[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement\u002Frecognition-agreement-between-sunbird-tourism-limited-and-the-hotel-food-processing-and-catering-workers-union":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":58,"content_type_view":59,"extra_breadcrumbs":60,"body":62,"body_blocks":73,"related_pages":77},37043,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_MW","2026-04-02T09:45:41.530108+00:00","2026-04-02T09:47:53.226826+00:00","\u002Fcms\u002Fpages\u002F37043\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Malawi","en-mw",{"title":20,"slug":21},"Work in Malawi","work-in-malawi",{"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-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2026-04-02T11:45:41.530108+02:00","2026-04-02T11:47:53.351465+02:00",{"cba":32,"clauses":43,"details":56,"translations":57},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"recognition-agreement-between-sunbird-tourism-limited-and-the-hotel-food-processing-and-catering-workers-union","2d9f21fe-b6c6-11e4-a576-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmalawi\u002Frecognition-agreement-between-sunbird-tourism-limited-and-the-hotel-food-processing-and-catering-workers-union\u002Frecognition-agreement-between-sunbird-tourism-limited-and-the-hotel-food-processing-and-catering-workers-union\u002F","Recognition Agreement between Sunbird Tourism Limited and the Hotel Food Processing and Catering Workers Union - 2010","MWI Sunbird Tourism Limited - 2010","Malawi - MWI Sunbird Tourism Limited - 2010","MWI Sunbird Tourism Limited - 2010 - Hospitality, catering, tourism",{"name":41,"data":42},"RECOGNITION AGREEMENT REVISED JUNE 15 2010.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>RECOGNITION AGREEMENT BETWEEN SUNBIRD TOURISM LIMITED AND THE HOTEL FOOD\nPROCESSING AND CATERING WORKERS UNION\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Recognition and Procedural Agreement (hereinafter referred to as \"this\nAgreement\") is entered into\u003C\u002Fp>\n\n\u003Cp>BETWEEN\u003C\u002Fp>\n\n\u003Cp>SUNBIRD TOURISM LIMITED (hereinafter referred to as \"the Company\")\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>THE HOTEL FOOD PROCESSING AND CATERING WORKERS UNION (hereinafter referred\nto as \"the Union\").\u003C\u002Fp>\n\n\u003Ch2>2. DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>Any words used in this Agreement or any subsequent Supplementary Agreements,\nProcedures or Practices agreed between the parties which imply the masculine\ngender shall include the feminine gender and any reference to the singular\nshall include the plural and vice versa, unless the subject of context\nindicates otherwise.\u003C\u002Fp>\n\n\u003Cp>\"Act\"\u003C\u002Fp>\n\n\u003Cp>shall mean the Labour Relations Act 1996, as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>\"Agreement\"\u003C\u002Fp>\n\n\u003Cp>shall mean this Recognition and Procedural Agreement including any\nsubsequent supplementary agreements, procedures or practices agreed between the\nparties.\u003C\u002Fp>\n\n\u003Cp>\"Bargaining Unit\"\u003C\u002Fp>\n\n\u003Cp>shall mean the grouping of Employees, as defined, who shall fall within the\njob positions in the respective Hotels covered by the scope of this Agreement\nand for which recognition is granted in terms of Section 6 of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Temporary\u002FCasual Workers\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees who are not permanently hired but are hired for limited periods of\ntime to meet short-term work conditions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Company\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean the SUNBIRD TOURISM LIMITED in respect of its operations carrying\non business within Malawi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Company Representative\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean a person or persons nominated by the Company to represent its\ninterests in dealings with the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Conditions of Employment\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall, in terms of this Agreement, mean the conditions of employment which\nare applicable in the Company from time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Constitution\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean the Constitution of the Union which is in the possession of the\nCompany at the date of signature of this Agreement, together with any\namendments thereto, of which the Company has received written notification from\nthe Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Constituency\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean a Department or a grouping of Departments within the respective\nHotels covered by the scope of this Agreement and as set out in Section 10.2\nbelow in which Employees shall be represented by a Shop Steward of the\nrespective Hotel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Consultation”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>means the process of communication between the Company and the Union to\nenable the views and\u002For concerns of staff to be expressed, discussed and\nincorporated into relevant decision-making processes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Department\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean an operating unit within the respective Hotel and which shall\ninclude but not be restricted to the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Administration and General Department\u003C\u002Fp>\n\n\u003Cp>Food and Beverage Department\u003C\u002Fp>\n\n\u003Cp>Front Office Department\u003C\u002Fp>\n\n\u003Cp>Housekeeping Department\u003C\u002Fp>\n\n\u003Cp>Maintenance Department\u003C\u002Fp>\n\n\u003Cp>Marketing Department\u003C\u002Fp>\n\n\u003Cp>Security Department\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Department Manager or Supervisor\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean any and all Company Personnel appointed by the Company to be\nresponsible for the overall supervision and direction of a Department of the\nrespective Hotel and the Employees engaged therein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Dispute\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean any dispute or difference between an employer and employees or a\nTrade Union, as to the employment or non-employment, or the terms of\nemployment, or the conditions of labour or the work done or to be done, of any\nperson, or generally regarding the social or economic interests of\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Employee\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A person who offers his or her services under an oral or written contract of\nemployment. For the purposes of this Agreement, an employee shall not include\nany member of Senior Management as defined in Annexure A, a casual employee, a\nfixed term employee or a part-time employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Hotel Manager\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean a person so appointed at a Company Hotel or his deputy in his\nabsence. The term may change from time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Hotel\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean an operating unit of the Company providing accommodation and\nfurther as contemplated under Section 3 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Industrial Action\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean but not be limited to a strike, lock-out, walk-out, sit-in,\nwork-stoppage, picketing, overtime ban, go-slow, work-to-rule, illegal meetings\nor any action, whether complete or partial, which results in the interference\nor disruption to the Company's operations at any of the Hotels controlled by\nthe Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Management\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean any and all Company Personnel appointed by the Company to be\nresponsible for the overall supervision and direction of the operation of the\nCompany's Hotels or part thereof and the Employees engaged at such Hotels.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Negotiation”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>means trying to reach agreement by discussion and bargaining, in the\nexpectation that agreement will be reached.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Procedural Industrial Action\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean the taking of any industrial action, as defined, by a party to\nthis Agreement where such party has followed and exhausted the provisions of\nany relevant procedure, the terms of the Dispute Procedure contained in Section\n13 and the terms of Section 14 - Procedural Industrial Action, of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Premises\" or \"Property\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean any moveable or immoveable property belonging to or under the\ncontrol of the Company at the Hotels controlled by the Company, and includes\nstaff accommodation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Recognition”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean the recognition of the Union by the employer for purposes of\ncollective bargaining.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Shop Steward\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean an Employee who forms part of the bargaining unit as defined and\nwho is a member of the Union, who is elected in terms of the Union's\nConstitution and this Agreement and is recognised in terms of this Agreement to\ncarry out the functions, duties and responsibilities of a Shop Steward, as set\nout in Section 10 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The word ‘Shop Steward’ shall be used interchangeably with the word\nUnion Representative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Union\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean the Hotel Food Processing and Catering Workers Union being a\nlegal body corporate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Union Literature\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean any notice, announcement, communication, pamphlet, document or\nwriting which the Union and\u002For its Union officials, Shop Stewards or Union\nmembers may wish to display\u002Fdistribute on Company premises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Union Member\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean any Employee, as defined, who has chosen to join the Union and\nwho is a paid up member of the Union in terms of its Constitution, as evidenced\nby the submission to the Company of a Stop Order Form for the deduction of\nUnion membership subscriptions in terms of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Union Official\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean a representative of the Union, who has been designated and\nauthorised by the Union to act as an Union Official.\u003C\u002Fp>\n\n\u003Cp>\"Unit\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>shall mean any of the Hotels and related businesses being run by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. SCOPE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-coverunion_trigger\">\u003Cp>3.1 This Agreement shall apply to all Employees of Hotels controlled by the\nCompany and which are covered by the scope of this Agreement and who are\nengaged in job positions included in the bargaining unit, as defined.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2 Units Included in the Scope\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1 For the purposes of this Agreement and any supplementary agreements\nconcluded between the parties, the Units included in the Scope of this\nAgreement are:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1.1 Sunbird Mzuzu - Mzuzu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1.2 Sunbird Lilongwe - Lilongwe\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1.3 Sunbird Capital - Lilongwe\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1.4 Sunbird Livingstonia Beach - Salima\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1.5 Sunbird Nkopola - Mangochi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1.6 Sunbird Ku Chawe - Zomba\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.1.7 Sunbird Mount Soche - Blantyre\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.2 The Hotels included in the scope of the Agreement are those where:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.2.1 the Company holds a majority controlling interest in the business;\nand\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2.2.2 the Union has 20% majority representation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.OBJECTIVE\u003C\u002Fh2>\n\n\u003Cp>The objective of this Agreement is to establish an effective and\nco-operative working relationship between the Union and the Company for the\npromotion of effective productivity and industrial peace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.GENERAL PRINCIPLES\u003C\u002Fh2>\n\n\u003Cp>5.1 The Company recognises the need for employees to be represented by\nrepresentatives of their choice who will represent their interests and work for\nimproved conditions of employment and work according to the Union’s policies\nfor the employees covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2 The Union recognises Management’s responsibility to plan, organise and\nmanage the activities of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3 The Company and the Union recognise their interdependence and agree that\nmatters affecting their interests shall be considered jointly both by\nconsultation and by negotiation as provided for in this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.4 The Company shall grant recognition to the Union subject to the\nprovisions of Section 6.2 below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.5 The parties agree that whilst their individual interests may differ, it\nis in their mutual interest to attempt to reconcile any differences which may\noccur between them through the process of dialogue, discussion, consultation\nand negotiation, thereby striving towards creating and maintaining industrial\npeace, job security and fair standards with regard to work performance and\nbehaviour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.6 The parties agree that they shall neither victimise, intimidate nor\ndiscriminate against Employees in any manner whatsoever on the grounds of race,\nsex, colour, nationality, religion or union membership.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.7 In the event of either party alleging non-compliance or unreasonableness\non the part of a representative(s) of the other party in terms of the\nprovisions, spirit and\u002For intent of this Recognition and Procedural Agreement,\nthen:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.7.1 the offended party shall, within 5 (five) days of the alleged\nnon-compliance or unreasonableness, initiate a meeting of the National\nNegotiating Committee (hereinafter referred to as the \"NCC\").\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.7.2 at such meeting the parties shall undertake to endeavour by every\nmeans possible to resolve such allegation(s).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.7.3 if the matter is not resolved after such meeting, or if such meeting\ndoes not take place, then the provisions of Section 13 below may be invoked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.8 It is implicit in the spirit and intent of this Agreement that existing\nemployment practices not specifically referred to in any subsequent\nSupplementary Agreement on wages and conditions of employment will continue to\nbe in force and effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.9 Both parties accept the principle of freedom of association,\ndisassociation or non-association.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.10 Both parties commit themselves to the application of this Agreement in\ngood faith and in a spirit of mutual understanding and respect. To this end,\nboth parties recognise that they shall be bound and obligated by the terms and\nconditions of this Agreement, subject to statutory common law restrictions, and\nacknowledge that this Agreement may be enforced in law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11 The Union agrees that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11.1 Management has the right to manage the Company's affairs in the best\ninterests of its shareholders and Employees;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11.2 The Company has the right to communicate and\u002For consult with\nindividual Employees, groups of Employees and\u002For their representatives;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11.3 The existence of this agreement in no way detracts from an\nemployee’s right of access to the management of the Company, or the\nCompany’s right to communicate directly with its employees or the recognised\nUnion’s right to communicate with their members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11.4 It is duly authorised to represent and bind its members to this\nAgreement and any further agreements reached with the Company from time to\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11.5 In the event that there is industrial action, the Union accepts that\nthe Company has an obligation to safeguard guests and property and will\ntherefore be entitled to engage such security as may be deemed necessary to\nprotect guests, staff and property\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.12 The Company agrees that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.12.1 The Union has the right to manage and conduct its own affairs in\naccordance with its Constitution and policies subject to the terms of this\nAgreement;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.12.2 The Union may communicate and\u002For consult with individual Employees,\ngroups of Employees and\u002For their representatives in terms of this Agreement;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.13 Any Section headings or sub-headings listed in this Agreement have been\nincluded for ease of reference and should not be used for interpretation\npurposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. RECOGNITION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.1 Subject to provisions of this Agreement the Company recognises:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.1.1 The Union as the collective bargaining representative of Employees\nemployed in the bargaining unit at Units covered by the scope of this\nAgreement; and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.1.2 The Union's officials for the purpose of consultation and\nrepresentation in terms of this Agreement on behalf of Employees who are\nmembers of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2 The Company's recognition of the Union at any one of the Company's Units\nshall be subject to the Union satisfying the Company that the number of Union\nmembers from amongst the total number of Employees employed as a Group, is\nequal to and not less than 20% of the total number of employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3 Where the Union membership level as a Group decreases to less than 20%,\nthen the Company shall inform the Union in writing of this fact.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.4 This notice shall further state that the Union has 30 (thirty) days from\nthe date of receipt to rectify the matter. Failure to rectify by the Union\nshall result in the Company rescinding the respective level of recognition at\nthe affected Hotel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.5 In the case of Employees who are Union members at a Unit covered by the\nscope of this Agreement, and who are excluded from the bargaining unit, the\nfollowing shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.5.1 Such Employees may choose to be represented by Shop Stewards and,\nwhere applicable, Union officials in terms of the provisions of agreed\nProcedures;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.5.2 Such Employees shall not be included in substantive negotiations\nconducted in terms of the negotiating procedure contained in this Agreement;\nand\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.5.3 Such Employees may not be elected as a Shop Stewards in terms of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. UNION SUBSCRIPTIONS\u003C\u002Fh2>\n\n\u003Cp>7.1 Each Unit covered by the scope of this Agreement shall, subject to the\nprovisions of Section 6.3 above, deduct Union subscriptions on a monthly or\nweekly basis, whichever is applicable, from the remuneration of Union members\ncovered by the scope of this Agreement, provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.1 To authorise such stop order deductions, either the Union or the\nEmployee shall supply the Company with a signed stop order form, a sample of\nwhich the Union shall make available to the Company as soon as possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.2 The Company shall further have the right, in the presence of a Shop\nSteward, to validate the signature of the Employee detailed on the stop order\nform supplied.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.3 A Union member may at any time, in writing, cancel a stop order\ndeduction. Such cancellation shall become effective in the applicable pay\nperiod 30 (thirty) days following the day on which the written cancellation of\nthe stop order deduction is received by the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.4 The Units covered by the scope of this Agreement shall respectively\nremit to the Union monthly the amount of Union subscriptions deducted together\nwith a record of those employees from whom deductions have been made, not later\nthan the 14th day of the calendar month following the month in which deductions\nwere made.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.5 The record referred to in Section 7.1.4 above shall be the means of\ndetermining the Union's representatives on an ongoing basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.6 The Union's Executive Committee shall inform the Company, in writing\nand by registered post in advance of any variation in Union subscription\nrates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.7 The amended Union subscription rate referred to in Section 7.1.6 above\nshall become effective in the pay period 30 (thirty) days following the day on\nwhich the Company receives the written notice of variation of Union\nsubscription rates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.8 Where the respective Unit(s) fails to deduct such subscriptions, the\nUnit shall, in consultation with the affected Employee(s), make the necessary\ndeduction as soon as practically possible after the non-deduction is\ndiscovered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1.9 Each Unit shall charge a 2% administration fee on subscriptions\ncollected on behalf of the Union. This fee is subject to review on agreement of\nboth parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. ACCESS BY UNION OFFICIALS\u003C\u002Fh2>\n\n\u003Cp>8.1 General Provisions Governing Access\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.1 When the Union has not less than 20% of the total number of Employees\nfalling within the bargaining Unit of the company, then the Company agrees that\nUnion officials shall have access to that Hotel's premises subject to the\nprovisions of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.2 Before access is sought in terms of this Section, Union Officials\nshall request access by contacting the Human Resources Manager of the Unit in\nadvance of any intended access.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.3 The respective Unit shall provide a suitable venue wherein meetings\nmay be conducted without disruption to the Union's business or the operations\nof the Unit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.4 Union officials shall confine themselves to the venue provided by the\nUnit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.5 Union officials shall comply\u002Fadhere to the security, health and safety\nrules and regulations of the Unit whilst on the Unit's premises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.6 The Union undertakes to ensure that the Unit's operations are not in\nany way disrupted by access granted in terms of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.7 During any general meeting the services of the Unit will be covered by\na skeleton staff as determined by Management in consultation with Shop\nStewards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.8 Management shall make every endeavour to see that as many Employees\nfrom the bargaining unit as possible, subject to operational minimum\nrequirements, are released to attend such meetings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.9 Where, at the end of any general meeting the business of such meeting\nhas not been concluded, then the Union official concerned shall liaise with the\nHuman Resources Manager to mutually agree a date and time for the meeting to be\nrescheduled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.2 Access for Shop Steward Elections: Union officials shall have access to\nrespective Unit's premises subject to the provisions of this Section and the\nterms of this Recognition and Procedural Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. DISPLAY\u002FDISTRIBUTION OF UNION LITERATURE\u003C\u002Fh2>\n\n\u003Cp>9.1 The Union shall be allowed to display\u002Fdistribute Union literature, as\ndefined, at such Unit subject to the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1.1 The display of Union literature on the Notice Board shall receive the\napproval of the Human Resources Manager or whoever is acting in his absence\nprior to such Union literature being displayed, subject to Company stamp being\naffixed to such Union literature thereby indicating approval.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1.3 The wearing on the Unit's premises of Union slogans, stickers or other\nrelated forms of communication on the person or belongings of any Employee\nduring normal hours of work is prohibited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. SHOP STEWARDS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.1 Shop Stewards - Recognition\u003C\u002Fp>\n\n\u003Cp>When the Union can satisfy the Company that it has as members not less than\n20% (twenty percent) of the total number of Employees falling within the\nbargaining unit at a Company level, then the Company shall recognise the rights\nof duly elected Shop Stewards of the Union to represent Union members in\naccordance with this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2 Shop Stewards - Numbers and Constituencies\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.1 The numbers of constituencies and Shop Stewards in each Hotel will be\nagreed between the parties upon verification of the Union proving\nrepresentivity in terms of Clause 10.1 above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.2 At the time of the signing of this Agreement, the numbers and\nConstituencies of Shop Stewards recognised by the Company in each Hotel covered\nby the scope of the Agreement, subject to Section 10.1 above, are contained in\nAnnexure B.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3 Shop Stewards - Elections\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.1 Shop stewards shall be elected by secret ballot from amongst the\nUnion members in the bargaining unit in each of the Constituencies in the\nrespective Hotel and in accordance with the Union's Constitution and the\nprovisions of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.2 No Union member shall be eligible for election as a Shop Steward\nunless he\u002Fshe has completed a minimum of 6 (six) months' continuous permanent\nemployment and is a member of the Constituency he\u002Fshe would represent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.3 Such elections shall be held on the respective Unit(s)' premises\nduring working hours on such date, time and using such venue as shall be\nmutually agreed between the Union and the Unit Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.4 On completion of any election the Union shall, within 14 (fourteen)\ndays, notify the respective Unit in writing of the names of those elected.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.4 Establishment of a Shop Stewards Committee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Within 5 (five) days of their election the Shop Stewards at the respective\nUnit(s) shall form themselves into a Unit-level Shop Stewards Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.5 Co-ordinating Shop Steward - Election\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.5.1 On establishment of a Unit-level Shop Stewards Committee in terms of\nSection 10.4 above the Shop Stewards shall, from amongst themselves, elect a\nCo-ordinating Shop Steward who shall have overall responsibility for\nco-ordinating Unit Shop Steward activities at the Unit and shall act as the\nrespective Unit's Shop Steward representative at meetings of the NNC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.5.2 The Co-Ordinating Shop Stewards from each Unit shall elect one among\nthemselves to be the National Co-Ordinator Shop Steward and to be the point of\ncontact with Head Office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.6 Shop Stewards - Term of Office\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.6.1 Shop Stewards (which term hereinafter includes the Co-ordinating Shop\nSteward) shall be elected for a term of office for 2 (two) years provided that\nthey shall hold office until a further election has been held, which further\nperiod shall not exceed 1 (one) year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.6.2 Whenever a Shop Steward vacates his\u002Fher position during his\u002Fher term\nof office, a by-election shall be held.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Shop Stewards so elected shall be subject to the same conditions and\nwill hold office for the unexpired term of office of his\u002Fher predecessor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.6.3 Shop Stewards may serve two successive terms and are eligible for re\n– election after a period of 2 (two) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7 Shop Steward - Vacation of Office\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A Shop Steward shall vacate his\u002Fher office in any one of the following\ncircumstances:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7.1 expiry of the period for which he\u002Fshe was elected;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7.2 his\u002Fher resignation as a Shop Steward;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7.3 termination of his\u002Fher employment within the Company;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7.4 on being promoted to a position outside the bargaining unit at the\nrespective Hotel;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7.5 on ceasing to be a Union member;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7.6 termination of his\u002Fher appointment by the Union for any reason\ncontemplated in the Union's Constitution provided that such termination is\ncommunicated to the respective Unit in writing;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7.7 the number of Union members in the bargaining unit at the respective\nUnit decreasing to less than 20%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.8 Shop Steward - Rights and Duties\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.8.1 The Company agrees that, subject to the terms of this Agreement, Shop\nStewards have the right to pursue the aims and objectives and carry out any\nduties prescribed in the Union's Constitution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.8.2 Shop Stewards shall, during their normal working hours, be entitled\nto represent Union members in terms of this Agreement, without loss of pay or\nfear of victimisation, provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.8.2.1 they obtain the permission of their respective Department\nManager\u002FSupervisor to absenting themselves from their workstation;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.8.3 Shop Stewards shall be entitled to hold meetings amongst themselves\nand with Union members on the respective Unit's premises subject to the terms\nof this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.8.4 Each respective Unit shall provide a suitable venue wherein any\nmeeting of Shop Stewards or report-back meeting with Employees, in terms of\nthis Agreement, can be conducted with minimal disruption to the Shop Steward's\nbusiness and the operations of the Unit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.9 Shop Stewards - Paid Leave of Absence\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>10.9.1 Attendance at Union-Organised Education and Training Courses\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties recognise that in order for Shop Stewards to develop their\nskills and competence they will from time to time, require leave of absence in\norder to attend education and training courses. To this end:-\u003C\u002Fp>\n\n\u003Cp>10.9.1.1 The Union shall be responsible for the education and training of\nShop Stewards.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.9.1.2 The Company shall grant Shop Stewards up to 10 (ten) working days\npaid leave of absence per year in order to permit Shop Stewards to attend\ncourses organised by the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The paid leave of absence referred to above shall:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) be non-accumulative year-on-year; and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) be in addition to the normal leave entitlements which the Shop Steward\naccrues in terms of his\u002Fher conditions of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>10.9.1.3 Should the parties, in any year, mutually agree to any Shop\nStewards being absent for longer than the period referred to in Section\n10.9.1.2 above in order to attend courses organised by the Union, then the Shop\nStewards shall apply for annual leave and in the event that she has no leave\ndays remaining, Management may exercise their discretion of granting additional\ndays not being more than 5 working days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.9.1.4 Application for the release of Shop Stewards to attend courses\norganised by the Union shall be made by the Union, in writing to the Hotel\nManager of the affected Unit, no later than 7 (seven) working days prior to the\ncommencement of any such course.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.9.1.5 Any period of paid leave of absence which may be granted shall not\nreduce the entitlement to paid leave of absence in terms of Section 10.9.1.2\nabove.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. SHOP STEWARDS AND MANAGEMENT MEETING PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Once a Shop Steward Committee has been established in the respective Unit(s)\nthen a regular Shop Steward and Management meeting shall be established in\nterms of this Section 11.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1 Frequency of Meetings\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1.1 Meetings between the Unit Shop Stewards Committee and Management\nshall normally take place monthly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1.2 Urgent meetings may be requested by either party provided that the\nparties mutually agree that the matter is urgent and cannot await the next\nnormal monthly meeting referred to in Section 11.1.1 above, then an urgent\nmeeting shall be convened.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.2 Representation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.2.1 The parties shall be represented at the Shop Stewards and Management\nmeeting, as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.2.1.1 Company representatives;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.2.1.2 Union representatives made up of the respective Unit Shop Stewards\nfrom the Unit Shop Stewards Committees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.3 Quorum\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The quorum at any Unit Shop Stewards and Management Meeting shall be a\nminimum of 2 (two) representatives respectively from each party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.4 Report Back to Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the end of any Shop Steward and Management meeting the\nrepresentatives;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.4.1 Shall mutually agree the date, time and venue for a report-back\ngeneral meeting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.4.2 In such circumstances the representatives shall also mutually agree\nthose Employees who will not attend the report-back general meeting but will\nremain on duty in order to maintain the services of the Unit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.4.3 The parties acknowledge that normally no more than 1 (one) such\nreport-back general meeting will be conducted during a month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.4.4 Where, at the end of any report-back general meeting, the business of\nsuch meeting has not been concluded, then the Co-ordinating Shop Steward or a\nShop Steward in his\u002Fher absence shall liaise with the Unit Hotel Manager in\norder to mutually agree the date and time for the meeting to be rescheduled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.5 Exclusions\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties shall not use the Shop Stewards and Management meetings to:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.5.1 discuss individual problems for there is already an exhaustive\nGrievance Procedure and such meetings are not for grievances unless the\nGrievance Procedure has been exhausted; or\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.5.2 discuss problems or issues which do not relate to the Company; or\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.5.3 amend or change any of the conditions of employment or perform any of\nthe functions which fall within the scope of the Collective Bargaining\nProcedure contained in this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. COLLECTIVE BARGAINING PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1 Undertaking to Negotiate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As long as the Union can satisfy the Company that it has as members not less\nthan 20% (twenty percent) of the total number of Employees falling within the\nbargaining unit in more than one of the Company's Units, then a National\nNegotiating Committee (NNC) for such Hotels shall operate in terms of this\nSection 12.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following issues shall be discussed at NNC Meetings:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1.1 amendments to the Conditions of Employment applicable to Employees\ncovered by the scope of this Agreement;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1.2 rulings and interpretations regarding the application of Conditions\nof Employment and this Agreement;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1.3 any dispute which may arise within the NNC;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1.4 any common dispute or deadlock that arises at more than one Unit\ncovered by the scope of this Agreement and which is referred to the NNC; and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1.5 any other items which the parties mutually agree to be subject to\ncollective bargaining such as changes to specific working conditions, issues\nwhich do not directly affect the working relationship but where joint action\ncould be taken etc:-\u003C\u002Fp>\n\n\u003Cp>12.2 Representation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.2.1 The parties shall be represented at the NNC as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.2.1.1 Company representatives who are not more than the number of\nco-ordinating Shop Stewards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.2.1.2 Union representatives made up as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 (one) Co-ordinating Shop Steward from each Unit covered by the scope of\nthis Agreement or his duly appointed representative Shop Steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.2. In the event of the absence of a representative of either party then\nsuch party shall be entitled to use an alternate, should this be believed to be\nnecessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3 Arrangements for Co-ordinating Shop Stewards to Attend NNC Meetings\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.1 The Union shall provide the Company with a list of the Union's\ndelegates, no later than 7 (seven) days before any meeting of the NNC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The cost of travelling shall be to the account of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Co-ordinating Shop Stewards from Units situated in the area where the\nmeeting is taking place only be released for the scheduled days of the\nmeetings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.2 Co-ordinating Shop Stewards shall be paid for all normal working\nhours during such periods of absence while attending NNC meetings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.3 Leave of absence to attend any NNC meeting shall not be debited\nagainst any leave entitlement of the affected Co-ordinating Shop Steward nor\nshall such Co-ordinating Shop Steward be required to work in time for the leave\nof absence period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.4 Subject to 7 (seven) working day's notice being given by the Union to\nthe Unit Hotel Manager of the Company's Unit where the NNC meeting is scheduled\nto be held, then:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.5.1 the Company shall provide and pay for accommodation for the Union's\nrepresentatives from other units.\u003C\u002Fp>\n\n\u003Cp>12.3.5.2 provided Union members attending NNC meetings utilise staff canteen\nfacilities at the Unit where the meeting is taking place, then all meals taken\nby the Union's representatives shall be to the account of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.5.3 any expenses incurred by the Union and\u002For its representatives,\nother than accommodation, meals and transport, shall not be to the account of\nthe Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.5.4 accommodation provided by the Company in terms of this Clause\n12.3.5.1 shall be subject to the Shop Stewards observing and adhering to the\nnormal rules and regulations and policies as govern all employees during the\ntime such accommodation is provided.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.5.5 The Company shall be responsible for the cost of one Union Meeting\nper quarter plus one Wage Negotiation Meeting per year and any adjournments\nthereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The cost of any additional meetings which are not the quarterly meetings or\nWage Negotiation Meetings or any adjournments thereof shall be borne equally by\nthe parties unless the Company shall exercise its discretion in favour of\nbearing the cost of such additional meetings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.4 Procedure for Meetings\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.4.1 Notwithstanding any other meetings of the NNC which may be convened\nfrom time to time, the NNC shall meet at least once per year, normally\ncommencing in January, for wage negotiations for employees who fall within the\nbargaining unit as defined.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any additional meetings shall be arranged by mutual agreement between the\nparties. Where necessary one additional day will be allowed for caucusing\nbefore the meeting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.4.2 To initiate a meeting a party shall normally give to the other party\nat least 21 (twenty-one) working days notice, in writing. The notice shall\ndetail the issue(s) for inclusion on the agenda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.4.3 Any agreement entered into shall be in writing and will be signed by\nboth parties in a like manner to that used in Section 18 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such agreements shall be binding for the period agreed to by both parties or\nuntil such time that agreement is reached on any amendments and such agreement\nis signed by representatives of both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.6 Report-Back to Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.6.1 After each round of negotiations between the parties the Shop\nStewards Committee of each respective Unit shall be entitled to report back to\nEmployees of the Unit subject to the following:\u003C\u002Fp>\n\n\u003Cp>12.6.1.1 prior notification being given to the Hotel Manager of the\nrespective Unit of the date and time of the report-back meeting;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.6.1.2 Shop Stewards and Employees confining themselves to the venue\nprovided by the respective Unit;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.6.2 Where, at the end of any report-back general meeting, the business of\nsuch meeting has not been concluded, then the Union official and\u002For Shop\nStewards representative shall liaise with the Hotel Manager of the respective\nUnit in order to mutually agree the date and time for the meeting to be\nrescheduled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.6.3 The Company shall have the right, after 2 (two) days of any NNC\nmeeting, to communicate with Employees on the issues being negotiated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.7 Exclusion\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.7.1 NNC meetings convened to collectively bargain issues shall not\nconcern matters which form part of the functions of the Unit-level Shop Steward\nCommittee and Management meeting structure or any procedure unless such\nissue(s) has\u002Fhave been referred to it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.8 Inability to Reach Agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.8.1 In the event of the parties failing to reach agreement then either\nparty may declare a dispute over the issue(s).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.8.2 The notice of dispute shall be given in writing to the other party\nand the matter shall thereafter be dealt with in terms of the Dispute Procedure\nstipulated in Section 13 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. DISPUTE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.1 Declaration of a Dispute\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.1.1 In any Unit covered by the scope of this Agreement, where the\nprovisions of any procedure relating to meetings are exhausted or where, in the\nNNC, the parties fail to reach agreement on any matter, the aggrieved party may\ndeclare a dispute in terms of this Section 13.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.1.2 The declaration of a dispute shall be submitted to the other party,\nin writing, and shall detail the issue(s) giving rise to the dispute and the\nproposed terms of settlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.1.3 The party receiving the dispute declaration shall, within 7 (seven)\ncalendar days of receipt thereof, notify the other party, in writing, of its\nresponse to the dispute declaration including any proposed remedies, suggested\nalternatives and proposed terms of settlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2 Levels of Dispute\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Declared disputes shall be handled in terms of this Section 13, at the\nappropriate level, as follows\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2.1 Hotel Level\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2.1.1 A dispute on an issue(s) in an individual Unit shall be handled at\nthe Unit level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2.2 National Level\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2.2.1 Where a dispute is declared on a common issue(s) affecting more\nthan 1 (one) Unit covered by the scope of this Agreement, or a dispute is\ndeclared at the NNC, the dispute shall be handled at the NNC level.\u003C\u002Fp>\n\n\u003Cp>13.3 Dispute Meeting\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.3.1 The parties shall convene a dispute meeting, at the appropriate\nlevel, within 7 (seven) calendar days of the response, referred to in Section\n13.1.3 above, being received by the party which declared the dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>By mutual agreement between the parties the time period referred to above\nmay be varied and additional 4 (four) more dispute meetings may be held.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.3.2 The purpose of the dispute meeting shall be for the parties to\nattempt to resolve the dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.3.3If the parties fail to resolve the dispute, at one or more dispute\nmeetings, then they shall mutually agree the option to be adopted in attempting\nto resolve the dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.4 Voluntary Options to Resolve Disputes\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Before considering the statutory options available the parties may mutually\nagree to adopt a voluntary option in order to attempt to resolve the\ndispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.4.1 Negotiation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Continuation of negotiations in which case the options to resolve the\ndispute shall be reconsidered by the parties should such negotiations fail to\nresolve the dispute;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.4.2 Voluntary Mediation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Voluntary mediation under the auspices of a mutually agreed mediator;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.4.3 If the dispute is unresolved, the parties may opt for voluntary\narbitration under the auspices of a mutually agreed arbitrator or referral to\nthe Industrial Court.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.5 Statutory Options to Resolve Disputes\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the parties do not adopt one of the voluntary options above, or if\nvoluntary mediation is adopted and has failed, then the Dispute Procedures in\nPart V of the Act shall come into effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. PROCEDURAL\u002FUNPROCEDURAL INDUSTRIAL ACTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.1 General Provisions Relating to Procedural\u002FUnprocedural Industrial\nAction\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.1.1 The parties agree that they shall not call for or take part in any\nform of industrial action unless:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.1.1.1 The Dispute Procedure in Section 13.5 above has been fully adhered\nto and exhausted\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.1.2 The parties agree that where a matter is in dispute or alternatively\nwhere any form of industrial action is being undertaken then:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.1.2.1 The Union, Union officials, Union office bearers and Union members\nwill not obstruct, disrupt, assault or intimidate the general public, guests,\nnon-participant Employees\u002FManagement, suppliers and\u002For Employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.1.2.2 Management will not assault, victimise or intimidate Union\nmembers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2 Procedural Industrial Action\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.1 Procedural Industrial Action by the Union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Industrial action undertaken after compliance with Section 45, Section 46\nand Section 47 of the Labour Relations Act and 13.1.1 above shall be procedural\nindustrial action and shall be subject to the following provisions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.1.1 The Union shall conduct a secret ballot of all members of staff\nfrom within the bargaining unit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.1.2 By mutual agreement the secret ballot referred to above may be\nconducted on the respective Hotel(s)' premises during normal working hours\nwithin 5 (five) days of the Union notifying the Company that it wishes to hold\nsuch a ballot.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.1.3 Where the secret ballot is to be held on the respective Hotel(s)'\npremises the Company shall have the right to appoint a person to observe the\nconducting of the ballot as well as the counting of the votes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.1.4 Should a secret ballot support the taking of procedural industrial\naction, then the Union shall notify the Company, in writing, of the outcome of\nsuch ballot before procedural industrial action commences.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.1.5 The Union undertakes not to commence industrial action and to hold\nitself available for a period of a minimum of 48 (forty-eight) hours from the\nserving of notice referred to in Section 14.2.1.4 above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This will allow the parties to meet in order to endeavour to settle the\ndispute and thereby prevent industrial action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.1.6 In the event of procedural action being undertaken in compliance\nwith the provisions of this Agreement, then no civil legal proceedings will be\nbrought by either party against the other party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This shall include a prohibition of the institution of civil legal\nproceedings against any Union member, Union office bearer or Union member in\nthe case of the Union and any Employee from outside of the bargaining unit,\nretainee, supervisor, member of Management, Director or Shareholder in the case\nof the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3 Unprocedural Industrial Action\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3.1 Both parties agree to undertake every endeavour to bring to an end\nany unprocedural industrial action which occurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3.2 Industrial action undertaken without adherence to Section 14.1.1 and\nSection 14.1.2 above shall be unprocedural industrial action and shall be\nsubject to the following provisions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3.3 Neither party's rights in law shall be affected by their endeavours\nin terms of Section 14.3.1 above and it is recorded that both parties reserve\ntheir right to any action they deem necessary where unprocedural industrial\naction is not brought to an end within 24 (twenty-four) hours of it\ncommencing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3.4 The Company undertakes not to terminate Employees for breach of their\nconditions of employment for participation in unprocedural industrial action,\nfor a period of 24 (twenty-four) hours from the commencement of any such\nunprocedural industrial action provided that this undertaking shall not\napply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3.4.1 for any breach of Company Rules and Regulations for which\ndisciplinary action will normally be taken;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3.4.2 the party undertaking such unprocedural industrial action having\nmade available its officials\u002Frepresentatives to endeavour to resolve the\nunprocedural industrial action within 12 (twelve) hours of its commencement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.3.4.3 in the event that Company assets or guests are threatened both\nparties agree that the Company is entitled to take any steps it may deem\nnecessary to safeguard and secure both assets and guests.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. GENERAL PROVISIONS\u003C\u002Fh2>\n\n\u003Cp>15.1 Any amendment to the Union's registration or Constitution made after\nthe signing of this Agreement shall be communicated to the Company, by the\nUnion's Executive Committee in writing and by registered post within 30\n(thirty) days of such amendment coming into force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.2 Where any amendment referred to in Section 15.1 above has or may have a\nmaterial bearing on this Agreement then either party may convene a meeting to\nre-negotiate this Agreement in terms of Section 16.1.4 below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.3 No relaxation or indulgence which one party may grant to the other\nparty shall constitute a waiver by the former of any of its rights under this\nAgreement unless such relaxation or indulgence is reduced to writing and signed\nin a like manner to that used in Section 18 below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.4 Neither party shall be deemed to have waived any rights in terms of law\ndue to the provisions of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. DURATION AND TERMINATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>16.1 This Agreement shall come into force signed by both parties and shall\nremain in force for a period of three years or until such time as:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.1.1 due notice is given in terms of Section 6.4 above as a result of\ndecreasing Union membership;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.1.2 either the Company or the Union is in material breach of this\nAgreement or acts contrary to the spirit and intent of this Agreement and has\nfailed within 10 (ten) days of receiving written notice thereof to rectify such\nbreach\u002Faction;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.1.3 If the Company is satisfied that the Union does not represent 20% of\nthe employees of the Company, and after it has given the Union 30 days notice\nto rectify such failing, after which this agreement may be terminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.1.4 the parties may re-negotiate all or part of this Agreement. Unless\notherwise agreed between the parties, amendments to all or part of this\nAgreement shall:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.1.4.1 not take place earlier than 1 (one) year from the date of signing\nhereof;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.1.4.2 take place in terms of collective bargaining procedure;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.1.4.3not be effective unless reduced to writing and is signed in a like\nmanner to that used in Section 18 below.\u003C\u002Fp>\n\n\u003Ch2>17. DOMICILIA AND NOTICES\u003C\u002Fh2>\n\n\u003Cp>17.1 For the purpose of this Agreement, including the giving of notices and\nthe serving of legal process, the Company and the Union choose domicilium\ncitandi et executandi (domicilium) as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>the Company:Sunbird Tourism Limited\u003C\u002Fp>\n\n\u003Cp>Mount Soche Hotel\u003C\u002Fp>\n\n\u003Cp>Glyn Jones Road\u003C\u002Fp>\n\n\u003Cp>P O Box 376\u003C\u002Fp>\n\n\u003Cp>BLANTYRE\u003C\u002Fp>\n\n\u003Cp>Malawi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>the Union:Hotels Food Processing and Catering Workers Union\u003C\u002Fp>\n\n\u003Cp>Able House\u003C\u002Fp>\n\n\u003Cp>P O Box 1348\u003C\u002Fp>\n\n\u003Cp>BLANTYRE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.2Either party may at any time change its address by notice in writing\nprovided that the new domicilium is or includes a physical address at which\nprocess can be served. The new domicilium shall become effective 10 (ten) days\nafter the giving of the said notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.3Unless otherwise provided for in this Agreement, any notice given in\nconnection with this Agreement shall be delivered by hand or be sent by prepaid\nregistered post or be sent by telex, facsimile, cablegram or telegram to the\ndomicilium chosen by the Company or the Union.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>18.ATTESTATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Recognition Agreement having been agreed shall come into force with the\nsigning hereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF SUNBIRD TOURISM LIMITED\u003C\u002Fp>\n\n\u003Cp>POSITION\u003C\u002Fp>\n\n\u003Cp>DATE\u003C\u002Fp>\n\n\u003Cp>SIGNATURE OF WITNESS\u003C\u002Fp>\n\n\u003Cp>ADDRESS\u003C\u002Fp>\n\n\u003Cp>OCCUPATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE HOTEL FOOD AND CATERING WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>POSITION\u003C\u002Fp>\n\n\u003Cp>DATE\u003C\u002Fp>\n\n\u003Cp>WITNESS\u003C\u002Fp>\n\n\u003Cp>ADDRESS\u003C\u002Fp>\n\n\u003Cp>OCCUPATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANNEXURE A\u003C\u002Fp>\n\n\u003Cp>Under Clauses 2 and 3.3.1\u003C\u002Fp>\n\n\u003Cp>Hotel Manager\u003C\u002Fp>\n\n\u003Cp>Food & Beverage Manager\u003C\u002Fp>\n\n\u003Cp>Front Office Manager\u003C\u002Fp>\n\n\u003Cp>Executive Housekeeper\u003C\u002Fp>\n\n\u003Cp>Executive Chef\u003C\u002Fp>\n\n\u003Cp>Security Manager\u003C\u002Fp>\n\n\u003Cp>Human Resources Manager\u003C\u002Fp>\n\n\u003Cp>Hotel Manager’s Secretary\u003C\u002Fp>\n\n\u003Cp>Human Resource Manager’s Secretary\u003C\u002Fp>\n\n\u003Cp>Maintenance Manager\u003C\u002Fp>\n\n\u003Cp>Accountant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANNEXURE B\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>HOTEL\u003C\u002Ftd>\n      \u003Ctd>CONSTITUENCY\u003C\u002Ftd>\n      \u003Ctd>NO. OF SHOP STEWARDS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">Sunbird Mzuzu \u003C\u002Ftd>\n      \u003Ctd>Administration and Accounts\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kitchen(s), Restaurant and Bar(s)\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Front Office, Housekeeping\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Maintenance, Gardens, Security, Personnel and Canteen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">Sunbird Lilongwe\u003C\u002Ftd>\n      \u003Ctd>Kitchen(s), Restaurant(s) and Bar(s)\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Front Office, Housekeeping\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accounts, Administration\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Security, Gardens, and Maintenance\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">Sunbird Capital\u003C\u002Ftd>\n      \u003Ctd>Kitchen(s), Restaurant(s) and Bar(s)\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Front Office, Housekeeping\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accounts, Administration\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Security, Gardens, and Maintenance\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">Sunbird\n\n        \u003Cp>Livingstonia\u003C\u002Fp>\n\n        \u003Cp>Beach\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kitchen(s), Restaurant(s) and Bar(s)\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Front Office, Housekeeping\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accounts, Administration\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Security, Gardens, and Maintenance\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">Sunbird Nkopola\n\n        \u003Cp>Lodge\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kitchen(s), Restaurant(s) and Bar(s)\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Front Office, Housekeeping\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accounts, Administration\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Security, Gardens, and Maintenance\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">Sunbird\n\n        \u003Cp>Ku Chawe\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kitchen(s), Restaurant(s) and Bar(s)\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Front Office, Housekeeping\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accounts, Administration\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Security, Gardens, and Maintenance\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">Sunbird\n\n        \u003Cp>Mount Soche\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kitchen(s), Restaurant(s) and Bar(s)\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Front Office, Housekeeping\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accounts, Administration\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Security, Gardens, and Maintenance\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"coverunion_trigger":44,"PAIDLEAV_trigger":48,"trainingprogrammes":52},{"bindId":45,"name":46,"text":47},"coverunion_trigger","3.1 This Agreement shall apply to all Em","3.1 This Agreement shall apply to all Employees of Hotels controlled by the\nCompany and which are covered by the scope of this Agreement and who are\nengaged in job positions included in the bargaining unit, as defined.",{"bindId":49,"name":50,"text":51},"PAIDLEAV_trigger","10.9.1.3 Should the parties, in any year","10.9.1.3 Should the parties, in any year, mutually agree to any Shop\nStewards being absent for longer than the period referred to in Section\n10.9.1.2 above in order to attend courses organised by the Union, then the Shop\nStewards shall apply for annual leave and in the event that she has no leave\ndays remaining, Management may exercise their discretion of granting additional\ndays not being more than 5 working days.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","10.9.1 Attendance at Union-Organised Edu","10.9.1 Attendance at Union-Organised Education and Training Courses\n\n\n\nThe parties recognise that in order for Shop Stewards to develop their\nskills and competence they will from time to time, require leave of absence in\norder to attend education and training courses. To this end:-\n\n10.9.1.1 The Union shall be responsible for the education and training of\nShop Stewards.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>MWI Sunbird Tourism Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-05-31\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: → Ministry\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Sunbird Tourism 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                        HFCWU - Hotel Food Processing and Catering Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \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        \n\n\n        \n\n        \n        \n        \n         \n\n        \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            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → Not mentioned days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[61],{"title":37,"slug":33},[63],{"type":64,"data":65},"call_to_action_body_block",{"title":66,"description":67,"variant":68,"link":69},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Malawi across sectors, topics and countries","dark",{"title":66,"url":70,"description":66,"rel":71,"type":72},"\u002Fen-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[74],{"type":64,"data":75},{"title":66,"description":67,"variant":68,"link":76},{"title":66,"url":70,"description":66,"rel":71,"type":72},[]]