[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-settlement-between-rafhan-best-foods-limited-and-rafhan-best-foods-limited-employees-union-kasur---2012":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":25,"data":33,"children":83,"content_type_view":84,"extra_breadcrumbs":85,"body":87,"body_blocks":98,"related_pages":102},1005,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","Explore Pakistan CBAs and MOUs: pay scales, hours, leave, benefits, and dispute settlements. Browse by sector and company.","Pakistan Collective Agreements Database | CBA Library","\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_PK","2025-07-28T14:54:55.998361+00:00","2026-04-02T10:09:28.335325+00:00","\u002Fcms\u002Fpages\u002F1005\u002Fedit\u002F",[18,21,24],{"title":19,"slug":20},"Pakistan","en-pk",{"title":22,"slug":23},"Work in Pakistan","work-in-pakistan",{"title":6,"slug":5},{"title":10,"description":9,"image":26,"canonical":27,"robots":28,"og_type":29,"twitter_card":30,"locale":20,"created_at":31,"last_modified_at":32},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T16:54:55.998361+02:00","2026-04-02T12:09:28.477811+02:00",{"cba":34,"clauses":45,"details":81,"translations":82},{"id":35,"uid":36,"url":37,"name":38,"locale":13,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"memorandum-of-settlement-between-rafhan-best-foods-limited-and-rafhan-best-foods-limited-employees-union-kasur---2012","eab5f09a-eba4-11e7-abf1-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpakistan\u002Fmemorandum-of-settlement-between-rafhan-best-foods-limited-and-rafhan-best-foods-limited-employees-union-kasur---2012\u002Fmemorandum-of-settlement-between-rafhan-best-foods-limited-and-rafhan-best-foods-limited-employees-union-kasur---2012\u002F","Memorandum of Settlement between Rafhan Best Foods Limited and Rafhan Best Foods Limited Employees Union Kasur - 2012","PAK Rafhan Best Foods Ltd - 2012","Pakistan - PAK Rafhan Best Foods Ltd - 2012","PAK Rafhan Best Foods Ltd - 2012 - Manufacturing",{"name":43,"data":44},"70 Unilever Pakistan Foods Ltd.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New3\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF SETTLEMENT BETWEEN RAFHAN BEST FOODS LIMITED AND RAFHAN BEST\nFOODS LIMITED EMPLOYEES UNION KASUR - 2012\u003C\u002Fh1>\n\n\u003Cp>UNDER INDUSTRIAL RELATIONS ACT, 2012\u003C\u002Fp>\n\n\u003Cp>Effective from 1st April, 2012 to 31st March, 2014\u003C\u002Fp>\n\n\u003Cp>REPRESENTING MANAGEMENT\u003C\u002Fp>\n\n\u003Cp>Ahmed Ali Zia – HR Director\u003C\u002Fp>\n\n\u003Cp>Amar Naseer – Legal Director & Company Secretary\u003C\u002Fp>\n\n\u003Cp>M. Irfan Bhatti – Works Manager\u003C\u002Fp>\n\n\u003Cp>Mohsin Nishat – HRBP – SC\u003C\u002Fp>\n\n\u003Cp>Fouzia Ishaque – NERM\u003C\u002Fp>\n\n\u003Cp>Imtiaz Jaleel – Commercial Manager\u003C\u002Fp>\n\n\u003Cp>Mohammad Waseem – Controller\u003C\u002Fp>\n\n\u003Cp>Ruhkaam Kariamian – Factory HRBP\u003C\u002Fp>\n\n\u003Cp>Moiz Idris Rajput – Finance Business Partner\u003C\u002Fp>\n\n\u003Cp>Tayyab Siraj – JM – HR\u003C\u002Fp>\n\n\u003Cp>REPRESENTING WORKERS\u003C\u002Fp>\n\n\u003Cp>Iftikhar Ahmed Anjum – President\u003C\u002Fp>\n\n\u003Cp>Muhammad Aslam – General Secretary\u003C\u002Fp>\n\n\u003Cp>Richard Patrick – Joint Secretary\u003C\u002Fp>\n\n\u003Cp>Muhammad Bilal – Joint Committee Member\u003C\u002Fp>\n\n\u003Cp>Muhammad Asif – Joint Committee Member\u003C\u002Fp>\n\n\u003Cp>SHORT RECITAL OF THE CASE\u003C\u002Fp>\n\n\u003Cp>The Employees Union – Rafhan Best Foods Limited Kasur (Regd.), the\nCollective Bargaining Agent (hereinafter called ‘C.B.A’ of Rafhan Best\nFoods Ltd. submitted the Charter of Demands (Annexure – A) vide their letter\nNo. Nil dated July 18th, 2012 to Unilever Pakistan Foods Ltd. (Formerly Rafhan\nBest Foods Ltd.) (hereinafter called the “Company”).\u003C\u002Fp>\n\n\u003Cp>A series of meetings were held between the representatives nominated by the\nC.B.A and the company for bilateral negotiation and collective bargaining.\nFinally, the following Agreement has been arrived at in full and final\nsettlement of the above Charter of Demand which shall remain on both the\nparties w.e.f. 1st April, 2012 to 31st March, 2014 for a period of two\nyears.\u003C\u002Fp>\n\n\u003Ch2>(Points 1 & 2 are missing)\u003C\u002Fh2>\n\n\u003Cp>The committee will decide the ratio of bonus to be linked with performance\nand also formulate a mechanism for determining individual\u002Fteam performance\nwhich will be linked with the apportioned ration of bonus to be distributed on\nthe agreed basis.\u003C\u002Fp>\n\n\u003Cp>The committee will meet as many times as may be necessary, and all efforts\nwill be made to finalize its recommendation not later than 31st July, 2013\nincorporating the following.\u003C\u002Fp>\n\n\u003Cp>• Performance matrix to be applicable to every member of the factory\nstaff.\u003C\u002Fp>\n\n\u003Cp>• Ratio of bonus to be apportioned to be linked with performance.\u003C\u002Fp>\n\n\u003Cp>• Criteria for payment of performance bonus with rates will be applied for\npayment of bonus.\u003C\u002Fp>\n\n\u003Cp>The employees union undertakes that on finalization of the above scheme, it\nwill be its responsibility to communicate the same to all factory staff. It is\nalso agreed that the implementation of the decide mechanism will be done once\nthe hiring of new entrants is completed and the newly hired employees are\ndeployed on their jobs.\u003C\u002Fp>\n\n\u003Ch2>3. UMMRA, NON – MUSLIMS RELIGIOUS ZIARAT AND HAJJ\u003C\u002Fh2>\n\n\u003Cp>The company has agreed to pay Rs. 100,000\u002F- (Rupees one thousand hundred\nonly) to permanent employees for the purpose of performing Ummra\u002FReligious\nZiarat (in case of Non-Muslims) for 2 persons per annum. However, they have to\nprovide proof of such Umrah\u002FZiarat to the satisfaction of company. The person\nwill be chosen through balloting and he will be entitled for 15 days leaves\nwith pay. A person who has once been selected for this purpose through the\ncompany balloting process and has availed the facility shall not be eligible\nfor the future balloting.\u003C\u002Fp>\n\n\u003Cp>In addition, 1 seat has also been introduced for Hajj at the rate prescribed\nby the Government. The procedure for selection of the eligible candidate has\nbeen discussed and agreed with C.B.A. Moreover, the number of days spent on\nHajj will be allowed as special leave with pay.\u003C\u002Fp>\n\n\u003Ch2>4. COMPNAY LOAN FUND\u003C\u002Fh2>\n\n\u003Cp>It has been agreed that the company will provided total company loan fund of\nRs. 60,000\u002F- (Rupees sixty thousand only).\u003C\u002Fp>\n\n\u003Cp>The maximum amount to an individual will be paid the basis of maximum 3\nsalaries i.e. (Basic pay, Cola 205 & 18% indexation). To be eligible for\nsuch loan, the individual must be a permanent employee of the company for 5\nyears. The loan will be paid back to the company in eighteen instalments\nwithout interest.\u003C\u002Fp>\n\n\u003Ch2>5. HOUSE BUILDING\u002FMOTORCYCLE\u002FCOMPUTER LOAN\u003C\u002Fh2>\n\n\u003Cp>It is agreed that the total amount of Rs. 1,600,000\u002F- will be available for\npermanent employees as House Building loan with maximum loan of Rs. 80,000\u002F-\nper permanent employee. The interest will be charged @ 9% for five years. The\nloan will be returned in sixty equal instalments (50% deduction from salary +\n50% from bonus). To be eligible for such a loan, the individual must be a\npermanent employee of the company for 3 years and the registry of the property\nmust be valid. The above facility will also be available for purchase\nmotorcycle and computer, however, an employee can exercise this option only\nonce for either house building, motorcycle or computer.\u003C\u002Fp>\n\n\u003Ch2>6. COMPUTER ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>It has been agreed that permanent employees operating computers will be\ngiven an Allowance of Rs. 250\u002F- per month provided that they are spending at\nleast 75% of their time on the computer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. MONTHLY POD\u003C\u002Fh2>\n\n\u003Cp>Purchase of company products of worth Rs. 1800\u002F- (Rupees eighteen hundred\nonly) at 50% discount per month. UPFL permanent workers can also buy product of\nthe affiliate company, Unilever Pakistan Ltd.\u003C\u002Fp>\n\n\u003Ch2>8. BURIAL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>It has been agreed that the company will pay Rs. 15000\u002F- (Rupees Fifteen\nthousand only) as funeral expenses on the death of a permanent employment to\nthe widow of employee and if the widow is not surviving to the legal eldest\nchild of permanent employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. ANNUAL LEAVES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>It has been agreed that 21 leaves will continue as per previous\npractices.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The Management agrees to give the following Service Award to permanent\nemployees on completion of their respective service periods:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Service Period\u003C\u002Ftd>\n      \u003Ctd>Award\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 Years\u003C\u002Ftd>\n      \u003Ctd>Rs. 7000\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15 Years\u003C\u002Ftd>\n      \u003Ctd>Rs. 14000\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20 Years\u003C\u002Ftd>\n      \u003Ctd>Rs. 16000\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25 Years\u003C\u002Ftd>\n      \u003Ctd>Rs. 18000\u002F-\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>11. EDUCATION SCHOLARSHIP\u003C\u002Fh2>\n\n\u003Cp>The company agrees to grant 10 scholarships to the children of permanent\nemployees of the company which will be allowed as following amount.\u003C\u002Fp>\n\n\u003Cp>a) Matric Rs. 400\u002F- per month plus Rs. 200\u002F- on securing 60% or more\nmarks.\u003C\u002Fp>\n\n\u003Cp>b) Intermediate Rs. 450\u002F- per month plus Rs. 200\u002F- on securing 60% or more\nmarks.\u003C\u002Fp>\n\n\u003Cp>c) Graduation Rs. 500\u002F- per month plus Rs. 200\u002F- on securing 60% or more\nmarks.\u003C\u002Fp>\n\n\u003Cp>d) Post-Graduation Rs. 550\u002F- per month plus Rs. 200\u002F- on securing 60% or\nmore marks.\u003C\u002Fp>\n\n\u003Ch2>12. MARRIAGE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>It has been agreed to pay to permanent employees an amount of Rs. 10000\u002F-\n(Rupees ten thousand only) on marriage of ex-gratia for marriage of self,\ndaughter and dependent sister. An employee can have a maximum of 02 cases per\nannum. In total, there can be a maximum of 07 such double cases in a calendar\nyear. The left over double cases can be carried forward in the next year. It\nhas also been agreed that claims will be disposed-off on monthly basis. In case\nan employee is left out of the double case during the calendar year due to the\ncompletion of double cases, the individual must be a permanent employee of the\ncompany for 2 years. In all 14 single cases or 7 double cases will be\nentertained in each calendar year.\u003C\u002Fp>\n\n\u003Ch2>13. MEDICAL FACILITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>It has been agreed that medical facility will be continued as per pervious\npractices for those employees who are not covered under social security\nscheme.\u003C\u002Fp>\n\n\u003Cp>These permanent employees will be paid allowance of 07% of basic salary +\nCOLAS + 18% indexation + House Rent + Conveyance allowance + Special allowance\n(Rs. 450\u002F-).\u003C\u002Fp>\n\n\u003Cp>The 07% medical allowance will also be admissible at the close of the year\nat the actual earning of night and evening shift allowances.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. NIGHT\u002FEVENING\u002FFOOD ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>It has been agreed to pay an evening shift allowance of Rs. 25\u002F- and night\nshift allowance of Rs. 50\u002F- per shift.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>It has been agreed that overtime will be paid to all permanent employees on\nthe basis of basic + colas + 18% indexation + house rent + conveyance\nallowance. Prior approval from supervisor and \u002F or other authorized personnel\nis required for overtime as per previous practices.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. PROVIDENT FUND STATEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Provident Fund annual statement will be arranged for factory staff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. RECREATION\u002FPASSAGE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>It is agreed that Passage Allowance for permanent employees will be paid\ninclusive of (basic salary, COLAS and 18% indexation) x 1.07. However, it will\nbe admissible up to eight absences during the year.\u003C\u002Fp>\n\n\u003Ch2>18. WHEAT ADVANCE\u003C\u002Fh2>\n\n\u003Cp>It has been agreed that Government applicable price will be final for\nadvancing loan to permanent employees, for buying 20 mounds of wheat. This\namount will be deducted from employee’s salary every month in 12 equal\ninstallments without any interest.\u003C\u002Fp>\n\n\u003Ch2>19. COLAS\u003C\u002Fh2>\n\n\u003Cp>No change in previous practices. Follow law of the land.\u003C\u002Fp>\n\n\u003Ch2>20. CONVEYANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>It has been agreed that the company will provide conveyance to permanent\nemployees travelling from Lahore during the regular shift. It is expected that\nnot more than 13 employees will avail this facility. In case the number\nincrease, C.B.A will inform the company accordingly well in advance in order\nthat the appropriate conveyance can be arranged. It has been further agreed\nthat factory management and C.B.A will sit together and optimize the route for\nexisting transport facility to accommodate patoki as well in the existing route\nthroughout the shifts. It will be insured that the cost remains within the\nbudgeted amount.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>This agreement will continue to remain in force up to 31st March, 2014 and\ncan be terminated by either party by giving two months notice in writing to the\nother party communicating their intension to be no longer bound by the\nsettlement.\u003C\u002Fp>\n\n\u003Cp>It is agreed between the parties that this SETTLEMENT has finally settled\nall the demand included in Charter of Demand (Annexure ‘A’ hereto) and also\nall the matters raised or could have been raised or could have been raised and\ndiscussed in the dialogue proceedings and the C.B.A agrees and undertakes that\nit will not raise any demand during the aforesaid operation of this\nSETTLEMENT.\u003C\u002Fp>\n\n\u003Cp>The C.B.A undertake and guarantee good behavior and full cooperation for\nmaintenance of discipline and industrial peace during the tenure of the\nSettlement and agrees to the development of work force from time to time and as\nand when considered expedient by the Company according to the work\nrequirements. The C.B.A further undertakes that in case of any different it\nwould seek redress of grievances in accordance with provision of law and will\nnot indulge in discipline or disturbance o industrial peace and will ensure\nthat there is no stoppage of working on the part of workers nor will they adopt\nany go-slow tactics.\u003C\u002Fp>\n\n\u003Cp>This settlement has been signed on June 07, 2013 at Lahore.\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\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\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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"NOCTPREM_trigger":46,"pensionfund":50,"ONCERISE_trigger":54,"OVERTIME_trigger":58,"SENIOR_trigger":62,"healthcareaccess":66,"COMMUTE_trigger":70,"PAIDLEAV_trigger":74,"funeralpay":78},{"bindId":47,"name":48,"text":49},"NOCTPREM_trigger","It has been agreed to pay an evening shi","It has been agreed to pay an evening shift allowance of Rs. 25\u002F- and night\nshift allowance of Rs. 50\u002F- per shift.",{"bindId":51,"name":52,"text":53},"pensionfund","Provident Fund annual statement will be ","Provident Fund annual statement will be arranged for factory staff.",{"bindId":55,"name":56,"text":57},"ONCERISE_trigger","It has been agreed that permanent employ","It has been agreed that permanent employees operating computers will be\ngiven an Allowance of Rs. 250\u002F- per month provided that they are spending at\nleast 75% of their time on the computer.",{"bindId":59,"name":60,"text":61},"OVERTIME_trigger","It has been agreed that overtime will be","It has been agreed that overtime will be paid to all permanent employees on\nthe basis of basic + colas + 18% indexation + house rent + conveyance\nallowance. Prior approval from supervisor and \u002F or other authorized personnel\nis required for overtime as per previous practices.",{"bindId":63,"name":64,"text":65},"SENIOR_trigger","The Management agrees to give the follow","The Management agrees to give the following Service Award to permanent\nemployees on completion of their respective service periods:\n\n\n  \n  \n  \n  \n    \n      Service Period\n      Award\n    \n    \n      10 Years\n      Rs. 7000\u002F-\n    \n    \n      15 Years\n      Rs. 14000\u002F-\n    \n    \n      20 Years\n      Rs. 16000\u002F-\n    \n    \n      25 Years\n      Rs. 18000\u002F-",{"bindId":67,"name":68,"text":69},"healthcareaccess","It has been agreed that medical facility","It has been agreed that medical facility will be continued as per pervious\npractices for those employees who are not covered under social security\nscheme.\n\nThese permanent employees will be paid allowance of 07% of basic salary +\nCOLAS + 18% indexation + House Rent + Conveyance allowance + Special allowance\n(Rs. 450\u002F-).\n\nThe 07% medical allowance will also be admissible at the close of the year\nat the actual earning of night and evening shift allowances.",{"bindId":71,"name":72,"text":73},"COMMUTE_trigger","It has been agreed that the company will","It has been agreed that the company will provide conveyance to permanent\nemployees travelling from Lahore during the regular shift. It is expected that\nnot more than 13 employees will avail this facility. In case the number\nincrease, C.B.A will inform the company accordingly well in advance in order\nthat the appropriate conveyance can be arranged. It has been further agreed\nthat factory management and C.B.A will sit together and optimize the route for\nexisting transport facility to accommodate patoki as well in the existing route\nthroughout the shifts. It will be insured that the cost remains within the\nbudgeted amount.",{"bindId":75,"name":76,"text":77},"PAIDLEAV_trigger","It has been agreed that 21 leaves will c","It has been agreed that 21 leaves will continue as per previous\npractices.",{"bindId":79,"name":72,"text":80},"funeralpay","It has been agreed that the company will pay Rs. 15000\u002F- (Rupees Fifteen\nthousand only) as funeral expenses on the death of a permanent employment to\nthe widow of employee and if the widow is not surviving to the legal eldest\nchild of permanent employee.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>PAK Rafhan Best Foods Ltd - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2013-06-07\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Rafhan Best Foods Ltd\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                    \u003Cspan>\n                        None\n                        \n                    \u003C\u002Fspan>\n                    \n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\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: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → PKR 3000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → PKR 1500.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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: → PKR 7000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[86],{"title":39,"slug":35},[88],{"type":89,"data":90},"call_to_action_body_block",{"title":91,"description":92,"variant":93,"link":94},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Pakistan across sectors, topics and countries","dark",{"title":91,"url":95,"description":91,"rel":96,"type":97},"\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[99],{"type":89,"data":100},{"title":91,"description":92,"variant":93,"link":101},{"title":91,"url":95,"description":91,"rel":96,"type":97},[]]