee shall have a\nprior agreement.\u003C\u002Fp>\n\n\u003Cp>10.7 The transfer of employees to other area of Cambodia for a permanent\nduty is considered as modificaron of the work contract if the possibility of\ntransfer is not stated in the labor contract. Employees and Employer have to\nagree on new work conditions and salary without undue pressure of the Employer.\nOnce the transfer is confirmed, they are entitled to receive a relocation\nallowance equal to three times the monthly basic salary (with a máximum of\n1,700 USD) of the last position held. The employee relocation allowance is paid\nfully in one installment before the transfer.\u003C\u002Fp>\n\n\u003Cp>10.8 The change or transfer of employees from one department to another,\nwhich is imposed by the Employer (according to the Article 10.1.1), should be\nbased on the principie of the same, or similar skills and at least the same\nsalary shall be retained.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-TRAINING_trigger\">\u003Cp>10.9 In case of work change from one department to another, requiring new\ncompetency, the employee should receive relevant training (permitting him to\nperform the new job). At the end of this training, if the employee is deemed\nqualified, that employee will be confirmed for that new job. The confirmed\nemployee will receive the wage defined for that new job. During the training,\nthe salary should remain the same as it was in former position.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 11: Working Hours and Overtime work\u003C\u002Fh3>\n\n\u003Cp>11.1 The work schedule is organized in order to increase the efficiency of\nthe workforce according to the workload and especially the flight schedule.\u003C\u002Fp>\n\n\u003Cp>11.2 The daily shifts are defined in the roster with a combination of four\n(4) consecutive working hours per day, and up to 10 consecutive working hours\nper day, but not more than 10 hours per day.\u003C\u002Fp>\n\n\u003Cp>11.3 The interval between two shifts shall be at least ten (10) consecutive\nhours.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>11.4 The roster is calculated on the basis of máximum five (5) consecutive\nworking days and one (01) off day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>11.5 As the company is subject to airlines schedule and peak seasons, a\nmodulation of the weekly hours is implemented.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cp>11.6 The weekly working duration varies from 40 hours to 48 hours.\u003C\u002Fp>\n\n\u003Cp>11.7 The Employers shall guarantee an average of forty four (44) hours per\nweek over the entire calendar year or 2288 hours during the whole year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.8 The monthly rosters are to be distributed at least 5 days before the\nbeginning of the new month for all employees. \u003C\u002Fp>\n\n\u003Cp>11.9 Swapping the shift between employees is prohibited, unless necessary\nfor operationa! reasons and only with prior approval of employees and\nmanagement in charge.\u003C\u002Fp>\n\n\u003Cp>11.10 Request of working at determined shift is not granted unless\nauthorized by the employer upon special request and taking into consideration\nspecial needs.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>11.11 Overtime is decided by the Employer within the limit of the Labour\nLaw. The overtime work is voluntary and cannot be forced by the Employer. For\noperational needs (delay, ambulance, charter, VIP or equivalent situations) the\nemployees currently working shall accept the request of finishing the work\n(overtime).\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>11.12 Payment of overtime and public holidays:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Type of employees\u003C\u002Ftd>\n      \u003Ctd>Time of work\u003C\u002Ftd>\n      \u003Ctd>Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">Admin\u003C\u002Ftd>\n      \u003Ctd>OT on monday to saturday (not worked at night)\u003C\u002Ftd>\n      \u003Ctd>150%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>monday to saturday ( worked at night from 10pm to 5am)\u003C\u002Ftd>\n      \u003Ctd>200% (normal pay+extra100%)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>sundays\u003C\u002Ftd>\n      \u003Ctd>200%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">Roster\u003C\u002Ftd>\n      \u003Ctd>OT during woring days (not worked at night)\u003C\u002Ftd>\n      \u003Ctd>150%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OT during days off\u003C\u002Ftd>\n      \u003Ctd>200%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Night shifts (from 10pm to 5am)\u003C\u002Ftd>\n      \u003Ctd>200% (normal pay+extra100%)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Admin+Roster\u003C\u002Ftd>\n      \u003Ctd>public holidays\u003C\u002Ftd>\n      \u003Ctd>300% (normal pay+extra200%)\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.13 The hourly rate is calculated depending on the basic salary following\nthe formula:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BS x 12 montfas\u003C\u002Fp>\n\n\u003Cp>Hourly Rate =(BS*12)\u002F(52 weeks x weekly working hours)\u003C\u002Fp>\n\n\u003Cp>Note: Weekly working [hours for full time employees is forty four (44)\nhours.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 12: Public Holidays and Leaves\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>12.1 The Employer is applying Prakas of Ministry of Labor that determines\nthe public holidays which shall be enacted internally by an internal\nmemorándum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>12.2 Total number of annual leaves is 21 days. The employees shall be given\none additional paid leave after 3 completed years of service up to a total of\nmáximum of 25 days of paid leave per year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>12.3 The employees are entitled to 5 days of paid leave compensated\nfinancially or to carry forward the 5 days to be used in the next annual leave\nyear.\u003C\u002Fp>\n\n\u003Cp>12.4 Application for leave shall be done at least 5 days in advance. Prior\napproval of department head is requested before taking leave. In exceptional\ncases: Immediate serious sickness or death of children, spouse or parents, or\nin case of forcé majeure, the 5 days of advance notice does not apply but\nimmediate notification shall be made to the department head. At their return,\nthe concerned staff shall provide properly all the concerned documents.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>12.5 Employee female is entitled to a maternity leave of 100 calendar days\nwith full remuneration (basic salary + meal allowance). This benefit is\nprovided omíy to female staffs with at least 1 year of seniority in the\ncompany.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>12.6 Rules and specific clarification such as annual leave, maternity or\nsick leave etc are described in the company leave policy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 13: Transportation\u003C\u002Fh3>\n\n\u003Cp>Employer shall provide two ways transportation means on designated routes to\ncarry employee as set picking & drop off points.\u003C\u002Fp>\n\n\u003Ch3>Article 14: Medical and Health Services\u003C\u002Fh3>\n\n\u003Cp>14.1 The Employer shall apply national regulations on social security fund\n(hereafter called NSSF) upon official notification to enforce.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv id=\"clause-disabilityfund\" class=\"cbaClause highlight\">\u003Cp>14.2 The Employer shall provide workmen compensation Insurance to all\nemployees to cover all work related accident as defined by the labor law.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>14.3 The Employer shall provide the medical coverage according to the legal\nrequirements and its policy.\u003C\u002Fp>\n\n\u003Cp>14.4 The coverage and its modality are defined by the Employer as applied\ntoday.\u003C\u002Fp>\n\n\u003Cp>14.5 All staffs shall comply with the said procedure.\u003C\u002Fp>\n\n\u003Cp>14.6 Any violation to company medical policy is subject to company’s\ndisciplinary action and reimbursement of the fees paid or to pay the related\nbilis.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 15: Remuneration\u003C\u002Fh3>\n\n\u003Cp>15.1 The basic salary Is determined according to the position, skills and\nfunction. The category and the title are defined by the Employer on the study\nof job description.\u003C\u002Fp>\n\n\u003Cp>15.2 Employer shall pay employees at the end of each month in US doilars,\nincluding basic salary, overtime pay, night work, public holiday pay and other\nallowances. This monthly payment will credit to each employee’s bank\naccount.\u003C\u002Fp>\n\n\u003Cp>15.3 The pay-slip shall be written in Khmer and English languages,\ndescribing clearly all wage items to be paid including unión fees deduction.\nThe pay-slip shall be distributed to staffs before money transfer to the\nemployee’s account.\u003C\u002Fp>\n\n\u003Cp>15.4 Employer reserves the right to deduct the remuneration if the Employee\nhas not been at his workplace according to his schedule and\u002For if the employee\nhas not followed the attendance and\u002For leave procedure.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>15.5 Employer shall provide the thirteen month salary bonus for all eligible\nemployees. This bonus is paid in two installments:\u003C\u002Fp>\n\n\u003Cp>- First half is paid at the end of March. (before Khmer New Year)\u003C\u002Fp>\n\n\u003Cp>- Second half is paid at the end of September. (before Phchum Ben Day)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.6 Newly hired employee shall receive this thirteen month bonus on pro\nrata basis subject to the bonus distribution procedure of the Company.\u003C\u002Fp>\n\n\u003Cp>15.7 Basic Salary\u003C\u002Fp>\n\n\u003Cp>The Individual basic salary shall be treated as private and confidential\ninformation. Employee shall not disclose their salary and remuneration or\nother’s salary and remuneration to other colleague.\u003C\u002Fp>\n\n\u003Cp>15.8 Meal and Seniority Allowance\u003C\u002Fp>\n\n\u003Cp>15.8.1 Monthly fixed allowance per type of work (admin, staff on roster and\nfire station staff) will be applied as per Article 7.\u003C\u002Fp>\n\n\u003Cp>15.9.2 Due to irregular work load and required flexibility during the shift,\nthe mealtime is not precisely defined. Staff will take time or roíate for\ntheir meai. However, the mealtime will not be deducted from the working time,\nunless over 45 minutes.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-longserviceallowancetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Cp>15.9.3 A monthly allowance is to be given for seniority in the Company. This\nmonthly seniority allowance is calculated as follows:\u003C\u002Fp>\n\n\u003Cp>-From 0 to 1 year in the Company =0$(zero US dollars)\u003C\u002Fp>\n\n\u003Cp>-From 1 year to 2 years=1$\u003C\u002Fp>\n\n\u003Cp>-From 2 years to 3 years=2$\u003C\u002Fp>\n\n\u003Cp>-From 3 years to 4 years=4$\u003C\u002Fp>\n\n\u003Cp>-From 4 years to 5 years=6$\u003C\u002Fp>\n\n\u003Cp>-From 5 years to 6 years=8$\u003C\u002Fp>\n\n\u003Cp>-From 6 years to 7 years=10$\u003C\u002Fp>\n\n\u003Cp>-From 7 years to 8 years=12$\u003C\u002Fp>\n\n\u003Cp>-Over 8 years=20$\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>15.10 Performance Bonus\u003C\u002Fp>\n\n\u003Cp>15.10.1 A performance bonus is based on the following elements:\u003C\u002Fp>\n\n\u003Cp>Individual performance (evaluation) of the staff of the year.\u003C\u002Fp>\n\n\u003Cp>Performance of the entire Company based on indicators that will be\ncommunicated at the beginning of the year by the management. Such shall include\nbut are not limited to safety, quality and financial indicators.\u003C\u002Fp>\n\n\u003Cp>15.10.2 The individual bonus is based on the result of the performance\nappraisal of each individual during the past year.\u003C\u002Fp>\n\n\u003Cp>15.10.3 The performance bonus is granted annually on prorate basis at\nmáximum of 50% of a monthly basic salary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 16: Disciplinary Measures\u003C\u002Fh3>\n\n\u003Cp>16.1 Disciplinary action will be taken by Employer against employee who\nviolates Company policy and procedure.\u003C\u002Fp>\n\n\u003Cp>16.2 A disciplinary measure shall be decided in consideration of the\nfollowing factors:\u003C\u002Fp>\n\n\u003Cp>- Gravity of the misconduct\u003C\u002Fp>\n\n\u003Cp>- Circumstance of committing misconduct\u003C\u002Fp>\n\n\u003Cp>- Repetitiveness of misconduct\u003C\u002Fp>\n\n\u003Cp>- Record of employee\u003C\u002Fp>\n\n\u003Cp>16.3 A disciplinary procedure is to be proportionate with the case elements\nespecially when repetitive.1 \u003C\u002Fp>\n\n\u003Cp>- Warning letter\u003C\u002Fp>\n\n\u003Cp>- Suspensión leííer\u003C\u002Fp>\n\n\u003Cp>- Dismissal with notice and indemnity\u003C\u002Fp>\n\n\u003Cp>- Immediate dismissal for gross misconduct without prior notice and\nindemnity\u003C\u002Fp>\n\n\u003Cp>16.5 Employer is not bound to íollcw the above order of disciplinary\nmeasures. The sanction depends on the gravity of the misconduct.\u003C\u002Fp>\n\n\u003Cp>16.6 The Company disciplinary policy shall be in line with the Labour\nLaw.\u003C\u002Fp>\n\n\u003Cp>16.7 A disciplinary letter (warning or suspensión letter) is retained for\none (1) year. After two disciplinary actions, a third misconduct may lead to\ndismissal.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 17: Complaints\u003C\u002Fh3>\n\n\u003Cp>17.1 Definition of the Disputes:\u003C\u002Fp>\n\n\u003Cp>17.1.1 Individual Disputes is defined in the Article 300 of the Labour Law\n“An individual dispute is one that arises between the Employer and one or\nmore worker or apprentices individually, and relates to the interpretation of\nenforcement of the terms of a labour contract or apprenticeship contract, or\nthe provisions of a Collective Bargaining Agreement as well as regulations or\nlaws in effects. Prior to any judicial action, an individual dispute can be\nreferred preliminary conciliation, at the initiative of one of the parties, to\nthe labor of his province or municipality”. Both parties at first will find\nthe way to settle at the lowest level possible as per the below grievance\nprocedure.\u003C\u002Fp>\n\n\u003Cp>17.1.2 Collective Disputes: refers to any disputes as stated in the Article\n302 of Labour Law. The collective dispute should be handled as per the sections\nII (collective labor dispute) of Cambodian Labour Law.\u003C\u002Fp>\n\n\u003Cp>17.2 Grievance Handling Procedure:\u003C\u002Fp>\n\n\u003Cp>17.2.1 Recognizing the valué and importance of full discussion in dearing\nup misunderstanding and presen\u002Fing harmonious relations, every reasonable\neffort shall be made both by the Employer and the Union to dispose of any\nsuggestion, enquiry or complaints from employees at the lowest possible\nlevel.\u003C\u002Fp>\n\n\u003Cp>17.2.2 An employee having a grievance may, within three days of its arising,\nlodge a complaint with his immediate superior who shall report the matter\nimmediately to the Head of Department concerned.\u003C\u002Fp>\n\n\u003Cp>17.2.3 The Head of Department concerned shall give his answer on the matter\nwithin 7 working days from the date the complaint was referred to him.\u003C\u002Fp>\n\n\u003Cp>17.2.4 If the employee concerned is aggrieved by the decisión given under\nsub-clause (16.2.3) above, he may within three working days thereof, referthe\nmatter through the Union committee to the Human Resources who shall give his\nanswer within seven working days from the date the matter was referred to\nhim.\u003C\u002Fp>\n\n\u003Cp>17.2.5 If the Union feels that the grievance has not been properly\nconsidered under sub- clause (16.2.4) above, the matter shall be discussed\nbetween Union and the Employer. Failing settlement, either party may request\nthe Labor Inspector for conciliation as per the guideline of Ministry of\nLabour. , '\u003C\u002Fp>\n\n\u003Ch3>Article 18: Strike and lockout\u003C\u002Fh3>\n\n\u003Cp>18.1 Union shall not involve in any ¡Ilegal strike. Union and Employer\nshall discuss a problem with each other as soon as possible. The grievance\nprocedure shall be observed first. The Labour Law on this matter shall also be\nrespected.\u003C\u002Fp>\n\n\u003Cp>18.2 Union shall have the rights to strike and the Employer shall have the\nrights to lockout in accordance with the Labour Law and Prakas N°005. Before\nstrike and even if strike arises, all the legal procedures shall be respected\nsuch as the sen\u002Fice essential mínimum as stated in the Article 327 of the\nLabour Law in order to prevent any danger and disturbance to the actívity of\nthe Company which is a public Service.\u003C\u002Fp>\n\n\u003Cp>18.3 Definltion of strike: A strike is a concerted work stoppage by a group\nof workers that takes place within the premises of the Company for the purpose\nof obtaining the satisfaction for their demand from the Employer as a condition\nof their return to work.\u003C\u002Fp>\n\n\u003Cp>18.4 Strike Procedure:\u003C\u002Fp>\n\n\u003Cp>18.4.1 Shall be observed first the grievance procedure, written in the\nArticle 17.2.\u003C\u002Fp>\n\n\u003Cp>18.4.2 The decision to make strike shall be obtained by a secret ballet\namong the employees. This decisión shall be notified to the Ministry of Labour\nand to the Management team according to the Labour Law (Article 327).\u003C\u002Fp>\n\n\u003Cp>18.4.3 For safety and security reason, strikers shall not make any action\nthat would put in danger the equipment, the building orthe persons.\u003C\u002Fp>\n\n\u003Cp>18.4.4 A worker who is required to provide the mínimum essential Service\nand who does not appear for such work is considered guilty of serious\nmisconduct.\u003C\u002Fp>\n\n\u003Cp>18.4.5 Any movement not in compliance with this procedure is considered as\nabandon of work and all the workers concerned with this movement shall be\npunished accordingly.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 19: Work Safety, Hygieme, Environment and Order\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>19.1 Employer shall arrange reasonable equipment to employees to perform\ntheir task. Employees shall take good care of their equipments and uniforms\naccordingly.\u003C\u002Fp>\n\n\u003Cp>19.2 When the safety or the airport\u002Fequipment\u002Fperson is in danger, employee\nreports immediately to his\u002Fher supervisor or Manager. Employer shall do the\nnecessary for the safety of its employees, its airport and\u002For its\nequipments.\u003C\u002Fp>\n\n\u003Cp>19.3 Employer and Employee shall observe safety and security procedure in\nall parts of the airports.\u003C\u002Fp>\n\n\u003Cp>19.4 Uniform\u003C\u002Fp>\n\n\u003Cp>19.4.1 Employer shall provide uniforms and equipments to all employees\naccordingly to the requirement of their function per budget guideline of the\nyear.\u003C\u002Fp>\n\n\u003Cp>19.4.2 Employees are required to bring back their oíd uniforms to exchange\nwith the new uniforms.\u003C\u002Fp>\n\n\u003Cp>19.4.3 Special uniform can be defined if necessary for pregnant women.\u003C\u002Fp>\n\n\u003Cp>19.4.4 The Employer shall provide the uniform to the concerned staffs the\nlatest in October of each year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 20: Retirement\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>20.1 The Employer shall follow the social security law and pensión fund\nwhen implemented by the Government.\u003C\u002Fp>\n\n\u003Cp>20.2 In the absence of Retirement Law, the following rules are applied:\u003C\u002Fp>\n\n\u003Cp>Employees of 60 years old can ask for retirement; this will be subject to\u003C\u002Fp>\n\n\u003Cp>Employer’s approval.\u003C\u002Fp>\n\n\u003Cp>Employees reaching 64 years old will be asked to take retirement.\u003C\u002Fp>\n\n\u003Cp>20.3 Retirement Compensation:\u003C\u002Fp>\n\n\u003Cp>20.3.1 The employee will be provided a compensation equivalent to 18 months\nof last basic salary\u002F.\u003C\u002Fp>\n\n\u003Cp>20.3.2 Only employees reaching 10 years of seniority and over will receive\n18 months of last Basic Salary. For employee with seniority less than 10 years,\nretirement compensation shall be calculated on a prorated basis.\u003C\u002Fp>\n\n\u003Cp>20.3.3 This retirement compensation is applicable for a temporary period\nwaiting for further law and regulations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>FINAL CHAPTER: FINAL DISPOSITIONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 21: Other Dispositions\u003C\u002Fh3>\n\n\u003Cp>21.1 Any new law or regulations that come out later will be applicable\ndespite this Collective Bargaining Agreement if this new law or regulation is\nmore favorable to employee. However, this Collective Bargaining Agreement still\napplied if the new law or regulation is less favorable.\u003C\u002Fp>\n\n\u003Cp>21.2 Union and Employer shall ensure the full application of this Collective\nBargaining Agreement.\u003C\u002Fp>\n\n\u003Cp>21.3 This Collective Bargaining Agreement has been done in Khmer and English\nversions. Both versions have the same validity.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 22: Final Dispositions\u003C\u002Fh3>\n\n\u003Cp>22.1 This Collective Bargaining Agreement is done in seven (07) copies: two\nfor the Company, one for Union PNH (IAIEU), one for Union REP (CTIWTU), and\nthree for Ministry of Labour.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratificationdate\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>22.2 This Collective Bargaining Agreement applies starting from the 1st day\nof January, 2011. All dispositions contrary to this Collective Bargaining\nAgreement are void.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Company Representativas\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr Nicolas DEVILLER\u003C\u002Fp>\n\n\u003Cp>CHIEF EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr Phillipe Laurent\u003C\u002Fp>\n\n\u003Cp>CHIEF HR OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mrs. CHHIV Phyrum\u003C\u002Fp>\n\n\u003Cp>HR\u002FAdmin\u002FLegal Manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr. PHOURNG Socheat\u003C\u002Fp>\n\n\u003Cp>HR\u002Fdmin Manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Union IAIEU Representatives\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr Sor Kim Hoy\u003C\u002Fp>\n\n\u003Cp>President\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr. CHHAY Socheath\u003C\u002Fp>\n\n\u003Cp>Vice Président\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr. NIN Kosal\u003C\u002Fp>\n\n\u003Cp>General Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Union CTIWTU Representative\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr Ron Ravan\u003C\u002Fp>\n\n\u003Cp>President\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr Yi Sotherain\u003C\u002Fp>\n\n\u003Cp>Vice president\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr Kim Seksaroroeum\u003C\u002Fp>\n\n\u003Cp>General secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mr. THIM Samnang\u003C\u002Fp>\n\n\u003Cp>Vice General Secretary\u003C\u002Fp>\n\n\u003Cp>Se\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"ONCERISE_trigger":52,"maternityexcludedtrigger":56,"dayspweek":60,"longserviceallowanceamount1":64,"shiftallowanceperc1":68,"MEALALL_trigger":72,"paidmaternityleavepay":76,"paidmaternityleaveduration":78,"maternityotherclause":80,"paidmaternityleavepayperc":84,"pensionfund":86,"mealvouchersamount":90,"TRAINING_trigger":94,"OVERTIME_trigger":98,"holidaysdays":101,"maxsicknesspaytype":105,"healthcareaccess":107,"healthinsurance":111,"SUNDAY_trigger":113,"trainingprogrammes":115,"sundayallowancetype":117,"healthandsafetypolicy":119,"overtimeallowanceperc1":123,"hourspweek":125,"contracttrial":129,"schedulesrestpw":131,"longserviceallowancetype1":133,"longserviceallowancetype2":135,"paidmaternityleaveall":137,"SCHEDULE_trigger":139,"cbadate_start_date":141,"sundayallowanceperc1":145,"cbaratificationdate":149,"bankholidays1":151,"SENIOR_trigger":155,"disabilityfund":157,"paidmaternityleave":159,"PAIDLEAV_trigger":161},{"bindId":45,"name":46,"text":47},"disabilitypay","14.2 The Employer shall provide workmen ","14.2 The Employer shall provide workmen compensation Insurance to all\nemployees to cover all work related accident as defined by the labor law.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","9.4 The duration of the probation period","9.4 The duration of the probation period for permanent labor contracts is\nthree months, exceeding this period, the employee will be automatically\nconsidered as permanent employee.",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","15.5 Employer shall provide the thirteen","15.5 Employer shall provide the thirteen month salary bonus for all eligible\nemployees. This bonus is paid in two installments:\n\n- First half is paid at the end of March. (before Khmer New Year)\n\n- Second half is paid at the end of September. (before Phchum Ben Day)",{"bindId":57,"name":58,"text":59},"maternityexcludedtrigger","12.5 Employee female is entitled to a ma","12.5 Employee female is entitled to a maternity leave of 100 calendar days\nwith full remuneration (basic salary + meal allowance). This benefit is\nprovided omíy to female staffs with at least 1 year of seniority in the\ncompany.",{"bindId":61,"name":62,"text":63},"dayspweek","11.4 The roster is calculated on the bas","11.4 The roster is calculated on the basis of máximum five (5) consecutive\nworking days and one (01) off day.",{"bindId":65,"name":66,"text":67},"longserviceallowanceamount1","15.9.3 A monthly allowance is to be give","15.9.3 A monthly allowance is to be given for seniority in the Company. This\nmonthly seniority allowance is calculated as follows:\n\n-From 0 to 1 year in the Company =0$(zero US dollars)\n\n-From 1 year to 2 years=1$\n\n-From 2 years to 3 years=2$\n\n-From 3 years to 4 years=4$\n\n-From 4 years to 5 years=6$\n\n-From 5 years to 6 years=8$\n\n-From 6 years to 7 years=10$\n\n-From 7 years to 8 years=12$\n\n-Over 8 years=20$",{"bindId":69,"name":70,"text":71},"shiftallowanceperc1","11.11 Overtime is decided by the Employe","11.11 Overtime is decided by the Employer within the limit of the Labour\nLaw. The overtime work is voluntary and cannot be forced by the Employer. For\noperational needs (delay, ambulance, charter, VIP or equivalent situations) the\nemployees currently working shall accept the request of finishing the work\n(overtime).\n\n11.12 Payment of overtime and public holidays:\n\n\n\n\n  \n  \n  \n  \n  \n    \n      Type of employees\n      Time of work\n      Rate\n    \n    \n      Admin\n      OT on monday to saturday (not worked at night)\n      150%\n    \n    \n      monday to saturday ( worked at night from 10pm to 5am)\n      200% (normal pay+extra100%)\n    \n    \n      sundays\n      200%\n    \n    \n      Roster\n      OT during woring days (not worked at night)\n      150%\n    \n    \n      OT during days off\n      200%\n    \n    \n      Night shifts (from 10pm to 5am)\n      200% (normal pay+extra100%)\n    \n    \n      Admin+Roster\n      public holidays\n      300% (normal pay+extra200%)\n    ",{"bindId":73,"name":74,"text":75},"MEALALL_trigger","7.2 The monthly meal allowance is a fixe","7.2 The monthly meal allowance is a fixed lump sum paid to each staff at the\nend of the month together with their salary. The amount of the monthly\nallowance shall not be affected by any extra number of hours of regular\nshift,",{"bindId":77,"name":58,"text":59},"paidmaternityleavepay",{"bindId":79,"name":58,"text":59},"paidmaternityleaveduration",{"bindId":81,"name":82,"text":83},"maternityotherclause","12.6 Rules and specific clarification su","12.6 Rules and specific clarification such as annual leave, maternity or\nsick leave etc are described in the company leave policy.",{"bindId":85,"name":58,"text":59},"paidmaternityleavepayperc",{"bindId":87,"name":88,"text":89},"pensionfund","20.1 The Employer shall follow the socia","20.1 The Employer shall follow the social security law and pensión fund\nwhen implemented by the Government.\n\n20.2 In the absence of Retirement Law, the following rules are applied:\n\nEmployees of 60 years old can ask for retirement; this will be subject to\n\nEmployer’s approval.\n\nEmployees reaching 64 years old will be asked to take retirement.\n\n20.3 Retirement Compensation:\n\n20.3.1 The employee will be provided a compensation equivalent to 18 months\nof last basic salary\u002F.\n\n20.3.2 Only employees reaching 10 years of seniority and over will receive\n18 months of last Basic Salary. For employee with seniority less than 10 years,\nretirement compensation shall be calculated on a prorated basis.\n\n20.3.3 This retirement compensation is applicable for a temporary period\nwaiting for further law and regulations.",{"bindId":91,"name":92,"text":93},"mealvouchersamount","7.3 An amount of twenty (20) US doilars ","7.3 An amount of twenty (20) US doilars will be added to the current meal\nallowance:\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      Meal allowance\n      current\n      2011\n      2012\n      2013\n      total\n    \n    \n      Admin Staffs\n      45USD\n      20USD\n      65USD\n    \n    \n      Staffs on roster basis (Operations)\n      50USD\n      20USD\n      70USD\n    \n    \n      FFRS Staffs\n      70USD\n      20USD\n      90USD",{"bindId":95,"name":96,"text":97},"TRAINING_trigger","10.9 In case of work change from one dep","10.9 In case of work change from one department to another, requiring new\ncompetency, the employee should receive relevant training (permitting him to\nperform the new job). At the end of this training, if the employee is deemed\nqualified, that employee will be confirmed for that new job. The confirmed\nemployee will receive the wage defined for that new job. During the training,\nthe salary should remain the same as it was in former position.",{"bindId":99,"name":70,"text":100},"OVERTIME_trigger","11.11 Overtime is decided by the Employer within the limit of the Labour\nLaw. The overtime work is voluntary and cannot be forced by the Employer. For\noperational needs (delay, ambulance, charter, VIP or equivalent situations) the\nemployees currently working shall accept the request of finishing the work\n(overtime).\n\n11.12 Payment of overtime and public holidays:\n\n\n\n\n  \n  \n  \n  \n  \n    \n      Type of employees\n      Time of work\n      Rate\n    \n    \n      Admin\n      OT on monday to saturday (not worked at night)\n      150%\n    \n    \n      monday to saturday ( worked at night from 10pm to 5am)\n      200% (normal pay+extra100%)\n    \n    \n      sundays\n      200%\n    \n    \n      Roster\n      OT during woring days (not worked at night)\n      150%\n    \n    \n      OT during days off\n      200%\n    \n    \n      Night shifts (from 10pm to 5am)\n      200% (normal pay+extra100%)\n    \n    \n      Admin+Roster\n      public holidays\n      300% (normal pay+extra200%)",{"bindId":102,"name":103,"text":104},"holidaysdays","12.2 Total number of annual leaves is 21","12.2 Total number of annual leaves is 21 days. The employees shall be given\none additional paid leave after 3 completed years of service up to a total of\nmáximum of 25 days of paid leave per year.",{"bindId":106,"name":82,"text":83},"maxsicknesspaytype",{"bindId":108,"name":109,"text":110},"healthcareaccess","14.3 The Employer shall provide the medi","14.3 The Employer shall provide the medical coverage according to the legal\nrequirements and its policy.\n\n14.4 The coverage and its modality are defined by the Employer as applied\ntoday.\n\n14.5 All staffs shall comply with the said procedure.\n\n14.6 Any violation to company medical policy is subject to company’s\ndisciplinary action and reimbursement of the fees paid or to pay the related\nbilis.",{"bindId":112,"name":109,"text":110},"healthinsurance",{"bindId":114,"name":70,"text":100},"SUNDAY_trigger",{"bindId":116,"name":96,"text":97},"trainingprogrammes",{"bindId":118,"name":70,"text":100},"sundayallowancetype",{"bindId":120,"name":121,"text":122},"healthandsafetypolicy","19.1 Employer shall arrange reasonable e","19.1 Employer shall arrange reasonable equipment to employees to perform\ntheir task. Employees shall take good care of their equipments and uniforms\naccordingly.\n\n19.2 When the safety or the airport\u002Fequipment\u002Fperson is in danger, employee\nreports immediately to his\u002Fher supervisor or Manager. Employer shall do the\nnecessary for the safety of its employees, its airport and\u002For its\nequipments.\n\n19.3 Employer and Employee shall observe safety and security procedure in\nall parts of the airports.\n\n19.4 Uniform\n\n19.4.1 Employer shall provide uniforms and equipments to all employees\naccordingly to the requirement of their function per budget guideline of the\nyear.\n\n19.4.2 Employees are required to bring back their oíd uniforms to exchange\nwith the new uniforms.\n\n19.4.3 Special uniform can be defined if necessary for pregnant women.\n\n19.4.4 The Employer shall provide the uniform to the concerned staffs the\nlatest in October of each year.",{"bindId":124,"name":70,"text":100},"overtimeallowanceperc1",{"bindId":126,"name":127,"text":128},"hourspweek","11.6 The weekly working duration varies ","11.6 The weekly working duration varies from 40 hours to 48 hours.\n\n11.7 The Employers shall guarantee an average of forty four (44) hours per\nweek over the entire calendar year or 2288 hours during the whole year.",{"bindId":130,"name":50,"text":51},"contracttrial",{"bindId":132,"name":62,"text":63},"schedulesrestpw",{"bindId":134,"name":66,"text":67},"longserviceallowancetype1",{"bindId":136,"name":66,"text":67},"longserviceallowancetype2",{"bindId":138,"name":58,"text":59},"paidmaternityleaveall",{"bindId":140,"name":62,"text":63},"SCHEDULE_trigger",{"bindId":142,"name":143,"text":144},"cbadate_start_date","22.2 This Collective Bargaining Agreemen","22.2 This Collective Bargaining Agreement applies starting from the 1st day\nof January, 2011. All dispositions contrary to this Collective Bargaining\nAgreement are void.",{"bindId":146,"name":147,"text":148},"sundayallowanceperc1","11.12 Payment of overtime and public hol","11.12 Payment of overtime and public holidays:\n\n\n\n\n  \n  \n  \n  \n  \n    \n      Type of employees\n      Time of work\n      Rate\n    \n    \n      Admin\n      OT on monday to saturday (not worked at night)\n      150%\n    \n    \n      monday to saturday ( worked at night from 10pm to 5am)\n      200% (normal pay+extra100%)\n    \n    \n      sundays\n      200%\n    \n    \n      Roster\n      OT during woring days (not worked at night)\n      150%\n    \n    \n      OT during days off\n      200%\n    \n    \n      Night shifts (from 10pm to 5am)\n      200% (normal pay+extra100%)\n    \n    \n      Admin+Roster\n      public holidays\n      300% (normal pay+extra200%)",{"bindId":150,"name":143,"text":144},"cbaratificationdate",{"bindId":152,"name":153,"text":154},"bankholidays1","12.1 The Employer is applying Prakas of ","12.1 The Employer is applying Prakas of Ministry of Labor that determines\nthe public holidays which shall be enacted internally by an internal\nmemorándum.",{"bindId":156,"name":66,"text":67},"SENIOR_trigger",{"bindId":158,"name":46,"text":47},"disabilityfund",{"bindId":160,"name":58,"text":59},"paidmaternityleave",{"bindId":162,"name":103,"text":104},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KHM Cambodia Airport Management Services KHM Cambodia Airport Management Services - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Service activities incidental to air transportation\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                        Cambodia Airport Management Services\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_2\">\n\n                \n                    \n                    \u003Cdiv>\n                        Names employers: → \n                        Cambodia Airport Management Services\n                    \u003C\u002Fdiv>\n                \n            \n                \u003Cdiv id=\"display-CBA_MNCOMPA_2_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        UNKNOWN - International Airport Independence Employees Union, UNKNOWN - Siem Reap Airport Cambodia Tourism Industry Worker Trade Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Name other signatories from employees' side: → Sor Kim Hoy, Ron Ravan\n            \u003C\u002Fdiv>\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: → Yes\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            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 14 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: → Yes\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\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            \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: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → KHR 1.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 65.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[168],{"title":37,"slug":33},[170],{"type":171,"data":172},"call_to_action_body_block",{"title":173,"description":174,"variant":175,"link":176},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Cambodia across sectors, topics and countries","dark",{"title":173,"url":177,"description":173,"rel":178,"type":179},"\u002Fen-kh\u002Fwork-in-cambodia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[181],{"type":171,"data":182},{"title":173,"description":174,"variant":175,"link":183},{"title":173,"url":177,"description":173,"rel":178,"type":179},[]]