[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-rw\u002Fwork-in-rwanda\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-cotraf-and-cestrar-and-la-soci-t-rwandaise-pour-la-production-et-la-commercialisation-du-th-sorwathe-ltd---2014":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":119,"content_type_view":120,"extra_breadcrumbs":121,"body":123,"body_blocks":134,"related_pages":138},825,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-rw\u002Fwork-in-rwanda\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_RW","2025-07-28T06:21:20.631591+00:00","2026-04-02T10:39:12.133869+00:00","\u002Fcms\u002Fpages\u002F825\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Rwanda","en-rw",{"title":20,"slug":21},"Work in Rwanda","work-in-rwanda",{"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-rw\u002Fwork-in-rwanda\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T08:21:20.631591+02:00","2026-04-02T12:39:12.277112+02:00",{"cba":32,"clauses":43,"details":117,"translations":118},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-between-cotraf-and-cestrar-and-la-soci-t-rwandaise-pour-la-production-et-la-commercialisation-du-th-sorwathe-ltd---2014","77f6fe7a-089b-11e6-8161-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Frwanda\u002Fcollective-agreement-between-cotraf-and-cestrar-and-la-soci-t-rwandaise-pour-la-production-et-la-commercialisation-du-th-sorwathe-ltd---2014\u002Fcollective-agreement-between-cotraf-and-cestrar-and-la-soci-t-rwandaise-pour-la-production-et-la-commercialisation-du-th-sorwathe-ltd---2014\u002F","Collective Agreement between COTRAF and CESTRAR and La Société Rwandaise pour la Production et la Commercialisation du Thé (SORWATHE Ltd.) - 2014","RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2014","Rwanda - RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2014","RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2014 - Agriculture, forestry, fishing, Manufacturing",{"name":41,"data":42},"SORWATHE_CBA_2014-2015[2].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>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective Agreement between COTRAF and CESTRAR and La Société Rwandaise\npour la Production et la Commercialisation du Thé (SORWATHE Ltd.)\u003C\u002Fh1>\n\n\u003Cp>Between, the following trade unions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>o Le Congrès du Travail et de la Fraternité des Travailleurs (COTRAF) ,\u003C\u002Fp>\n\n\u003Cp>o La Centrale des Syndicats des Travailleurs du Rwanda (CESTRAR) ,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And, the Employer:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La Société Rwandaise pour la Production et la Commercialisation du Thé\n(SORWATHE Ltd.) ,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A labour convention and collective agreement has been concluded in the\nfollowing terms:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INTRODUCTION\u003C\u002Fp>\n\n\u003Cp>•Preamble\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd. is a tea producer and marketing company working in the\nagricultural sector in Rwandda. SORWATHE Ltd. is committed to promoting social\ndialogue and believes that the existence of a labour convention and collective\nagreement really gives a voice to employees. In addition, legislative,\nnormative, social and work requirements both international and national insist\non labour conventions and collective agreements between trade unions and\nemployers. These conventions may exist at national or institutional levels.\u003C\u002Fp>\n\n\u003Cp>•Scope of application\u003C\u002Fp>\n\n\u003Cp>This collective agreement is applicable to all current employees of Sorwathe\nLtd, Rwanda\u003C\u002Fp>\n\n\u003Cp>•Object\u003C\u002Fp>\n\n\u003Cp>This labour convention and collective agreement is intended to meet certain\nlabor requirements and to promote both the productivity of SORWATHE Ltd. and\nthe social welfare of all its employees.\u003C\u002Fp>\n\n\u003Cp>•Applicable law\u003C\u002Fp>\n\n\u003Cp>This Agreement is concluded in accordance with Law No 13\u002F2009 of 27 May 2009\nregulating labour in Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER ONE: PROFESSIONAL CATEGORIES AND SALARY SCALE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Languages used\u003C\u002Fp>\n\n\u003Cp>This agreement is written in three official languages used in Rwanda. It was\ninitiated and adopted in English.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. Job classification.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>The positions are classified into seven categories [1 - Class A & B up\nto 7]. This is in accordance with the organization chart proposed by Director\nGeneral and approved by the Board of Directors.\u003C\u002Fp>\n\n\u003Cp>The approved position for each category is indicated in the Internal\nregulation.\u003C\u002Fp>\n\n\u003Cp>Positions classified above Class 7 are reserved for Directors and Plantation\nManager. Their terms are decided and approved by the Board of Directors.\u003C\u002Fp>\n\n\u003Cp>All others are Temporary workers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. Salaries scale by each category.\u003C\u002Fh2>\n\n\u003Cp>A salary is the wage for the work done. No salary is to be paid in the event\nof unauthorized absence, except for the cases provided for by law or by the\ninternal regulations or collective conventions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The recruitment (starting) salary is fixed by the Board of Directors. This\nrecruitment (starting) salary applicable to 2014 is attached to this agreement\n(Annexure). This has taken into account the following.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Annual Increment for 2014: 4%-8% Annual Increment based on the\nperformance appraisal. It is further explained in item No 6.\u003C\u002Fp>\n\n\u003Cp>• Salary Revision: The Board of Directors has approved a salary revision\nfor 2014 as follows.\u003C\u002Fp>\n\n\u003Cp> 7% on the 2014 basic salary after Annual Increment for 2014 for\ncategories 1 to 3.\u003C\u002Fp>\n\n\u003Cp> 5% on the 2014 basic salary after Annual Increment for 2014 for\ncategories 4 to 7.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> Medical allowance are increased by 10%\u003C\u002Fp>\n\n\u003Cp> Transport Allowance are increased by 10%\u003C\u002Fp>\n\n\u003Cp> For permanent pluckers, Transport and Housing Allowance are increased by\n25%\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Annexure of the Salary details include the basic salary and all the\nallowances, Primes and Incentives in accordance with the labor law applied in\nRwanda and the internal regulations of the company.\u003C\u002Fp>\n\n\u003Cp>Each revision shall take into account, as far as possible, the need to\nreduce the differences between categories.\u003C\u002Fp>\n\n\u003Cp>Special Prime\u002FIncentives:\u003C\u002Fp>\n\n\u003Cp>The Management may consider a special Prime for extraordinary work or higher\nqualification achieved. The qualifications must be connected to the work the\nemployee does. There will be no consideration if it is not connected to his\u002Fher\nwork\u002Fjob.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. Loyalty premium\u003C\u002Fh2>\n\n\u003Cp>Employees receive a loyalty premium equivalent to their monthly salary as\nwell as a certificate of loyalty at the end of every ten years of continuous\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. Other allowances and bonuses\u003C\u002Fh2>\n\n\u003Cp>Various incentives, allowances and bonuses will be granted to employees are\nproposed by the General Director and approved by the Board of Directors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. Terms of payment\u003C\u002Fh2>\n\n\u003Cp>All employees are paid their salary on a monthly basis.All taxes and\ncontributions made compulsory by the Labour Law and social security in Rwanda\nare deducted from the gross salary.\u003C\u002Fp>\n\n\u003Ch2>6. Salary increment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>Annual salary increment consists of annual salary increases that are based\non performance evaluations of the employee. The increase rate over the two\nyears from 1 January, 2014 to 31 December, 2015 shall be at least 4% and 8%\nmaximum depending on the performance achieved by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>There will be no increment if the assessment rating is below 59%.\u003C\u002Fp>\n\n\u003Cp>The criteria for annual increment based on the performance appraisal is as\nfollows:\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>Assessment Rating\u003C\u002Ftd>\n      \u003Ctd>%\u003C\u002Ftd>\n      \u003Ctd>Classification\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>[90% - 100% ] \u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>\"Elite\"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>[ 80% - 89%]\u003C\u002Ftd>\n      \u003Ctd>7%\u003C\u002Ftd>\n      \u003Ctd>\"Very good\"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>[70% - 79%]\u003C\u002Ftd>\n      \u003Ctd>6%\u003C\u002Ftd>\n      \u003Ctd>\"Good\"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>[60% - 69%]\u003C\u002Ftd>\n      \u003Ctd>4%\u003C\u002Ftd>\n      \u003Ctd>\"Fair\"\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. Evaluations\u003C\u002Fh2>\n\n\u003Cp>Evaluation is done in June and December for each employee with at least 6\nmonths of service during the year. Evaluation criteria are determined by the\ninternal regulations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Evaluation are done out of 100 points maximum. The annual total score is\nrounded off to the higher or lower unit depending on whether the decimal\nreaches or is less than 0.50.\u003C\u002Fp>\n\n\u003Cp>The sanctions must be considered on the evaluation sheet and are taken into\naccount for the listing of the current period in order to have an objective\nassessment.\u003C\u002Fp>\n\n\u003Cp>The following scale is considered on the motivation of the penalty\nassessment criteria:\u003C\u002Fp>\n\n\u003Cp>o Each remark: minus 1 point\u003C\u002Fp>\n\n\u003Cp>o Warning: minus 2 points\u003C\u002Fp>\n\n\u003Cp>o Blame: 3 points\u003C\u002Fp>\n\n\u003Cp>o Suspension: minus 5 points\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Appeal against Evaluation\u003C\u002Fp>\n\n\u003Cp>Each employee has the right to appeal against his\u002Fher evaluation. The\nemployee will receive his\u002Fher annual scoring card before December 31. This form\nmust be returned to the Human Resource Department, duly signed for approval or\naccompanied by a letter of appeal addressed to the Director General if required\nwithin 15 days from receipt. The Director General will examine and respond with\n15 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. Promotion.\u003C\u002Fh2>\n\n\u003Cp>In case of vacant positions, internal promotion takes place whereby a worker\nmust hold a position higher than the one occupied before, that is to say moving\nfrom a lower category to a higher one.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case of vacant positions, internal promotions will be considered first.\nIf there are no suitable candidates, the post will be advertised externally.\nCurrent employees can apply again if interested.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The selection will be based on experience, skills, qualifications, written\ntest and interview. The Director General will make the final decision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If required the employee selected will have to undergo a training period in\nthe new post. He\u002Fshe will undergo a further evaluation at the end of the\ntraining period. If the employee does not perform well during the training\nand\u002For the evaluation at the end of the training, he\u002Fshe will be reverted back\nto his\u002Fher earlier position and the same salary as enjoyed earlier.\u003C\u002Fp>\n\n\u003Cp>If the promoted and if the employee is close or has exceeded the recruitment\nbasic salary of his\u002Fher new position, he\u002Fshe will receives 5% on the current\nbasic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER II : RECRUITMENT\u003C\u002Fp>\n\n\u003Ch2>9. Vacancy\u003C\u002Fh2>\n\n\u003Cp>In case of vacancy, the needs for replacement are be expressed by the Heads\nof Departments who must bring the needs before the DG to for a consensus with\nthe Management Committee.\u003C\u002Fp>\n\n\u003Cp>For permanent employment, the candidate must submit the following\ndocuments:\u003C\u002Fp>\n\n\u003Cp>1. Job application letter addressed to the Director General;\u003C\u002Fp>\n\n\u003Cp>2. The curriculum vitae ;\u003C\u002Fp>\n\n\u003Cp>3. Copy of identity card ;\u003C\u002Fp>\n\n\u003Cp>4. Photocopy of degree or training certificate ;\u003C\u002Fp>\n\n\u003Cp>5. Certificate of accomplished service, if the candidate has been employed\npreviously ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If selected after passing the test\u003C\u002Fp>\n\n\u003Cp>6. Official attestations\u002Fcertifications dating back no more than 3 months,\nissued by the sector ;\u003C\u002Fp>\n\n\u003Cp>7. Three passport photos;\u003C\u002Fp>\n\n\u003Cp>8. For some functions specified by the Director General, a Certificate of\nfitness issued by a recognized medical doctor;\u003C\u002Fp>\n\n\u003Cp>9. A certified copy of the degree\u002Fdiploma true to the original;\u003C\u002Fp>\n\n\u003Cp>A certificate of accomplished services from the last employer, if the\napplicant has been employed previously;\u003C\u002Fp>\n\n\u003Cp>10. Criminal record, if necessary;\u003C\u002Fp>\n\n\u003Cp>11. Two written recommendations signed by referees bearing their telephone\nnumbers and\u002For postal addresses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For temporary or casual workers the following document shall be required:\u003C\u002Fp>\n\n\u003Cp>- The identity card\u003C\u002Fp>\n\n\u003Cp>Any appointment of a worker must be evidenced by a contract written in one\nof three official languages used in the country and lay down the category,\nfunctions and salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The contract must indicate:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> The employer's name and address\u003C\u002Fp>\n\n\u003Cp> The employee's name and address\u003C\u002Fp>\n\n\u003Cp> The date of commencement of service\u003C\u002Fp>\n\n\u003Cp> The nature (position held and corresponding category)\u003C\u002Fp>\n\n\u003Cp> The components of the salary (basic salary, bonuses, allowances,\netc.).\u003C\u002Fp>\n\n\u003Cp> Duration of work.\u003C\u002Fp>\n\n\u003Cp> Other conditions deemed necessary.\u003C\u002Fp>\n\n\u003Cp>Any employee recruited must sign a contract of employment before commencing\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. Contract of employment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Unless otherwise stated, any definitive employment for the permanent staff\nshall be preceded by a probation period of three months, renewable once, which\ncan not exceed six months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee on probation shall be paid at the rate of the category of work\ncorresponding to the job for which s\u002Fhe is hired in accordance with the salary\nscale in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During this probation period, either party may terminate the contract\nwithout notice nor other dismissal compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After the probation period, the employee is evaluated and confirmed or not\nin his\u002Fher post. She\u002Fhe is notified of the decision by a letter of the Director\nGeneral with acknowledgment of receipt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. Identification.\u003C\u002Fh2>\n\n\u003Cp>All permanent or temporary workers are entitled to an identification card\nwhich they must display at the main entrance of the factory. This is to show\nthat he\u002Fshe is employed by SORWATHE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any worker who leaves the company, regardless of the reason for termination\nof employment, must return his\u002Fher identification card to the Human Resources\nDepartment before s\u002Fhe is issued the certificate of accomplished services.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER III: WORKING CONDITIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. Overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime is defined as a period when urgent work is performed outside the\nworking hours prescribed by law or agreements upon request of the\nsupervisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These additional hours should be compensated for. In case of no recovery,\novertime is paid for at the minimum rate of 150% of the worker's gross salary\nless reimbursement allowances and fringe benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>As per the law overtime for the week cannot exceed 12 hours. An offday will\nbe given in lieu of any urgent overtime done.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A monthly fixed sum, set jointly by the worker assisted by his\u002Fher trade\nunion representatives and the Director General, may be granted within the scope\nof the law, to the employees whose nature of work requires working overtime\npermanantly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. Health and safety at work\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>o Cleanliness at workplace\u003C\u002Fp>\n\n\u003Cp>Working premises shall be kept clean and equipped with health safety and\nprotection facilities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>o Clothing and Equipment\u003C\u002Fp>\n\n\u003Cp>The employer must provide all the workers at risk of physical or\npsychological accidents with clothing and other appropriate protective\nequipment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer must provide employees with needed work equipment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee is under the obligation to use them.\u003C\u002Fp>\n\n\u003Cp>o Register of Accidents\u003C\u002Fp>\n\n\u003Cp>A record of accidents occuring at the workplace shall be maintained.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>o Health and safety committee at work\u003C\u002Fp>\n\n\u003Cp>A Committee in charge of health and safety at work is established.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER IV: LEAVE AND PUBLIC HOLIDAYS\u003C\u002Fp>\n\n\u003Ch2>14. Annual leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Every worker of SORWATHE Ltd. is entitled to an annual leave of eighteen\n(18) working days, on the basis of one and a half (1.5) working day per month\nof effective work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The worker benefits from one working day per year of annual paid leave for\nevery three years of continuous employment at SORWATHE Ltd. However, the annual\npaid leave, in any case, cannot exceed twenty one (21) working days, except for\nthose who at 1-1-2012 have already exceeded this limit as they shall stay at\nthe level achieved.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>However, due to their responsibilities, employees in Class 7 benefit from 7\nadditional working days in addition to 18 working days, that is 25 working days\nmaximum.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annual Leave should be taken in 3 batches or less.\u003C\u002Fp>\n\n\u003Cp>For the Production and Tea Plantation Department, the annual leave is\nscheduled during the low production period to avoid layoffs. However, the leave\nmay be granted outside this period if a worker invokes exceptional compelling\ncircumstances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Workers of Category 7, due to their rank and families, can benefit from a\nvehicle or equivalent cash for vehicle rental, once a year during their annual\nleave within Rwanda for a round trip.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The management of expatriates’ leave is done in compliance with their work\ncontracts.\u003C\u002Fp>\n\n\u003Cp>Circumstantial\u002Fincidental leave\u003C\u002Fp>\n\n\u003Cp>- Worker’s civil wedding: 3 days\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>- Paternity leave: working 5 days\u003C\u002Fp>\n\n\u003Cp>The circumstantial leave shall be payable only upon presentation of a\ndocument certifying this fact. The circumstantial leave is taken at the time of\nevenement proving eligibility.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Transport Allowance for annual leave\u003C\u002Fp>\n\n\u003Cp>An employee going on annual leave shall request for Transport Allowance at\nthe current rate of ATRACO or other Rwandan travel Agency or at a fixed rate.\nIt will be a round trip for him and his family living with him at the\nworkplace. The distance would be between SORWATHE Ltd to his\u002Fher actual\nresidence\u002Fvillage.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If both husband and wife are working at Sorwathe, only one will benefit this\ntransport allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-annleaveallowanceamount1\">\u003Cp>Workers of categorie 1 to 6 living around Kinihira and does not have public\ntransport vehicle will receive a lump sum annually fixed according to the\ndistance to be covered as follows. Only the employee and his\u002Fher legal\nwife\u002Fhusband are the beneficiaries for this.\u003C\u002Fp>\n\n\u003Cp>1. From 10 to 20 km: Rwf 5,000\u003C\u002Fp>\n\n\u003Cp>2. From 21 to 30 km: Rwf 10,000\u003C\u002Fp>\n\n\u003Cp>3. Over 30 km: Rwf 15,000\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When annual leave is divided up into periods, travelling expenses for the\nfamily are granted only once per year.\u003C\u002Fp>\n\n\u003Cp>The minimum of days of leave taken should be over 6 working days\nconsecutive.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. Non paid leave of absence.\u003C\u002Fh2>\n\n\u003Cp>An employee wishing to take a non paid leave of absence must make a request\nto the Director General, accompanied by supporting documents for his\u002Fher\nabsence. The applicant may in no case enjoy this leave of absence before prior\napproval of the Director General.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. Maternity Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Delivery of a child by a worker of SORWATHE LTD shall entitled her to\nmaternity leave of 12 consecutive weeks during which she will have the right to\nher entire salary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>For a twelve-month period starting from the day on which an infant is born,\nevery employed woman is entitled to a rest period of one (1) hour per day, to\nallow her to breastfeed the child.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, if immediately the woman resumes service before 12 weeks of her\nmaternity leave, she shall have the right to a rest period of two (2) hours per\nday untill the end of 12 weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>The official document justifying the alleged circumstance must be submitted\nto the Employer on or before the day of work resumption.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case of force majeure resulting in the non presentation of this document,\nthe Employer reserves the right to verify the authenticity of the event.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For a newly recruited nursing mother, she shall present the birth\ncertificate of her child at the time of recruitment to enjoy this right.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. Sick Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>In case of illness, workers may be granted a sick leave upon presentation of\na medical certificate duly signed by a recognized medical doctor or by the\nSocial and Health Affairs Officer of SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The sick worker shall have the right to be treated and shall present\ndocumentary evidence of the medical examination to the Social and Health\nAffairs Unit for approval.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The sick leave certificate must reach the Human Resources Management Unit as\nsoon as possible and no later than 48 hours except in cases of force\nmajeure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>During the sick leave, the worker has the right to his\u002Fher salaries for the\nthree (3) months. After this period, the salary shall be suspended.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In case of illness occurring during working hours, the employer must ensure\nthe transport of the patient to and from the medical center for treatment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case of work accident or sicknesis due to work, the victim shall be paid\nhis\u002Fher salary and medical care expenses for 6 months, but shall agree to sign\nall the necessary papers for SORWATHE to recover the cost share corresponding\nto the amounts owed by the Social Security Fund. After six months, the victim\nshall not receive more than his\u002Fher rights to the Social Security.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Whenever possible, the victim is given a new job depending on the degree of\ndisability.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any leave must be subject of a request to Director General, except when this\nis impossible. In this case, the worker must notify the Director General of the\nCompany within 48 hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. Public Holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>SORWATHE Ltd. shall apply the public holidays provided for by the\nPresidential Order. The list shall be widely circulated by the General\nManagement, which shall ensure that it is posted in several appropriate\nplaces.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER V: TERMINATION OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>Termination of employment may intervene in the cases determined by the\nlabour law and regulations in force in Rwanda. Termination of employment\nincludes:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. Volantary Resignation\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>20. Termination of employment contract\u003C\u002Fh2>\n\n\u003Cp> For disciplinary reasons\u003C\u002Fp>\n\n\u003Cp> For economic reasons\u003C\u002Fp>\n\n\u003Cp> For physical incapacity\u003C\u002Fp>\n\n\u003Cp> For relinquishment of service\u003C\u002Fp>\n\n\u003Cp> Contract expiration\u003C\u002Fp>\n\n\u003Cp> Breach of contract by force majeure\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Unjustified absence reported to the hierarchy, except in cases of force\nmajeure, is qualified as relinquishment of service if it extends beyond 7\nworking days. It justifies presumption of a unilateral breach of the contract\nby the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. After three days of absence, any worker who will did not know the\nreasons; his\u002Fher absence will be considered as relinquishment of service. This\ncan cause the suspension of the contract of employment for a maximum period of\none month. Over this period, his\u002Fher unjustified prolonged absence will be\nconsidered as a desertion. It justifies presumption of a unilateral breach of\nthe contract by the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case of disciplinary dismissal, termination of the contract for economic\nreasons or volantary resignation, the notice period due shall be fixed\naccording to the worker’s seniority as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. Death\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In case an employee dies while still in service, the Funeral expensive shall\nbe paid to the spouse of deceased employee or their legal successors in\naccordance with the ministerial order in force.\u003C\u002Fp>\n\n\u003Cp>Death indemnities:\u003C\u002Fp>\n\n\u003Cp>In case an employee dies while still in service, the spouse of deceased\nemployee or their legal successors shall be granted death allowances equivalent\nto a lump sum of three (3) times the last monthly basic salary of the\ndiseased.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. Retirement\u003C\u002Fh2>\n\n\u003Cp>According to the law in force in Rwanda, the retirement age is 55 years.\nEach year in September, the Human Resources Department displays by Department\nthe list of employees in 55 years of age.\u003C\u002Fp>\n\n\u003Cp>Employees wishing to extend the service should send an application letter to\nthe Director General. At the end October, the Management will review the list\nand displays the definitive list of employees to be retiring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, the extension of the career may not exceed 65 years.\u003C\u002Fp>\n\n\u003Cp>The retiring worker shall benefit accompanying allowance which is calculated\nin accordance with the applicable law of Rwanda.\u003C\u002Fp>\n\n\u003Cp>For the members of the Management, their extensions will be decided by the\nBoard of Directors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER VI : DISCIPLINE\u003C\u002Fp>\n\n\u003Ch2>23. Sanctions\u003C\u002Fh2>\n\n\u003Cp>Any failure by the worker to meet his\u002Fher legal obligations or violation of\nthe Internal Regulations of the Personnel constitutes a fault which, depending\non its gravity, shall lead to the following sanctions:\u003C\u002Fp>\n\n\u003Cp> Verbal or written remark\u003C\u002Fp>\n\n\u003Cp> Written warning;\u003C\u002Fp>\n\n\u003Cp> Blame;\u003C\u002Fp>\n\n\u003Cp> Suspension for a maximum period of eight days;\u003C\u002Fp>\n\n\u003Cp> Dismissal with or without notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Prior fault can be the aggravating factor of a later fault only if there is\na certain connection between them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. Procedures\u003C\u002Fh2>\n\n\u003Cp>The penalty shall be imposed after the request for explanations to be\nanswered in writing within 48 hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case of facts or serious presumption likely to compromise the smooth\nrunning of a disciplinary investigation, work safety or interests of the\nCompany, the employee may be suspended from his\u002Fher regular work until a final\ndecision is taken, without affecting his\u002Fher remuneration and benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The suspended worker must report once a week to the Personnel Department for\nall relevant communications.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>25.Examples of misconduct and corresponding sanctions\u003C\u002Fh2>\n\n\u003Cp>Remarks or written warnings and the blame shall be imposed to employees\nespecially in the event of the following offenses:\u003C\u002Fp>\n\n\u003Cp>a) Repeated delays on arrival;\u003C\u002Fp>\n\n\u003Cp>b) Slowness or poor performance at work;\u003C\u002Fp>\n\n\u003Cp>c) Relinquishment of service without justifiable reason;\u003C\u002Fp>\n\n\u003Cp>d) Breach of discipline, morals or hygiene requirements;\u003C\u002Fp>\n\n\u003Cp>e) Departure before the closing time without a permission;\u003C\u002Fp>\n\n\u003Cp>f) Listening to the radio during the business hours;\u003C\u002Fp>\n\n\u003Cp>g) Cooking in the office;\u003C\u002Fp>\n\n\u003Cp>h) Eating in the office during business hours;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following faults could lead to suspension or dismissal with notice:\u003C\u002Fp>\n\n\u003Cp>a) Unwillingness to perform the work;\u003C\u002Fp>\n\n\u003Cp>b) Lack of courtesy towards customers;\u003C\u002Fp>\n\n\u003Cp>c) Insults, assaults against ones colleagues or superiors;\u003C\u002Fp>\n\n\u003Cp>d) Disclosure to third parties of the facilities or manufacturing or\naccounting processes;\u003C\u002Fp>\n\n\u003Cp>e) Violation of regulations on the safety and health of workers;\u003C\u002Fp>\n\n\u003Cp>The list is not exhaustive.\u003C\u002Fp>\n\n\u003Cp>The following faults may lead to dismissal without notice.\u003C\u002Fp>\n\n\u003Cp>a) Threats between workers;\u003C\u002Fp>\n\n\u003Cp>b) Theft, fraud, cheating, fighting inside the company without prejudice to\ncompensation for damage;\u003C\u002Fp>\n\n\u003Cp>c) Any cheating in obtaining an incidental leave;\u003C\u002Fp>\n\n\u003Cp>d) Any incitement to hatred, disobedience, racism at all levels;\u003C\u002Fp>\n\n\u003Cp>e) Any sabotage or destruction of buildings or equipment owned by the\ncompany both inside and outside the facilities;\u003C\u002Fp>\n\n\u003Cp>f) Forgery and use of forgeries by personal initiative or in collusion with\nothers ;\u003C\u002Fp>\n\n\u003Cp>g) Insubordination and disrespect towards the hierarchical authorities;\u003C\u002Fp>\n\n\u003Cp>h) Breach of trust and disclosure of professional secrecy;\u003C\u002Fp>\n\n\u003Cp>i) Coming to work in a state of inebriation\u003C\u002Fp>\n\n\u003Cp>The list is not exhaustive.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER VII: WORKERS’ REPRESENTATIVES\u003C\u002Fp>\n\n\u003Ch2>26. Mission of workers’ representatives\u003C\u002Fh2>\n\n\u003Cp>Workers’ representatives provided for by Article 161 of the Labour Code\nhave the following mission:\u003C\u002Fp>\n\n\u003Cp>a)to inform the employer of individual and collective claims relating to\nworking conditions and workers’ protection, the application of collective\nconventions, professional classifications and wage rates;\u003C\u002Fp>\n\n\u003Cp>b) to submit to the Labour Inspectorate any claim or any issue relating to\nthe application of laws, for which it ensures the the control;\u003C\u002Fp>\n\n\u003Cp>c) to ensure that laws relating to worker’s health and protection against\naccidents are complied with and advise on compliance;\u003C\u002Fp>\n\n\u003Cp>d) to contribute ideas on the plan for staff compression and criteria to be\nused due to job shortage or that employer has planned to restructure the\nfunctioning of firm;\u003C\u002Fp>\n\n\u003Cp>e) to communicate to the employer all useful suggestions aimed at the\nfirm’s better functioning and output improvement.\u003C\u002Fp>\n\n\u003Cp>To facilitate the exercise of their duties, staff representatives are\ninformed of the profit-and-loss annually year end account and the balance sheet\nof the company. A working room is made available to them.\u003C\u002Fp>\n\n\u003Cp>The existence of workers' representatives does not preclude the right of a\nworker to present his\u002Fher own grievances and suggestions to the employer on the\nworkflow.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. Protection of workers’s representatives\u003C\u002Fh2>\n\n\u003Cp>A staff representative may not be dismissed or suspended without notice of\nthe Labour Inspector. S\u002Fhe can be laid off only when all the possible ways to\nkeep him\u002Fher at work, including a change of job, have been exhausted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Once each quarter, the Director General or his representative held a meeting\nwith the workers representatives on the suggestions of improvement of\nCompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If any suspension as a last warning of a permanent employee, the management\nwill inform the workers representatives in order to advise him.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER VIII: TRADE UNION REPRESENTATIVES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. Mission trade union representatives\u003C\u002Fh2>\n\n\u003Cp>SORWATHE Ltd. recognizes the workers’ legal right to join a trade union of\ntheir choice and to elect their representatives in this framework. As\nstipulated by law, representatives of trade union in a firm have the following\nmandates:\u003C\u002Fp>\n\n\u003Cp>1. to represent the trade union to their employer and assist its members in\ntheir claims;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. to collaborate with others in trade union activities within the\ninstitution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>To facilitate the exercise of their duties, trade union representatives are\ninformed of the profit-and-loss account and the balance sheet of the company.\nThey are granted a working room and each trade union shall have up to 10 days\nthat the representatives can use as a leave for training or for trade union\nmeetings. However, the Director General of the company may authorize additional\ndays in exceptional cases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. Protection of trade union representatives\u003C\u002Fh2>\n\n\u003Cp>A trade union representative may not be dismissed or suspended without\nnotice of the Labour Inspector. S\u002Fhe can be laid off only when all the possible\nways to keep him\u002Fher at work, including a change of job, have been\nexhausted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER IX: TRANSITIONAL, MISCELLANEOUS AND FINAL PROVISIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30 .Transitional provisions\u003C\u002Fh2>\n\n\u003Cp>a) Employees who have exceeded the salaries of the new salary scale\nfollowing their seniority shall have at least one adjustment in the same\nproportions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Employees receive the loyalty premium at the rate of the decades (10\nyears) of seniority. They shall be issued a certificate of fidelity\ncorresponding to the total length of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31.Miscellaneous provisions\u003C\u002Fh2>\n\n\u003Cp>a) This collective convention shall involve SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>b) It shall be posted everywhere at the workplace of SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32. Final provisions\u003C\u002Fh2>\n\n\u003Cp>For all matters not specified in this convention, the parties shall rely\nonlaws in force in Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPTER X: ENTRY INTO FORCE AND DURATION OF THE CONVENTION\u003C\u002Fp>\n\n\u003Ch2>33. Entry into force\u003C\u002Fh2>\n\n\u003Cp>This convention shall enter into force on the date of its signature.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34. Duration of the Agreement\u003C\u002Fh2>\n\n\u003Cp>This convention shall be valid for a period of two years, from 1 January,\n2014 to 31 December, 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Done at Kinihira, on ……\u002F..…. \u002F…….. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FRANÇAIS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Convention collective Entre, d'une part, les Formations Syndicales:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oLe Congrès du Travail et de la Fraternité des Travailleurs (COTRAF),\u003C\u002Fp>\n\n\u003Cp>oLa Centrale des Syndicats des Travailleurs du Rwanda (CESTRAR),\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Et, d'autre part, l'Employeur:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Société Rwandaise pour la Production et la Commercialisation du Thé\n(SORWATHE Ltd),\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A été conclu une Convention Collective de Travail dans les termes\nci-après:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INTRODUCTION\u003C\u002Fp>\n\n\u003Cp>•Préambule\u003C\u002Fp>\n\n\u003Cp>La SORWATHE Ltd est une société Rwandaise de production et de\ncommercialisation du thé œuvrant dans un secteur agricole au Rwanda. Elle\ns'est engagée à promouvoir le dialogue social et considère que l’existence\nd’une convention collective permet de donner vraiment la parole aux\nemployés. De plus, les exigences législatives, normatives, sociales et du\ntravail tant internationales que nationales mettent en évidence les\nconventions collectives entre les syndicats et les employeurs. Ces conventions\npeuvent être au niveau national ou institutionnel.\u003C\u002Fp>\n\n\u003Cp>•Champ d’application\u003C\u002Fp>\n\n\u003Cp>Cette convention est applicable à tous actuels employes de la Sorwathe Ltd\nau Rwanda.\u003C\u002Fp>\n\n\u003Cp>•Objet\u003C\u002Fp>\n\n\u003Cp>La présente convention collective a pour objet de répondre à certaines\nexigences du travail et de promouvoir la productivité de la société et le\nbien-être social de tous les employés de la SORWATHE LTD.\u003C\u002Fp>\n\n\u003Cp>•Législation applicable\u003C\u002Fp>\n\n\u003Cp>La présente convention est faite en conformité avec la Loi no 13\u002F2009 du\n27 mai 2009 portant réglementation du travail au Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Langues utilisées\u003C\u002Fp>\n\n\u003Cp>La présente convention est rédigée dans les 3 langues officielles au\nRwanda. Elle a été initiée et adoptée en Anglais\u003C\u002Fp>\n\n\u003Cp>CHAPITRE I: CATEGORIES PROFESSIONNELLES ET BAREME SALARIAL\u003C\u002Fp>\n\n\u003Cp>1.Classement des postes\u003C\u002Fp>\n\n\u003Cp>Les postes sont classées en sept catégories [1 - classe A & B jusqu'à\n7]. Ceci est en conformité avec l'organigramme proposé par le Directeur\nGénéral et approuvé par le Conseil d'Administration.\u003C\u002Fp>\n\n\u003Cp>Les postes approuvées pour chaque catégorie sont indiquées dans le\nreglement interne du personnel de la Sorwathe.\u003C\u002Fp>\n\n\u003Cp>Les postes classés au-dessus de catégorie 7 sont réservés aux Directeurs\net au Plantation Manager. Leurs conditions sont décidées et approuvées par\nle Conseil d'Administration.\u003C\u002Fp>\n\n\u003Cp>Quant aux autres postes, elles sont réservées aux Travailleurs\ntemporaires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Barème salarial par catégorie.\u003C\u002Fp>\n\n\u003Cp>Le salaire est la contrepartie du travail fourni. Aucun salaire n’est du\nen cas d’absence, sauf dans les cas prévus par la loi ou le règlement\ninterne du personnel ou Les Conventions collectives de travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le salaire de recrutement est fixé par le Conseil d'Administration. Le\nsalaire de recrutement applicable à partir de 2014 est annexé aux présentes\nconventions (annexe). Les points ci-dessous ont été pris considération :\u003C\u002Fp>\n\n\u003Cp>• Augmentation annuel de 2014: 4% à 8 % d’augmentation annuel basé sur\nl'évaluation de performance du travail tel que précisé au point 6.\u003C\u002Fp>\n\n\u003Cp>• Ajustement salarial: Le Conseil d'Administration a approuvé un\najustement de salaire pour la période 2014 comme suit:\u003C\u002Fp>\n\n\u003Cp>7 % sur le salaire de base de 2014 après augmentation annuel pour les\ncatégories 1 à 3.\u003C\u002Fp>\n\n\u003Cp>5 % sur le salaire de base de 2014 après augmentation annuel pour les\ncatégories 4 à 7.\u003C\u002Fp>\n\n\u003Cp>Les frais medicaux ont été majores de 10%\u003C\u002Fp>\n\n\u003Cp>Les indemnites de transport ont été majorees de 10%\u003C\u002Fp>\n\n\u003Cp>Pour les cueilleurs permanents, les indemites de transport et de logement\nont été majorees de 25%\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le tableau en annexe présente les détails de salaire qui comprend le\nsalaire de base, toutes les indemnités, Primes et motivations conformément à\nla loi du travail appliquée au Rwanda et le règlement interne de\nl'entreprise.\u003C\u002Fp>\n\n\u003Cp>Chaque révision, il sera autant que possible tenu compte du souci de\nréduire les écarts entre les catégories.\u003C\u002Fp>\n\n\u003Cp>Prime spéciale de motivation:\u003C\u002Fp>\n\n\u003Cp>La Direction Générale peut envisager une prime spéciale de motivation\npour un travail particulier ou une nouvelle qualification acquise plus\nélevée. La nouvelle qualification doit être en relation avec le domaine de\ntravail du poste occupé par l'employé. En cas contraire, il n'y aura aucune\ncontrepartie de reconnaissance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Prime de fidélité\u003C\u002Fp>\n\n\u003Cp>Les employés reçoivent une prime de fidélité équivalente à leur\nsalaire mensuel ainsi qu’un certificat de fidélité tous les dix ans de\nservice continu.\u003C\u002Fp>\n\n\u003Cp>2.Autres indemnités et primes\u003C\u002Fp>\n\n\u003Cp>Diverses motivations, indemnités et primes seront octroyées au personnel\nsont fixées par la Direction Générale et approuvées par le Conseil\nd’Administration.\u003C\u002Fp>\n\n\u003Cp>4.Modalités de paiement\u003C\u002Fp>\n\n\u003Cp>Le paiement du salaire de tous les employés est mensuel. De ce salaire brut\nsera déduit toutes les taxes et contributions rendues obligatoires par la loi\ndu Travail et de la sécurité sociale au Rwanda.\u003C\u002Fp>\n\n\u003Cp>5.Avancement de salaire\u003C\u002Fp>\n\n\u003Cp>L’avancement de salaire consiste en augmentations annuelles qui se font\nsur base des cotations de performance de l’agent. Les taux d’augmentations\nau cours des deux années du 01 janvier 2014 au 31 décembre 2015 sont de 4%\nminimum et 8% maximum selon la cotation de performance obtenue par\nl’agent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aucune augmentation ne sera accordée si la cote obtenue d’evaluation est\nen dessous de 59%. Les criteres d’augmentation annuelle sont bases sur\nl’evaluation de performance comme suit :\u003C\u002Fp>\n\n\u003Cp>Resultats d’evaluation - %- Classification\u003C\u002Fp>\n\n\u003Cp>[90% - 100% ] - 8% - \"Elite\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>[ 80% - 89%] - 7% - \"Very good\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>[70% - 79%] - 6% - \"Good\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>[60% - 69%] - 4% - \"Fair\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.Cotations\u003C\u002Fp>\n\n\u003Cp>La cotation est faite au mois de juin et décembre pour chaque employé\nayant au moins six mois de service durant l’année. Les critères de cotation\nsont déterminés par le règlement interne du personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La cotation se fait sur un maximum de 100 points. La note synthétique\nannuelle est arrondie à l'unité supérieure ou inférieure selon que la\ndécimale atteint ou n'atteint pas 0,50.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les sanctions encourues au cours de la période evaluée seront prises en\nconsidération pour une evaluation objective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le barème suivant est considéré comme la base des critères d'évaluation\nde la sanction correspondante :\u003C\u002Fp>\n\n\u003Cp>oRemarque: moins 1 point\u003C\u002Fp>\n\n\u003Cp>oAvertissement: moins 2 points\u003C\u002Fp>\n\n\u003Cp>oBlame: moins 3 points\u003C\u002Fp>\n\n\u003Cp>oMise à pied : moins 5 points\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Recours à la cotation reçue\u003C\u002Fp>\n\n\u003Cp>Chaque agent reçoit sa fiche de cotation annuelle avant le 31 Décembre.\nCette fichedoit être retournée au Bureau chargé de la Gestion des Ressources\nHumaines, dûment signée pour accord ou accompagnée d’une lettre de recours\nintroduite à la Direction Générale dans un délai de 15 jours de sa\nréception. Celle-ci examinera le recours et statuera dans les mêmes\ndélais.\u003C\u002Fp>\n\n\u003Cp>7.Promotion.\u003C\u002Fp>\n\n\u003Cp>En cas de vacante de poste, la promotion interne a lieu lorsqu’un agent\ndoit occuper un poste supérieur à celui qu’il occupait c’est à dire le\npassage d’une catégorie à une catégorie supérieure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de vacance deposte, la promotion interne est prioritaire. S’il\nn’y a pas de candidats remplissant les conditions exigees, la Direction fera\nrecours au recrutement externe. Dans ce cas les employes peuvent aussi poster\nen competitions avec les cadidats externes.\u003C\u002Fp>\n\n\u003Cp>La selection sera basée sur l’ancienneté, les connaissances, niveau\nd’etude, examen écrit et interview. La Direction Générale prendra la\ndécision finale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Si nécessaire l'employé sélectionné devra être soumis à une période\nde formation pour le nouveau poste. Il\u002Felle fera l'objet d'une évaluation à\nla fin de ladite période. Si l'employé n'effectue pas bien sa formation et\u002Fou\nque son évaluation à la fin de la formation n’est pas satisfaisante,\nil\u002Felle retournera à sa position et salaire antérieurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Si l'agent promu est proche ou a dépassé le salaire de Base de recrutement\nde sa nouvelle catégorie suite aux augmentations annuelles prévues par la\nclause 6 ci-dessus, il bénéficie d'un taux d'augmentation de 5% sur le\nsalaire de base.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II : RECRUTEMENT\u003C\u002Fp>\n\n\u003Cp>9. Vacance de poste.\u003C\u002Fp>\n\n\u003Cp>En cas de vacance de poste, les besoins de remplacement sont exprimés par\nles Chefs de services qui les soumettent au DG pour un consensus avec le\ncomité de gestion (Mgt Committee)\u003C\u002Fp>\n\n\u003Cp>Pour un emploi permanent, le candidat au recrutement doit présenter les\npièces suivantes :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Lettre de demande d’emploi adressée au Directeur Général ;\u003C\u002Fp>\n\n\u003Cp>2.Le curriculum vitae\u003C\u002Fp>\n\n\u003Cp>3.Copie de la carte d’identité\u003C\u002Fp>\n\n\u003Cp>4.Photocopie de diplôme ou certificat de formation.\u003C\u002Fp>\n\n\u003Cp>5.Attestation des services rendus, si le candidat a déjà travaillé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>S’il est retenu après avoir réussi le test\u003C\u002Fp>\n\n\u003Cp>6.Attestations administratives d’usage datant au moins de 3 mois livrées\npar le secteur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.3 photos passeports ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.Pour certaines fonctions spécifiées par le Directeur Général,\nAttestation d’aptitude physique délivrée par un médecin agréé;\u003C\u002Fp>\n\n\u003Cp>9.Une copie du diplôme certifiée conforme à l’original ;\u003C\u002Fp>\n\n\u003Cp>10.Une attestation de services rendus du dernier employeur, si le candidat a\ndéjà travaillé ;\u003C\u002Fp>\n\n\u003Cp>11.Extrait du casier judicaire au cas de besoin ;\u003C\u002Fp>\n\n\u003Cp>12.Deux recommandations écrites et signées par les personnes qui les ont\nrecommandées et leurs adresses téléphoniques et\u002Fou postales.\u003C\u002Fp>\n\n\u003Cp>Pour la main d’œuvre temporaire ou occasionnelle recrutée la pièce\nsuivante est exigée : -La carte d’identité\u003C\u002Fp>\n\n\u003Cp>Tout engagement d’un agent doit être constaté par un contrat écrit en\nl’une des trois langues officielles du pays et fixant la catégorie, les\nattributions ainsi que le traitement y afférent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le contrat doit mentionner obligatoirement :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le nom de l’employeur et son adresse\u003C\u002Fp>\n\n\u003Cp>Le nom de l’employé et son adresse\u003C\u002Fp>\n\n\u003Cp>La date de début de service\u003C\u002Fp>\n\n\u003Cp>La nature et la place du travail (poste occupé et catégorie\ncorrespondante)\u003C\u002Fp>\n\n\u003Cp>Les composantes du salaire (salaire de base, primes, indemnités,\netc.)\u003C\u002Fp>\n\n\u003Cp>La durée du travail.\u003C\u002Fp>\n\n\u003Cp>Autres conditions jugées nécessaires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tout agent recruté doit signer le contrat de travail avant de commencer le\nservice.\u003C\u002Fp>\n\n\u003Cp>8.Contrat de travail\u003C\u002Fp>\n\n\u003Cp>Sauf dispositions particulières, tout engagement définitif pour le\npersonnel permanent sera précédé d’une période d’essai de trois mois\nrenouvelable une fois, mais ne pouvant pas dépasser six mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L'employé en essai sera rémunéré au taux de la catégorie\nprofessionnelle correspondant à l’emploi pour lequel il est engagé en\nconformité avec le barème salarial en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Au cours de cette période d’essai, chacune des parties peut rompre le\ncontrat sans préavis ni autres indemnités y afférant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Après la période d’essai, l’agent est coté et est confirmé ou non à\nson poste. Cette décision lui est signifiée par lettre de la Direction\nGénérale avec accusé de réception.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Cp>9.Identification.\u003C\u002Fp>\n\n\u003Cp>Tout travailleur permanent ou temporaire a droit à une carte\nd’identification à exhiber à l’entrée principale de l’usine. Elle\ntient lieu aussi d’attestation de service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le travailleur qui quitte la société quel que soit le motif de cessation\nde travail, doit remettre sa carte d’identification au Bureau chargé de la\ngestion des ressources humaines avant que l'attestation des services rendus ne\nlui soit délivrée.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III: CONDITIONS DE TRAVAIL\u003C\u002Fp>\n\n\u003Cp>10.Heures supplémentaires\u003C\u002Fp>\n\n\u003Cp>Les heures supplémentaires de travail sont définies comme étant une\npériode durant laquelle un travail urgent est accompli en dehors des heures de\ntravail prévues par la loi ou les conventions à la demande du superviseur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ces heures supplémentaires doivent être récupérées. En cas de non\nrécupération, les heures supplémentaires sont compensées sur au taux\nminimal de 150% du salaire brut du travailleur déduit des indemnités à\ncaractère de remboursement et avantages en nature.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Conformément à la Loi des heures supplémentaires pour la semaine ne doit\npas dépasser 12 heures. Une récupération sera donnée en compensation des\nheures supplémentaires faites pour des raisons d’urgence.\u003C\u002Fp>\n\n\u003Cp>Il peut être accordé dans les limites de la loi, aux agents dont la nature\nde travail nécessite une prestation permanente d’heures supplémentaires,\nune indemnité mensuelle forfaitaire fixée conjointement entre le travailleur\nassisté par les représentants syndicaux et la Direction Générale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.Santé et sécurité au travail\u003C\u002Fp>\n\n\u003Cp>oPropreté au lieu de travail\u003C\u002Fp>\n\n\u003Cp>Le lieu de travail doit toujours être tenu dans un état constant de\npropreté et présenter les conditions favorables pour assurer la santé et\ngarantir la sécurité du personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oVêtements et équipement\u003C\u002Fp>\n\n\u003Cp>L’employeur doit fournir à tous les travailleurs exposés aux risques\nd’accidents corporels ou psychologiques des vêtements et autres équipements\nde protection appropriés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employeur doit équiper les employés du nécessaire de travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le travailleur a l’obligation de les utiliser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oRegistre des Accidents\u003C\u002Fp>\n\n\u003Cp>Il est mis en place un registre des accidents survenant sur le lieu de\ntravail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oComité de santé et de sécurité au travail\u003C\u002Fp>\n\n\u003Cp>Il est mis en place un comité de santé et de sécurité au travail.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IV: CONGES ET JOURS FERIES\u003C\u002Fp>\n\n\u003Cp>11.Congé annuel\u003C\u002Fp>\n\n\u003Cp>Tous les employés de la SORWATHE Ltd ont droit à dix-huit (18) jours\nouvrables de congé chaque année calculée par un jour et demi (1.5) par mois\nde travail effectif.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employé bénéficie d’un jour (1) de plus de congé payé pour tous\nles trois ans d’ancienneté à la SORWATHE Ltd. Le congé annuel payé ne\npeut cependant excéder 21 jours, sauf pour ceux qui ont dépassé cette limite\nà l'entrée en vigueur de la présente convention qui sont maintenus au niveau\natteint.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cependant d’après leurs responsabilités, les agents de la catégorie 7,\nen plus de 18 jours ouvrables, bénéficient 7 jours ouvrables, soit 25 jours\nouvrables au maximum.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le congé annuel doit être pris au plus en 3 tranches.\u003C\u002Fp>\n\n\u003Cp>Pour le département production et des plantations de thé, le congé annuel\nest programmé pendant la période de faible production pour éviter le\nchômage technique. Un congé peut cependant être octroyé en dehors de cette\npériode à un travailleur invoquant une circonstance impérieuse\nexceptionnelle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les agents de la catégorie 7, du fait de leur grade et leur famille,\npeuvent bénéficier d’un véhicule ou équivalent en espèces pour location\nde véhicule, une fois par an lors de leur congé annuel sur le territoire\nrwandais pour leurs trajets aller retour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La gestion des congés des expatriés se fait conformément à leurs\ncontrats de travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Congé de circonstance\u003C\u002Fp>\n\n\u003Cp>- Mariage civil du travailleur: 3 jours\u003C\u002Fp>\n\n\u003Cp>- Congé de paternité: 5 jours ouvrables\u003C\u002Fp>\n\n\u003Cp>Le congé de circonstance ne sera payé que sur présentation d'un document\nattestant cet événement. Le congé de circonstance est pris au moment de\nl'événement prouvant l'admissibilité.\u003C\u002Fp>\n\n\u003Cp>Transport pour le déplacement en congé annuel.\u003C\u002Fp>\n\n\u003Cp>Un agent se rendant en congé annuel devra déclarer, au tarif courant\n(ATRACO ou autres Agence rwandaise de voyage ou au tarif forfaitaire\nconventionné) les frais de déplacement de sa famille vivant avec lui près du\nlieu de travail, correspondant à la distance de la SORWATHE Ltd à sa\nrésidence actuelle, aller et retour.\u003C\u002Fp>\n\n\u003Cp>Si le mari et la femme travaillent tous à la Sorwathe, seulement l’un de\ndeux bénéficiera cette indemnité de transport.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Travailleurs de la catégorie 1 à 6, vivant autour de Kinihira et n'ayant\npas de transport en commun recevront un montant forfaitaire annuel fixé selon\nla distance à parcourir comme suit. Seul l'employé et son conjoint légal\nsont les bénéficiaires.\u003C\u002Fp>\n\n\u003Cp>1.De 10 à 20 kms: 5.000 Frw\u003C\u002Fp>\n\n\u003Cp>2.De 21 à 30 kms: 10.000 Frw\u003C\u002Fp>\n\n\u003Cp>3.Plus de 30 kms: 15.000 Frw\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lorsque le congé annuel est pris en tranche, les frais de transport pour la\nfamille ne sont accordés qu’une seule fois l’année.\u003C\u002Fp>\n\n\u003Cp>Le minimum de jours de conge à prendre devra etre au minimum de 6 jours\nouvrables consecutifs.\u003C\u002Fp>\n\n\u003Cp>12.Absence autorisée non payée.\u003C\u002Fp>\n\n\u003Cp>Un agent désirant prendre une absence autorisée non payée, fait une\ndemande adressée au Directeur Général, accompagnée d’une pièce\njustificative de cette absence. Le demandeur ne devra en aucun cas jouir de\ncette absence avant l’accord préalable du Directeur Général.\u003C\u002Fp>\n\n\u003Cp>13.Congé de maternité\u003C\u002Fp>\n\n\u003Cp>L’accouchement d’un agent de la société lui donne droit à une\npériode de congé de maternité de 12 semaines consécutives au cours de\nlaquelle elle aura droit à la totalité de son salaire.\u003C\u002Fp>\n\n\u003Cp>Pour lui permettre l’allaitement, la femme qui allaite son enfant aura\ndroit à une heure par jour pendant les douze mois à partir de la date\nd’accouchement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cependant si la femme reprend directement son travail avant les 12 semaines\nde son congé de maternité, elle doit bénéficier de 2 heures par jour\njusqu'à la fin des 12 semaines qu'aurait pu durer le congé.\u003C\u002Fp>\n\n\u003Cp>L’acte officiel qui justifie la circonstance invoquée doit être\nprésenté à l’Employeur au plus tard le jour de la reprise de travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de force majeure entraînant la non production de cet acte,\nl’Employeur se réserve le droit de vérifier l’authenticité de\nl’événement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour un agent nouvellement engagé allaitant, elle devra présenter\nl’attestation de naissance de son enfant au moment de son engagement dans la\nsociété pour lui permettre de jouir de ce droit.\u003C\u002Fp>\n\n\u003Cp>14.Congé de maladie\u003C\u002Fp>\n\n\u003Cp>En cas de maladie, les agents peuvent obtenir un repos médical sur\nproduction d’un certificat dûment visé par un médecin agréé ou le\nchargé des affaires sociales et santé des travailleurs de la SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employé malade a droit de se faire soigner et présenter les pièces\njustificatives de visite médicale au service des affaires sociales et santé\npour approbation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le certificat de repos médical doit parvenir au bureau chargé de la\ngestion des ressources humaines le plus tôt possible et au plus tard dans les\n48 heures sauf cas de force majeure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Durant le congé de maladie, l’agent touche la totalité de son salaire\npendant les 3 premiers mois. Après ce délai, le salaire est suspendu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de maladie survenue pendant les heures de travail, l’employeur doit\nassurer le déplacement aller retour du malade vers le centre médical pour\ntraitement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas d’accident de travail ou de maladie professionnelle, la victime\nbénéficie pendant 6 mois de son salaire et des frais de soins médicaux mais\naccepte de signer tous les papiers nécessaires pour que la SORWATHE récupère\nla part des frais correspondant aux sommes dues par la sécurité sociale.\nAprès ce délai, la victime ne bénéficiera plus que de ses droits envers la\nsécurité sociale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Autant que possible, la victime bénéficie d’un nouvel emploi suivant son\ndegré d’incapacité.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tout congé doit faire l’objet d’une demande à la Direction Générale,\nsauf impossibilité. Dans ce cas, le travailleur doit avertir la Direction\nGénérale de la Société dans les 48 heures.\u003C\u002Fp>\n\n\u003Cp>15.Jours fériés\u003C\u002Fp>\n\n\u003Cp>La SORWATHE Ltd applique les jours fériés prévus par Arrêté\nPrésidentiel. Leur liste fait l'objet d'une large diffusion par la Direction\nGénérale qui pourvoit à son affichage dans plusieurs endroits\nappropriés.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE V: CESSATION DEFINITIVE DE TRAVAIL\u003C\u002Fp>\n\n\u003Cp>La cessation définitive des services peut intervenir dans les cas\ndéterminés par la législation du travail en vigueur au Rwanda ainsi que les\nrèglements. Il s’agit notamment :\u003C\u002Fp>\n\n\u003Cp>16.Démission volontaire\u003C\u002Fp>\n\n\u003Cp>20.Résiliation du contrat de travail\u003C\u002Fp>\n\n\u003Cp>Cause disciplinaire\u003C\u002Fp>\n\n\u003Cp>Pour motif économique\u003C\u002Fp>\n\n\u003Cp>Cause d’inaptitude physique\u003C\u002Fp>\n\n\u003Cp>Cause d’abandon de service\u003C\u002Fp>\n\n\u003Cp>Expiration du contrat\u003C\u002Fp>\n\n\u003Cp>Rupture par force majeure\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.Une absence sans motif porté à la connaissance de l'hiérarchie est,\nsauf cas de force majeure, qualifiée d'abandon de service lorsqu'elle se\nprolonge au-delà de 7 jours ouvrables. Elle justifie la présomption de\nrupture unilatérale du contrat par le travailleur.\u003C\u002Fp>\n\n\u003Cp>ii.Après trois jours d'absence, tout travailleur qui n’en aura pas\ncommuniqué les raisons, son absence sera considérée comme un abandon du\nservice. Cela peut entraîner la suspension du contrat de travail pendant une\npériode maximale d'un mois. Dépassé ce délai, son absence prolongée\ninjustifiée est considérée comme une désertion. Il justifie la présomption\nde rupture unilatérale du contrat par l'employé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Préavis\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de licenciement pour cause disciplinaire, de résiliation du contrat\npour cause économique ou de démission volontaire, la durée du préavis\néventuellement dû est fixée suivant l’ancienneté de l’agent comme il\nsuit :\u003C\u002Fp>\n\n\u003Cp>a)Quinze (15) jours si l'employé a moins d’une année de services\naccompli;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Un mois (30 jours) si l'employé a au moins une année de services\naccompli.\u003C\u002Fp>\n\n\u003Cp>21.Décès\u003C\u002Fp>\n\n\u003Cp>Si un employé meurt encore en service, les frais funéraires sont versés\nau conjoint légal de l'employé décédé ou à leurs ayants droits\nconformément à l'arrêté en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Indemnités de décès :\u003C\u002Fp>\n\n\u003Cp>Dans le cas où un employé meurt encore en service, le conjoint de\nl'employé décédé ou les ayants droits, il leur est accordé des indemnités\nde décès équivalant à un montant forfaitaire de 3 fois son dernier salaire\nde base mensuel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.Mise en retraite\u003C\u002Fp>\n\n\u003Cp>Selon la loi en vigueur au Rwanda, l'âge de la retraite est de 55 ans.\nChaque année au mois de septembre, le département des Ressources Humaines\naffiche la liste, par département, des employés en âge de 55 ans.\u003C\u002Fp>\n\n\u003Cp>Les employés désirant prolonger le service devront adresser au Directeur\nGénéral une lettre de demande. A la fin du mois d’octobre, la Direction\nGénérale examinera ladite liste et disponibilisera la liste définitive des\nemployés à retraiter.\u003C\u002Fp>\n\n\u003Cp>Toutefois, l'extension de la carrière ne peut pas dépasser 65 ans.\u003C\u002Fp>\n\n\u003Cp>Le travailleur retraité recevra des indemnités de fin de carrière qui est\ncalculée conformément à la législation de travail en vigueur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour les membres du Management, leurs prolongations seront décidées par le\nConseil d'Administration.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VI: DISCIPLINE\u003C\u002Fp>\n\n\u003Cp>20.Sanctions\u003C\u002Fp>\n\n\u003Cp>Tout manquement de l’agent à ses obligations légales ou en cas de\ncontravention au Règlement Interne du Personnel constitue une faute qui selon\nla gravité, entraîne une des sanctions suivantes :\u003C\u002Fp>\n\n\u003Cp>Remarque verbale ou écrite\u003C\u002Fp>\n\n\u003Cp>Avertissement écrit ;\u003C\u002Fp>\n\n\u003Cp>Blâme ;\u003C\u002Fp>\n\n\u003Cp>Mise à pied pour un délai de huit jours maximum ;\u003C\u002Fp>\n\n\u003Cp>Licenciement avec ou sans préavis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Une faute antérieure ne peut servir de facteur aggravant d'une faute\nultérieure que s'il y a un certain rapport entre-elles.\u003C\u002Fp>\n\n\u003Cp>22.Procédures\u003C\u002Fp>\n\n\u003Cp>La sanction est infligée au concerné après demande d’explications qui\ndoit être répondue par écrit dans un délai maximum de 48 heures.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de faits ou présomptions graves pouvant compromettre le déroulement\nde l’instruction disciplinaire, la sécurité du travail ou l’intérêt de\nla Société, le travailleur peut être suspendu de son travail habituel\njusqu’à la décision finale, sans que cela affecte sa rémunération et ses\navantages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le travailleur en suspension doit se présenter 1 fois par semaine au\nservice du personnel pour toutes communications utiles.\u003C\u002Fp>\n\n\u003Cp>23.Exemples de fautes et correspondance indicative des sanctions\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les remarques ou avertissements par écrit et le blâme sont infligés aux\nagents notamment dans les cas de fautes suivantes :\u003C\u002Fp>\n\n\u003Cp>a)Retards répétés à l’arrivée ;\u003C\u002Fp>\n\n\u003Cp>b)Travail au ralenti ou mauvaise exécution du travail ;\u003C\u002Fp>\n\n\u003Cp>c)Abandon du poste de travail sans motif valable ;\u003C\u002Fp>\n\n\u003Cp>d)Infraction à la discipline, à la morale ou aux prescriptions\nd’hygiène ;\u003C\u002Fp>\n\n\u003Cp>e)Départ avant l’heure de fermeture des bureaux sans autorisation;\u003C\u002Fp>\n\n\u003Cp>f)Ecouter la radio pendant les heures de service ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g)Cuire dans les bureaux ;\u003C\u002Fp>\n\n\u003Cp>h)Manger au bureau pendant les heures de service ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les fautes ci-après sont susceptibles d’entraîner la mise à pied ou le\nlicenciement avec préavis:\u003C\u002Fp>\n\n\u003Cp>a)Mauvaise volonté dans l’exécution du travail ;\u003C\u002Fp>\n\n\u003Cp>b)Manque de courtoisie envers la clientèle\u003C\u002Fp>\n\n\u003Cp>c)Insultes, voies de faits à l’égard de ses collègues ou de ses\nsupérieurs ;\u003C\u002Fp>\n\n\u003Cp>d)Communication à des tiers sur les installations ou procédés de\nfabrication ou comptables ;\u003C\u002Fp>\n\n\u003Cp>e)Infraction aux règlements concernant la sécurité et santé des\ntravailleurs ;\u003C\u002Fp>\n\n\u003Cp>La liste n’est pas limitative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les fautes ci-après sont susceptibles d’entraîner le licenciement sans\npréavis.\u003C\u002Fp>\n\n\u003Cp>a)Menaces entre agents ;\u003C\u002Fp>\n\n\u003Cp>b)Vol, fraude, tricherie, rixe dans la société sans préjudice de la\nréparation du dommage causé ;\u003C\u002Fp>\n\n\u003Cp>c)Toute fraude pour l’obtention de congé de circonstances ;\u003C\u002Fp>\n\n\u003Cp>d)Toute excitation à la haine, désobéissance, racisme à tous les\nniveaux,\u003C\u002Fp>\n\n\u003Cp>e)Tout sabotage ou destruction d'immeubles ou de matériel appartenant à la\nsociété tant à l’intérieur qu’à l’extérieur des installations ;\u003C\u002Fp>\n\n\u003Cp>f)Faux et usage de faux par initiative personnelle ou en collusion avec des\ntiers\u003C\u002Fp>\n\n\u003Cp>g)Insubordination et manque de respect envers les autorités hiérarchiques\n;\u003C\u002Fp>\n\n\u003Cp>h)Abus de confiance et divulgation du secret professionnel ;\u003C\u002Fp>\n\n\u003Cp>i)Venir au travail en état d’ébriété.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La liste n’est pas limitative\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VII: DELEGUES DU PERSONNEL\u003C\u002Fp>\n\n\u003Cp>26.Mission de délégués du personnel\u003C\u002Fp>\n\n\u003Cp>Les délégués du personnel prévus par l’article 161 du Code du Travail\nont pour mission de :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)présenter à l’employeur toutes les réclamations individuelles ou\ncollectives concernant les conditions de travail et la protection des\ntravailleurs, l’application des conventions collectives, les classifications\nprofessionnelles et les taux des salaires ;\u003C\u002Fp>\n\n\u003Cp>b)saisir l’inspection du travail de toute plainte ou différend concernant\nl’application des prescriptions légales ou réglementaires dont elle est\nchargée d’assurer le contrôle ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)veiller à l’application des prescriptions relatives à la santé et à\nla sécurité des travailleurs et proposer toutes mesures utiles à ce sujet\n;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)donner leur avis sur les mesures et les conditions de licenciement\nenvisagés par l’employeur en cas de compression du personnel pour motif de\nralentissement d’activité ou de réorganisation de l’entreprise ;\u003C\u002Fp>\n\n\u003Cp>e)communiquer à l’employeur toutes suggestions utiles tendant à\nl’amélioration de l’organisation et du rendement de l’entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour leur faciliter l'exercice de leur mission, les délégués du personnel\nsont informés du compte des profits et pertes et du bilan de la société. Un\nlocal de travail sera mis à leur disposition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’existence des délégués du personnel ne fait pas obstacle au droit\nqu’a un travailleur de présenter lui-même ses doléances et suggestions à\nl’employeur sur le déroulement du travail.\u003C\u002Fp>\n\n\u003Cp>27.Protection des délégués du personnel\u003C\u002Fp>\n\n\u003Cp>Un délégué du personnel ne peut être renvoyé ou mis à pied sans avis\nde l'inspecteur du travail. Il ne peut être mis en chômage technique que\nlorsque sont épuisés tous les moyens pouvant permettre son maintien en\nactivité, y compris par changement de poste.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Une fois chaque trimestre, le Directeur Général ou son Délégué\nrencontre les Représentants des travailleurs sur les suggestions\nd'amélioration de la gestion de la société.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour toute suspension comme étant « dernier avertissement » d'un employé\npermanent, la Direction Générale en informera les représentants des\ntravailleurs afin de lui rapprocher pour lui donner des conseils de\nredressement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VIII: DELEGUES SYNDICAUX\u003C\u002Fp>\n\n\u003Cp>27.Mission des délégués syndicaux\u003C\u002Fp>\n\n\u003Cp>La SORWATHE Ltd reconnaît aux travailleurs leur droit légal d'adhérer à\nun syndicat de leur choix et d'élire leurs délégués dans ce cadre. Comme\nstipulé par la loi, les délégués syndicaux d’une entreprise ont pour\nmission :\u003C\u002Fp>\n\n\u003Cp>1.de représenter leur syndicats auprès de l’employeur et de d’assister\nles membres dans la présentation de leurs revendications ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.de participer à la vie syndicale dans l’entreprise.\u003C\u002Fp>\n\n\u003Cp>Pour leur faciliter l'exercice de leur mission, les délégués syndicaux\nsont informés du compte des profits et pertes et du bilan de la société. Un\nlocal de travail sera mis à leur disposition et chaque syndicat aura jusqu'à\n10 jours que les délégués peuvent utiliser au titre de congé de formation\nou réunions syndicales. Mais la Direction Générale de la société pourra\nautoriser des jours supplémentaires dans les cas exceptionnels.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>29. Protection des délégués syndicaux\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Un délégué syndical ne peut être renvoyé ou mis à pied sans avis de\nl'inspecteur du travail et observation de son syndicat d'origine. Il ne peut\nêtre mis en chômage technique que lorsque seront épuisés tous les moyens\npouvant permettre son maintien en activité, y compris par changement de\nposte.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IX: DISPOSITIONS TRANSITOIRES, DIVERSES ET FINALES\u003C\u002Fp>\n\n\u003Cp>30.Dispositions transitoires,\u003C\u002Fp>\n\n\u003Cp>a)Les employés ayant dépassé les salaires du nouveau barème salarial par\nleur ancienneté auront au minimum un ajustement dans les mêmes\nproportions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Les employés en place perçoivent la prime de fidélité à raison\nd'autant de fois qu'ils comptent 10 ans d'ancienneté. Il leur est délivré un\ncertificat de fidélité correspondant à l’ancienneté totale acquise.\u003C\u002Fp>\n\n\u003Cp>31.Dispositions diverses\u003C\u002Fp>\n\n\u003Cp>a) La présente convention collective concerne la SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>b) Elle est affichée sur tous les lieux de travail de la SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>31.Disposition finale\u003C\u002Fp>\n\n\u003Cp>Ce qui n’est pas précisé dans les présentes conventions, les parties\ns’en remettent aux dispositions légales et réglementaires en vigueur au\nRwanda.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE X: ENTREE EN VIGUEUR ET DUREE DE LA CONVENTION\u003C\u002Fp>\n\n\u003Cp>32.Entrée en vigueur\u003C\u002Fp>\n\n\u003Cp>La présente convention entre en vigueur le jour de sa signature\u003C\u002Fp>\n\n\u003Cp>32.Durée de la convention\u003C\u002Fp>\n\n\u003Cp>Cette convention est valable pour une période de 2 ans, allant du 01\njanvier 2014 au 31 décembre 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KINYARWANDA\u003C\u002Fp>\n\n\u003Cp>Hagati y’amasendika ya :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oCongrès du Travail et de la Fraternité des Travailleurs (COTRAF),\u003C\u002Fp>\n\n\u003Cp>oCentrale des Syndicats des Travailleurs du Rwanda (CESTRAR), ku ruhande\nrumwe,\u003C\u002Fp>\n\n\u003Cp>o\u003C\u002Fp>\n\n\u003Cp>on’Umukoresha,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Société Rwandaise pour la Production et la Commercialisation du Thé\n(SORWATHE Ltd),\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hakozwe amasezerano rusange y’umurimo ateye atya :\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>INTANGIRIRO\u003C\u002Fp>\n\n\u003Cp>•Iriburiro\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd. ni sosiyete nyarwanda ihinga kandi igacuruza icyayi ibarurirwa\nmu rwego rw’ubuhinzi. SORWATHE Ltd. yiyemeje guteza imbere imishyikirano\nkandi yumva ko gushyiraho amasezerano rusange y’ umurimo biha abakozi ijambo\nmu by’ukuri. Indi mpamvu ni uko amategeko n’amabwiriza agenga umurimo, haba\nimbere mu gihugu cyangwa ku rwego mpuzamahanga, yose ashimangira ko habaho\namasezerano rusange agenga umurimo hagati y’amasendika n’abakoresha. Aya\nmasezerano ashobora gukorwa ku rwego rw’igihugu cyangwa urw’ikigo.\u003C\u002Fp>\n\n\u003Cp>•Abarebwa n’amasezerano\u003C\u002Fp>\n\n\u003Cp>Aya masezerano areba abakozi bose ba Sorwathe Ltd bo mu Rwanda\u003C\u002Fp>\n\n\u003Cp>•Intego\u003C\u002Fp>\n\n\u003Cp>Aya masezerano rusange agenga umurimo agamije gukemura bimwe mu bibazo\nbijyanye n’akazi no guteza imbere umusaruro wa SORWATHE Ltd. n’imibereho\nmyiza y’abakozi bayo bose.\u003C\u002Fp>\n\n\u003Cp>•Itegeko ryubahirizwa\u003C\u002Fp>\n\n\u003Cp>Aya masezerano akozwe mu rwego rwo kubahiriza Itegeko N° 13\u002F2009 ryo kuwa\n27\u002F05\u002F2009 rigenga umurimo mu Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Indimi zikoreshwa\u003C\u002Fp>\n\n\u003Cp>Aya masezerano yanditse mu ndimi eshatu zikoreshwa mu butegetsi mu Rwanda.\nAmasezerano y’umwimerere yanditswe kandi yemezwa mu rurimi\nrw’icyongereza.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA I : IBYICIRO BY’IMIRIMO N’IGIPIMO CY’UMUSHAHARA\u003C\u002Fp>\n\n\u003Cp>1.Inzego z’imirimo\u003C\u002Fp>\n\n\u003Cp>Inzego z’imirimo ziri mu byiciro 7 [ Icyiciro1 - Urwego A & B kugeza\nku cyiciro cya 7] hakurikijwe imbonerahamwe y’inzego z’imirimo yateguwe\nn’Ubuyobozi Bukuru bw’ikigo ikemezwa n’Inama y’ubutegetsi.\u003C\u002Fp>\n\n\u003Cp>Imyamya y’akazi yemejwe muri buri icyiciro iri isobanuwe mu itegeko\nry’umwihariko.\u003C\u002Fp>\n\n\u003Cp>Imyanya yo hejuru y’icyiciro cya 7 igenewe Abadiregiteri n’Umukozi\nushinzwe gucunga imirima. Uburyo bw’imikorere yabo bugenwa kandi bukemezwa\nn’Inama y’Ubutegetsi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Indi myanya isigaye y’akazi igenewe abakozi badahoraho.\u003C\u002Fp>\n\n\u003Cp>2. Umushahara hakurikijwe icyiciro.\u003C\u002Fp>\n\n\u003Cp>Umushahara ni ikiguzi cy'umurimo wakozwe.\u003C\u002Fp>\n\n\u003Cp>Umuntu utakoze nta mushahara abona, uretse mu bihe byateganyijwe n'itegeko\ncyangwa biri mu mategeko ngengamikorere cyangwa mu masezerano rusange agenga\numurimo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umushahara wo gutangiriraho, ushyirwaho n’Inama\ny’Ubutegetsi.Imbonerahamwe y’imishahara mishya ya 2014 iri ku mugereka\nw’aya masezerano.\u003C\u002Fp>\n\n\u003Cp>Hashingiwe kuri ibi bikurikira:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Inyongera y’umwaka wa 2014: 4% kugera kuri 8% hashingiwe ku manota\ny’isuzumamamikorere ku mukozi nkuko bisobanuye ku ngingo ya 6\u003C\u002Fp>\n\n\u003Cp>•Ivugururwa ry’imishahara\u003C\u002Fp>\n\n\u003Cp>Inama y’Ubutegetsi yemeje ivugururwa ry’imishahara ku buryo\nbukurikira:\u003C\u002Fp>\n\n\u003Cp>7% ku mushahara fatizo wa 2014 nyuma y’inyongezo ya 2014 kuva ku rwego\nrwa 1 kugeza kurwa 3.\u003C\u002Fp>\n\n\u003Cp>5% ku mushahara fatizo wa 2014 nyuma y’inyongezo ya 2014 kuva ku rwego\nrwa 4 kugeza kurwa 7.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Amafaranga yo kwivuza yazamuweho 10%\u003C\u002Fp>\n\n\u003Cp>Amafaranga y’urugendo yazamuweho 10%\u003C\u002Fp>\n\n\u003Cp>Ku basoromyi bahoraho, amafaranga y’urugendo n’ay’icumbi yazamuweho\n25%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Imbonerahamwe y’imishahara iri ku mugereka w’aya masezerano igaragaza ku\nburyo burambuye ko umushahara igizwe n’umushahara fatizo n’ibindi bihembo\nbiteganywa n’itegeko rigenga umurimo mu Rwanda n’itegeko ry’umwihariko\nry’ikigo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Buri vugurura rigomba kwita ku kugabanya ikinyuranyo hagati y’ibyiciro\nigihe cyose bishoboka.\u003C\u002Fp>\n\n\u003Cp>Agahimbazamusyi kadasanzwe:\u003C\u002Fp>\n\n\u003Cp>Ubuyobozi Bukuru bushobora kugena agahimbazamusyi kadasanzwe ku kazi\nkihariye cyangwa ku mukozi wabonye indi mpamyabumenyi yisumbuye ijyanye\nn’ibyo asanzwe akora. Ntacyo umukozi ashobora kubona iyo idafitanye isano\nn’akazi asanzwe akora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Agahimbazamusyi k’ubudahemuka.\u003C\u002Fp>\n\n\u003Cp>Abakozi bahabwa agahimbazamusyi k’ubudahemuka gahwanye n’umushahara wabo\nw’ukwezi hamwe n’icyemezo cy’ubudahemuka nyuma ya buri myaka icumi\ny’akazi ikurikiranye.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Ibindi bihembo\u003C\u002Fp>\n\n\u003Cp>Ibindi bihembo bigenerwa abakozi bigenwa n’Ubuyobozi Bukuru bw’ikigo\nbikemezwa n’Inama y’ubutegetsi.\u003C\u002Fp>\n\n\u003Cp>5.Uburyo bwo kwishyura umushahara\u003C\u002Fp>\n\n\u003Cp>Abakozi bose bahemberwa ukwezi.\u003C\u002Fp>\n\n\u003Cp>Uyu mushahara ukurwaho imisoro yose n’imisanzu biteganywa n’Itegeko\nrigenga umurimo n’ubwiteganyirize bw’abakozi mu Rwanda.\u003C\u002Fp>\n\n\u003Cp>6. Kongererwa umushahara\u003C\u002Fp>\n\n\u003Cp>Umukozi yongererwa umushahara buri mwaka hashingiwe ku isuzumabushobozi\nyakorewe. Igipimo cyo kongera umushahara muri iyi myaka ibiri kuva ku wa 1\nMutarama 2014 kugeza ku wa 31 Ukuboza 2015 kizaba hagati ya 4% na 8% bitewe\nn’amanota umukozi yabonye mu isuzumabushobozi rya buri mwaka.\u003C\u002Fp>\n\n\u003Cp>Nta nyongera izatangwa mu gihe amanota ari munsi ya 59%.\u003C\u002Fp>\n\n\u003Cp>Umushahara uzamurwa buri mwaka hashingiwe ku isuzumamikorere mu buryo\nbukirikira:\u003C\u002Fp>\n\n\u003Cp>Amanota - % - Icyiciro\u003C\u002Fp>\n\n\u003Cp>[90% - 100% ] - 8% - \"Elite\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>[ 80% - 89%] - 7% - \"Very good\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>[70% - 79%] - 6% - \"Good\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>[60% - 69%] - 4% - \"Fair\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7. Isuzumabushobozi\u003C\u002Fp>\n\n\u003Cp>Isuzumabushobozi rikorwa mu kwezi kwa Kamena n’Ukuboza kuri buri mukozi\nugejeje ku mezi atandatu nibura y’akazi. Ibishingirwaho mu isuzumabushobozi\nbikubiye mu mategeko ngengamikorere.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Isuzumabushobozi rikorwa ku manota 100. Amanota umukozi abonye ku mwaka\nbayaburungushura bayahuza n’umubare w’imbumbe wo hejuru cyangwa wo hasi\nbitewe n’uko ibice birenga ku mubare bigeze kuri 0.50 cyangwa biri munsi.\u003C\u002Fp>\n\n\u003Cp>Ibihano byatanzwe mu gihe kibanziriza isuzumabushobozi bishingirwaho mu\ngutanga amanota.\u003C\u002Fp>\n\n\u003Cp>Imbonerahamwe ikurikira ishingirwaho mu gutanga amanota hakurikijwe\nibihano:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oGuhwiturwa: akorwaho inota 1\u003C\u002Fp>\n\n\u003Cp>oKwihanangilizwa:akurwaho amanota 2\u003C\u002Fp>\n\n\u003Cp>oKugawa: akurwaho amanota 3\u003C\u002Fp>\n\n\u003Cp>oGuhagalikwa:akurwaho amanota 5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Cp>Kujuririra amanota\u003C\u002Fp>\n\n\u003Cp>Buri mukozi ahabwa ifishi y’amanota ye y’umwaka mbere y’itariki ya 31\nUkuboza. Iyi fishi agomba kuyisubiza Ubuyobozi bushinzwe gucunga abakozi amaze\ngusinyira ko yemeye amanota yahawe cyangwa akayisubiza iherekejwe n’ibaruwa\nyo kujurira igenewe Ubuyobozi bukuru bw’ikigo bitarenze iminsi 15 ayihawe.\nUbuyobozi bukuru bw’ikigo nabwo bufite iminsi 15 yo kwiga kuri ubwo bujurire\nno gufata umwanzuro.\u003C\u002Fp>\n\n\u003Cp>8. Kuzamuka mu ntera\u003C\u002Fp>\n\n\u003Cp>Iyo hari umwanya ukeneye umukozi, habaho kuzamurwa mu ntera iyo umukozi\nyahawe umwanya wisumbuye ku wo asanzwemo ni ukuvuga ko azamuka mu rwego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo hari umwanya ukeneye umukozi, habanza\u003C\u002Fp>\n\n\u003Cp>kureba mu bakozi basanzwe mu kazi. Iyo ntawe ubonetse wujuje ibisabwa, niho\numwanya ushyirwa ku isoko hanze. Icyo gihe abakozi basanzwe mu kazi nabo\nbemerewe gupiganwa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ijonjora rizashingira ku burambe mu kazi, ubumenyi, amashuri, ikizamini\ncyanditse n’ikiganiro. Nyuma y’ibyo, Ubuyobozi Bukuru bufata umwanzuro.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo umukozi watoranijwe azashyirwa mu gihe cyo kwimenyereza ku mwanya\nmushya. Azakorerwa isuzumabumenyi nyuma y’icyo gihe. Iyo bigaragaye ko\natakurikiye uko cyangwa yatsinzwe azasubizwa ku mwanya no ku mushahara we wa\nmbere.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo umukozi uzamuwe mu ntera yegereje cyangwa yararengeje umushahara fatizo\nw’umukozi mushya kuri uwo mwanya ahawe, bitewe n’inyongera ku mushahara\nyagiye abona buri mwaka nk’uko biteganywa n’ingingo ya 6 haruguru, ahabwa\n5% y’ umushahara fatizo.\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA II : GUTANGA AKAZI\u003C\u002Fp>\n\n\u003Cp>9.Umwanya ukeneye umukozi\u003C\u002Fp>\n\n\u003Cp>Iyo hari umwanya ukeneye umukozi, abayobozi ba za serivisi basaba Umuyobozi\nMukuru gusimbuza umukozi wagiye kugirango na we abyumvikaneho na Komite icunga\nikigo (Mgt Committee).\u003C\u002Fp>\n\n\u003Cp>Umuntu usaba akazi gahoraho agomba gutanga ibyangombwa bikurikira:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Ibaruwa isaba akazi yandikiwe Umuyobozi mukuru w’ikigo.\u003C\u002Fp>\n\n\u003Cp>2.Umwirondoro\u003C\u002Fp>\n\n\u003Cp>3.Kopi y’irangamuntu\u003C\u002Fp>\n\n\u003Cp>4.Kopi y’impamyabushobozi cyangwa impamyabumenyi y’amashuri yize.\u003C\u002Fp>\n\n\u003Cp>5.Icyangombwa cy’aho yakoze niba yigeze gukora;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo atsinze ikizami\u003C\u002Fp>\n\n\u003Cp>6.Ibyangombwa bitangwa n’ubuyobozi bw’umurenge bitarengeje amezi 3,\u003C\u002Fp>\n\n\u003Cp>7.Amafoto atatu magufi ;\u003C\u002Fp>\n\n\u003Cp>8.Ku myanya imwe n’imwe igenwa n’Umuyobozi Mukuru, Icyemezo cya muganga\ncyatanzwe na muganga wemewe na Leta ;\u003C\u002Fp>\n\n\u003Cp>9.Kopi y’impamyabushobozi iriho umukono wa noteri ;\u003C\u002Fp>\n\n\u003Cp>10.Icyemezo cy’umukoresha wa nyuma, iyo yigeze gukora ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.Icyemezo cy’uko atigeze afungwa, bibaye ngombwa.\u003C\u002Fp>\n\n\u003Cp>12.Inyandiko eb bamuzi, terefoni zabo n’agasanduku k’iposita.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Abakozi b’igihe gito cyangwa b’imirimo idasanzwe basabwa icyangombwa\ngikurikira :\u003C\u002Fp>\n\n\u003Cp>-Indangamuntu\u003C\u002Fp>\n\n\u003Cp>Umukozi wese mushya agirana amasezerano n’ikigo yanditse muri rumwe mu\nndimi eshatu zikoreshwa mu butegetsi. Aya masezerano agaragaza urwego\nrw’umurimo, inshingano n’umushahara by’umukozi.\u003C\u002Fp>\n\n\u003Cp>Amasezerano agomba lugaragaza :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izina ry’umukoresha n’aho abarizwa\u003C\u002Fp>\n\n\u003Cp>Izina ry’umukozi n’aho abarizwa\u003C\u002Fp>\n\n\u003Cp>Itariki umukozi yatangiriyeho akazi\u003C\u002Fp>\n\n\u003Cp>Ubwoko bw’akazi n’aho gakorerwa (urwego rw’umurimo n’icyiciro)\u003C\u002Fp>\n\n\u003Cp>Ibigize umushahara (umushahara w’ibanze, ibihembo, amashimwe,\nn’ibindi)\u003C\u002Fp>\n\n\u003Cp>Igihe akazi kazamara\u003C\u002Fp>\n\n\u003Cp>Ibindi bishobora kuba ngombwa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umukozi mushya wese agomba gusinya amasezerano y’akazi\u003C\u002Fp>\n\n\u003Cp>10. Amasezerano y’akazi\u003C\u002Fp>\n\n\u003Cp>Uretse aho biteganyijwe ukundi, mbere yo guhabwa akazi burundu umukozi\nmushya anyura mu gihe cy’igeragezwa cy’amezi atatu gishobora kongerwa\nincuro imwe gusa ariko kitarenza amezi atandatu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umukozi uri mu gihe cy’igeragezwa ahembwa umushahara ujyanye n’icyiciro\ncy’akazi yahawe hakurikijwe igipimo cy’umushahara gikoreshwa.\u003C\u002Fp>\n\n\u003Cp>Mu gihe cy’igeragezwa, buri ruhande rushobora gusesa amasezerano y’akazi\nnta nteguza cyangwa imperekeza zishingiye ku isezererwa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo arangije igihe cy’igeragezwa, umukozi akorerwa isuzumabushobozi\nagahabwa akazi burundu cyangwa ntagahabwe. Iki cyemezo akimenyeshwa mu ibaruwa\ny’Ubuyobozi bukuru na we akemeza ko akibonye.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11. Kwimenyekanisha\u003C\u002Fp>\n\n\u003Cp>Buri mukozi uhawe akazi gahoraho cyangwa k’igihe gito ahabwa ikarita\nimuranga agomba kwerekana ku marembo y’uruganda. Iyi karita igaragaza ko ari\numukozi wa SORWATHE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umukozi uvuye ku kazi ku mpamvu iyo ari yo yose agomba gusubiza ikarita\ny’akazi mu Biro bishinzwe gucunga abakozi mbere yo guhabwa icyemezo\ncy’imirimo yakoreye ikigo.\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA III : UBURYO UMURIMO UKORWAMO\u003C\u002Fp>\n\n\u003Cp>10.Amasaha y’ikirenga\u003C\u002Fp>\n\n\u003Cp>Amasaha y’ikirenga ni igihe umukozi akora akazi kihutirwa nyuma\ny’amasaha y’akazi ateganyijwe n’itegeko cyangwa amasezerano abisabwe\nn’umuyobozi we.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aya masaha y’ikirenga agomba kuyasubizwa. Iyo atayasubijwe, umukozi\nayahemberwa ku gipimo cyo hasi gihwanye na 150% by’umushahara we w’imbumbe\nhavuyemo izindi ndishyi n’ibindi bidatangwa mu mafranga mu rwego rwo\nkorohereza umukozi akazi.\u003C\u002Fp>\n\n\u003Cp>Hakurikijwe itegeko amasaha y’ikirenga yakozwe mu cyumweru nta shobora\nkurenga 12. Umukozi azahabwa ikiruhuko gihwanye n’ayo masaha.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bitabangamiye amategeko, abakozi bafite akazi gasaba gukora amasaha\ny’ikirenga bashobora guhabwa amafaranga y’inyongera agereranyije asimbura\nayo masaha y’ikirenga buri kwezi agenwa ku bufatanye bw’umukozi,\nabahagarariye sendika n’Ubuyobozu bukuru bw’ikigo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13. Ubuzima no kwirinda impanuka z’akazi\u003C\u002Fp>\n\n\u003Cp>oIsuku ku kazi\u003C\u002Fp>\n\n\u003Cp>Aho umurimo ukorerwa hagomba kurangwa isuku kandi hakagira uburyo bwo\nkurinda ubuzima bw’umukozi, kimwe no kumurinda impanuka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>o Imyambaro n’ibikoresho\u003C\u002Fp>\n\n\u003Cp>Umukoresha agomba guha abakozi bashobora guhura n’impanuka z’umubiri\ncyangwa zangiza imitekerereze imyambaro n’ibindi bikoresho byo kubarinda\nbyabugenewe.\u003C\u002Fp>\n\n\u003Cp>Umukoresha agomba guha abakozi ibikoresho bya ngombwa bakenera mu kazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umukozi ategetswe kubikoresha.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oIgitabo cyandikwamo impanuka\u003C\u002Fp>\n\n\u003Cp>Hateganyijwe igitabo cyandikwamo impanuka ziba ku kazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oKomite y’ubuzima n’umutekano ku kazi\u003C\u002Fp>\n\n\u003Cp>Hashyizweho Komite ishinzwe ubuzima n’umutekano ku kazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA IV : IGIHE CY’IKIRUHUKO N’IMINSI Y’IKIRUHUKO YEMEWE NA\nLETA\u003C\u002Fp>\n\n\u003Cp>14. Ikiruhuko cya buri mwaka\u003C\u002Fp>\n\n\u003Cp>Buri mukozi wa SORWATHE Ltd. yemerewe ikiruhuko cy’umwaka gihwanye\nn’iminsi cumi n’umunani y’imibyizi (18) ihwanye n’ikiruhuko cy’umunsi\numwe n'igice buri kwezi kw'akazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uburambe muri SORWATHE Ltd bwa buri myaka itatu butanga umunsi umwe\nwiyongera ku kiruhuko cy’umwaka gihemberwa. Ariko uko byagenda kose, nta\nmukozi ushobora kurenza iminsi makumyabiri n’umwe usibye abarengeje uyu\nmubare mbere y’uko aya masezerano atangira kubahirizwa bagumishwa ku mubare\nw’iminsi bagezeho.\u003C\u002Fp>\n\n\u003Cp>Cyakora bitewe n’inshingano zabo abakozi bo mu cyiciro cya 7 bahabwa\niminsi 7 y’inyongera yiyongera ku minsi 18 bigahwana n’iminsi itarenze\n25.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ikiruhuko cy’umwaka gifatwa mubice birenze 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ku ishami rishinzwe umusaruro n’imirima y’icyayi, ikiruhuko cy’umwaka\ngishyirwa mu gihe cy’akazi gake kugirango birinde guhagarika akazi kubera\nimpamvu za tekiniki. Cyakora umukozi ufite impamvu yihutirwa idasanzwe ashobora\nguhabwa ikiruhuko cy’umwaka muri icyo gihe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Abakozi bo mu cyiciro cya 7, bitewe n’urwego rwabo n’umuryango wabo,\nbashobora guhabwa imodoka yo kubajyana no kubagarura cyangwa amafaranga yo\nkuyikodesha, rimwe mu mwaka igihe bagiye mu kiruhuko cy’umwaka mu Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ikiruhuko cy’umukozi w’umunyamahanga kigendera ku bikubiye mu masezerano\nyabo y’akazi.\u003C\u002Fp>\n\n\u003Cp>Ikiruhuko cy’ingoboka\u003C\u002Fp>\n\n\u003Cp>- gusezerana imbere y’amategeko: iminsi 3 y’akazi\u003C\u002Fp>\n\n\u003Cp>- Kubyara: iminsi 5y’akazi.\u003C\u002Fp>\n\n\u003Cp>Ikiruhuko cy’ingoboka gihemberwa umukozi ari uko azanye ibyangombwa.\u003C\u002Fp>\n\n\u003Cp>Ikiruhuko cy’ingoboka, mu gihe cy’icyo gikorwa, nticyimurwa.\u003C\u002Fp>\n\n\u003Cp>Amafaranga y’urugendo mu kiruhuko cy’umwaka\u003C\u002Fp>\n\n\u003Cp>Umukozi ugiye mu kiruhuko cy’umwaka agomba kugaragaza umubare\nw’amafaranga yo kugenda no kugaruka y’urugendo rw’umuryango abana na wo\nku kazi ahwanye n’intera yo kuva kuri SORWATHE Ltd. Kugera iwe ku giciro cya\nATRACO cyangwa andi masosiyete yo gutwara abantu n’ibintu akorera mu\nRwanda.\u003C\u002Fp>\n\n\u003Cp>Iyo umugabo n’umugore we bombi bakora muri Sorwathe, umwe gusa muri bo\nniwe uhabwa amafaranga y’urugendo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Abakozi bo mu byiciro kuva ku cya 1 kugeza ku cya 6 bacumbitse i Kinihira\nbatabona imodoka zitwara abantu n’ibintu zibageza iwabo bagenerwa amafaranga\nabunganira mu rugendo mu buryo bukurikira:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Kuva ku Km 10 kugeza kuri 20: Frw 5000\u003C\u002Fp>\n\n\u003Cp>2.Kuva ku km 21 kugeza kuri 30: Frw 10 000\u003C\u002Fp>\n\n\u003Cp>3.Hejuru y’ibirometero 30: Frw 15 000\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo umukozi afashe ikiruhuko cy’umwaka mu bice, amafaranga y’urugendo\nagenerwa umuryango atangwa incuro imwe gusa mu mwaka. Iminsi mike y’ikiruhuko\ncy’umwaka igomba kuba nibura 6 y’akazi ikurikirana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15. Uruhushya rudahemberwa\u003C\u002Fp>\n\n\u003Cp>Umukozi wifuza guhabwa uruhushya rudahemberwa, arusaba Umuyobozi mukuru\nkandi agasobanura impamvu. Uyu mukozi ntashobora kugenda mbere yo kwemererwa\nn’Umuyobozi mukuru w’ikigo.\u003C\u002Fp>\n\n\u003Cp>16. Ikiruhuko cyo kubyara\u003C\u002Fp>\n\n\u003Cp>Umugore ukorera ikigo ubyaye afite uburenganzira ku kiruhuko cyo kubyara\ncy’ibyumweru cumi na bibiri (12) bikurikirana akagira uburenganzira ku\nmushahara we wose.\u003C\u002Fp>\n\n\u003Cp>Uhereye ku ivuka ry'umwana, umugore wabyaye afite uburenganzira bwo gufata\nikiruhuko cy’isaha ku munsi, kugira ngo abone uko ajya konsa kugeza umwana\nagize umwaka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo umugore uhise agaruka ku kazi mbere y’ibyumweru cumi na bibiri\nby’ikiruhuko cyo kubyara, agira uburenganzira ku masaha abiri (2) ku munsi\nkugeza arangije ibyumweru 12 ikiruhuko cyagombaga kumara.\u003C\u002Fp>\n\n\u003Cp>Inyandiko igaragaza impamvu yo kugaruka ku kazi ishyikirizwa Umukoresha\nbitarenze umunsi umukozi yagarukiyeho ku kazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo hari impamvu irenze ubushobozi bw’umuntu itumye umukozi adatanga iyo\nnyandiko, Umukoresha afite uburenganzira bwo kugenzura ukuri kw’iyo\nmpamvu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umukozi mushya wonsa agomba gutanga icyemezo cy’amavuko cy’umwana igihe\natangiye akazi kugirango ikigo kimuhe ubwo burenganzira.\u003C\u002Fp>\n\n\u003Cp>17. Ikiruhuko cy’uburwayi\u003C\u002Fp>\n\n\u003Cp>Kugira ngo umukozi ashobore guhabwa\u003C\u002Fp>\n\n\u003Cp>ikiruhuko cy’uburwayi agomba kwerekana icyemezo gisinywe na muganga wemewe\nna Leta cyangwa umukozi ushinzwe ubuzima bw’abakozi no kurinda impanuka ku\nkazi muri SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umukozi urwaye agomba kwivuza kandi agashyikiriza serivisi ishinzwe ubuzima\nbw’abakozi no kurinda impanuka ku kazi impapuro yivurijeho kugirango\nizemeze.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Icyemezo cya muganga cy’ikiruhuko cy’uburwayi kigomba gushyikirizwa\numuyobozi ushinwe abakozi vuba bishoboka, byakabya ntibirenze amasaha 48 usibye\nigihe habaye impamvu zirenze ubushobozi bw’ umuntu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mu gihe cy’ikiruhuko cy’uburwayi, umukozi afite uburenganzira ku\nmushahara we mu mezi atatu (3) ya mbere y’uburwayi. Nyuma y’icyo gihe\numushaharawe uhagarikwa by’agateganyo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo umuntu arwaye mu masaha y’akazi, Umukoresha yishingira kumujyana no\nkumukura kwa muganga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo habaye impanuka cyangwa indwara bikomoka ku kazi, umukozi ahembwa\numushahara we mu gihe cy’amezi 6 n’amafaranga yo kwivuza ariko agashyira\numukono ku mpapuro za ngombwa kugirango SORWATHE igaruze amafaranga ahwanye\nn’ayo ubwiteganyirize bw’abakozi buyigomba. Nyuma y’icyo gihe umukozi\nahabwa amafaranga y’ubwiteganyirize bw’abakozi yonyine.\u003C\u002Fp>\n\n\u003Cp>Igihe cyose bishoboka umukozi ahabwa akandi kazi bitewe n’ubumuga bwe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uruhushya rwo kujya mu kiruhuko icyo ari cyo cyose rusabwa Ubuyobozi bukuru\nbw’ikigo, usibye iyo bidashoboka. Icyo gihe umukozi agomba kubimenyesha\nUbuyobozi bukuru bw’Ikigo mu gihe kitarenze amasaha 48.\u003C\u002Fp>\n\n\u003Cp>18. Iminsi y’ikiruhuko yemewe na Leta\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd. yubahiriza iminsi y’ikiruhuko yemewe na Leta iteganyijwe\nn’Iteka rya Perezida wa Repubulika. Ubuyobozi bukuru bw’ikigo bukwirakwiza\nurutonde rw’iyi minsi kandi bukarumanika ahantu henshi hakwiye.\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA V : GUHAGARIKA AKAZI BURUNDU\u003C\u002Fp>\n\n\u003Cp>Guhagarika akazi burundu bikorwa hakurikijwe amategeko agenga umurimo mu\nRwanda. Bikorwa mu buryo bukurikira :\u003C\u002Fp>\n\n\u003Cp>19. Gusezera ku bushake\u003C\u002Fp>\n\n\u003Cp>20. Gusesa amasezerano y’akazi\u003C\u002Fp>\n\n\u003Cp>Ku mpavu z’imyitwarire\u003C\u002Fp>\n\n\u003Cp>Ku mpamvu z’ubukungu\u003C\u002Fp>\n\n\u003Cp>Kubera imbaraga nke z’umubiri\u003C\u002Fp>\n\n\u003Cp>Kubera guta akazi\u003C\u002Fp>\n\n\u003Cp>Kurangira kw’amasezerano\u003C\u002Fp>\n\n\u003Cp>Kubera impamvu irenze ubushobozi bw’umuntu\u003C\u002Fp>\n\n\u003Cp>i.Gusiba ku kazi nta mpamvu mu gihe kirenze iminsi y’akazi irindwi bifatwa\nnko guta akazi usibye iyo bitewe n’impamvu irenze ubushobozi bw’umuntu. Ibi\nbifatwa nk’aho umukozi yasheshe amasezerano y’akazi ku ruhande rwe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.Nyuma y’iminsi 3 asiba nta mpamvu yamenyesheje, umukozi afatwa\nnk’uwabuze ku kazi; ibyo bikaba byahagarika amasezerano y’akazi mu gihe\ncy’ukwezi. Akomeje kubura birenze icyo gihe, umukozi afatwa nk’uwataye\nakazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Integuza\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo umukozi yirukanwe kubera imyitwarire, iyo amasezerano asheshwe ku mpamvu\ny’ubukungu cyangwa asezeye ku bushake, integuza itangwa igenwa hakurikijwe\nuburambe bw’umukozi mu buryo bukurikira:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Iminsi cumi n’itanu (15) iyo umukozi atarageza ku mwaka.\u003C\u002Fp>\n\n\u003Cp>b)Ukwezi kumwe (iminsi 30) iyo umukozi amaze igihe kigeze ku mwaka cyangwa\nkirenze\u003C\u002Fp>\n\n\u003Cp>21. Urupfu.\u003C\u002Fp>\n\n\u003Cp>Iyo umukozi apfuye akiri mu kazi, amafaranga yo gushyungura ahabwa uwo\nbashakanye byemewe n’amategeko cyangwa abazungura hakurikijwe iteka rya\nminisitiri ririho.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Impozamarira.\u003C\u002Fp>\n\n\u003Cp>Iyo Umukozi apfuye akiri mu kazi, uwo bashakanye cg umuzungura we ahabwa\namafaranga y’impozamarira angana n’inshuro eshatu (3) z’umushahara fatizo\nwe wa nyuma.\u003C\u002Fp>\n\n\u003Cp>20.Ikiruhuko cy’izabukuru.\u003C\u002Fp>\n\n\u003Cp>Hakurikijwe itegeko ry’Urwanda, imyaka y’ikiruhuko cy’izabukuru ni 55.\nBuri mwaka mu kwezi kwa Nzeri, Ibiro bishinzwe abakozi bishyira ahagaragara\nurutonde rw’abakozi bagejeje imyaka 55.\u003C\u002Fp>\n\n\u003Cp>Abakozi bifuza gukomeza gukora, bandikira Umuyobozi Mukuru babisaba. Mu\nmpera z’Ukwakira, Ubuyobozi Bukuru bushyira ahagaraga urutonde ntakuka\nrw’abakozi bashyizwe mu kiruhuko cy’izabukuru.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na none imyaka yo gukomeza gukora ntigomba kurenga 65.\u003C\u002Fp>\n\n\u003Cp>Umukozi ushyizwe mu kiruhuko cy’izabukuru ahabwa imperekeza zibarwa\nhakurikijwe itegeko ririho.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ku Bakozi bakuru bari mu nama Nyobozi, gukomeza gukora byemezwa n’Inama\ny’Ubutegetsi.\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA VI : IMYITWARIRE\u003C\u002Fp>\n\n\u003Cp>23.IBIHANO\u003C\u002Fp>\n\n\u003Cp>Kutubahiriza inshingano cyangwa kwica amategeko ngengamikorere ni ikosa\nrihanishwa ibihano bikurikira hakurikijwe uburemere bw’ikosa :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Guhwiturwa mu magambo cyangwa mu nyandiko ;\u003C\u002Fp>\n\n\u003Cp>Kwihanangirizwa mu nyandiko;\u003C\u002Fp>\n\n\u003Cp>Kugawa;\u003C\u002Fp>\n\n\u003Cp>Guhagarikwa iminsi itarenze umunani;\u003C\u002Fp>\n\n\u003Cp>Kwirukanwa burundu wahawe integuza cyangwa nta nteguza.\u003C\u002Fp>\n\n\u003Cp>Ikosa ryakozwe mu gihe cyahise ntirishobora gufatwa nk’inkomezacyaha iyo\nridafitanye isano n’ikosa rishya.\u003C\u002Fp>\n\n\u003Cp>24. Uburyo bwo gutanga ibihano\u003C\u002Fp>\n\n\u003Cp>Umukozi ahabwa igihano nyuma yo gusabwa ibisobanuro. Agomba kwisobanura mu\nnyandiko mu gihe kitarenze amasaha 48.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo hari ibikorwa cyangwa impamvu zikomeye\u003C\u002Fp>\n\n\u003Cp>Byabangamira iperereza ku myitwarire, umutekano ku kazi cyangwa inyungu\nz’Ikigo, umukozi ashobora guhagarikwa ku kazi by’agateganyo kugeza hafashwe\nicyemezo cya nyuma. Iri hagarikwa ntirigira ingaruka ku mushahara we n’ibindi\nbihembo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umukozi wahagaritswe by’agateganyo agomba kwitaba muri serivisi ishinzwe\nabakozi rimwe mu cyumweru kugirango ahabwe amakuru ya ngombwa.\u003C\u002Fp>\n\n\u003Cp>25. Ingero z’amakosa n’ibihano byayo\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Abakozi bahanishwa guhwiturwa cyangwa kwihanizwa no kugawa iyo bakoze\namakosa akurikira :\u003C\u002Fp>\n\n\u003Cp>a)Gukererwa kenshi kugera ku kazi ;\u003C\u002Fp>\n\n\u003Cp>b)Ubunebwe cyangwa gukora akazi nabi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Guta akazi nta mpamvu yemewe n’amategeko;\u003C\u002Fp>\n\n\u003Cp>d)Imyitwarire mibi, kwiyandarika no no kugira umwanda;\u003C\u002Fp>\n\n\u003Cp>e)Gutaha mbere y’isaha nta ruhushya;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f)Kumva radiyo mu masaha y’akazi;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g)Guteka mu biro ;\u003C\u002Fp>\n\n\u003Cp>h)Kurira ibiryo mu biro mu masaha y’akazi ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Amakosa akurikira ashobora guhanishwa guhagarikwa by’agateganyo cyangwa\nkwirukanwa wahawe integuza :\u003C\u002Fp>\n\n\u003Cp>a)Gukorana akazi ubushake buke;\u003C\u002Fp>\n\n\u003Cp>b)Kwitwara nabi imbere y’a bakiriya;\u003C\u002Fp>\n\n\u003Cp>c)Gutuka, gusagarira bagenzi bawe cyangwa abayobozi;\u003C\u002Fp>\n\n\u003Cp>d)Guhishurira abantu bo hanze imiterere y’ikigo, imikorere y’uruganda\ncyangwa ibijyanye n’ibaruramari;\u003C\u002Fp>\n\n\u003Cp>e)Kwica amategeko agenga ubuzima n’umutekano by’abakozi ;\u003C\u002Fp>\n\n\u003Cp>Urutonde ntirurangiye.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Amakosa akurikira ashobora guhanishwa kwirukanwa nta nteguza.\u003C\u002Fp>\n\n\u003Cp>a)Gukanga mugenzi wawe;\u003C\u002Fp>\n\n\u003Cp>b)Ubujura, uburiganya no kurwana hatirengagijwe kwishyura ibyangijwe;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Kubeshya mu gihe usaba ikiruhuko kidasanzwe;\u003C\u002Fp>\n\n\u003Cp>d)Guhamagarira abandi urwangano, agasuzuguro, ivanguramoko;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e)Gusabota cyangwa kwangiza inyubako cyangwa ibikoresho by’isosiyeti\nimbere mu kigo no hanze yacyo;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f)Guhimba no gukoresha inyandiko z’impimbano ku giti cyawe cyangwa\nufatanyije n’abandi ;\u003C\u002Fp>\n\n\u003Cp>g)Kwigomeka no gusuzugura abayobozi bagukuriye mu kazi;\u003C\u002Fp>\n\n\u003Cp>h)Ubuhemu no kumena ibanga ry’akazi;\u003C\u002Fp>\n\n\u003Cp>i)Kujya ku kazi wasinze.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Urutonde ntirurangiye.\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA VII : INTUMWA Z’ABAKOZI\u003C\u002Fp>\n\n\u003Cp>26. Inshingano z’intumwa z’abakozi\u003C\u002Fp>\n\n\u003Cp>Intumwa z’abakozi ziteganywa mu ngingo y’I 161 y’Itegeko rigenga\numurimo zifite inshingano zikurikira:\u003C\u002Fp>\n\n\u003Cp>a) kumenyesha umukoresha ibibazo\u003C\u002Fp>\n\n\u003Cp>by’umukozi ku giti cye cyangwa bya rusange birebana n’akazi, kurengera\nabakozi, gukurikiza amasezerano rusange y’akazi, ibyiciro by’imirimo\nn’umubare w’amafaranga y’imishahara;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) kugeza ku bugenzuzi bw'umurimo ikirego cyangwa ikibazo cyose cyerekeye\u003C\u002Fp>\n\n\u003Cp>ikurikizwa ry'amategeko kuko aribwo bushinzwe kureba iyubahirizwa ryayo;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) gukora ku buryo amategeko yerekeye\u003C\u002Fp>\n\n\u003Cp>ubuzima bw’umukozi kimwe no kumurinda impanuka akurikizwa, no gutanga\ninama zatuma yubahirizwa;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) gutanga ibitekerezo ku byerekeye gahunda yo kugabanya abakozi\nn’ibizashingirwaho, bitewe n’uko imirimo yabaye mike cyangwa\u003C\u002Fp>\n\n\u003Cp>umukoresha yagennye guhindura imiterere n'imikorere y'ikigo;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) kumenyesha umukoresha ibyakorwa byose kugira ngo akazi k’ikigo kagende\nneza n’umusaruro wiyongere.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mu rwego rwo kubafasha kuzuza inshingano zabo, intumwa z’abakozi\nzimenyeshwa uko konti y’inyungu n’igihombo ndetse n’ifoto y’umutungo\nbihagaze. Zihabwa kandi icyumba cyo gukoreramo.\u003C\u002Fp>\n\n\u003Cp>Kuba hari intumwa z'abakozi mu kigo ntibibangamira uburenganzira umukozi\nafite bwo kwitangira ubwe ibibazo bye no kungura umukoresha inama ku\nmigendekere y'akazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>27. Ukurengerwa kw’intumwa z’abakozi\u003C\u002Fp>\n\n\u003Cp>Intumwa y’abakozi ntishobora kwirukanwa cyangwa guhagarikwa igihe gito\nUmugenzuzi w’umurimo atabitanzeho ibitekerezo. Ashobora guhagarikwa\nby’igihe gito kubera impamvu za tekiniki ari uko ubundi buryo bwose bwatuma\naguma mu kazi bwashize, harimo no kuba amuhinduriwe imirimo.\u003C\u002Fp>\n\n\u003Cp>Rimwe mu gihembwe Umuyobozi Mukuru cg Intumwa ye ahura n’abahagarariye\nabakozi bakungurana ibitekezo n’ibyifuzo byateza imbere ikigo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iyo umukozi ahawe igihano cyo guhagalikwa nkaho ari ukwihanagilizwa kwa\nnyuma, Ubuyobozi Bukuru bubimenyesha abahagarariye abakozi kugira ngo bamwegere\nbamuhwiture.\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA VIII : ABAHAGARARIYE SENDIKA\u003C\u002Fp>\n\n\u003Cp>28. Inshingano z’abahagarariye sendika\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd. Yemera uburenganzira abakozi bafite bwo kwibumbira muri\nsendika bihitiyemo no kwitorera ababahagarariye. Nk’uko biteganywa\nn’amategeko, abahagarariye sendika mu kigo bashinzwe ibi bikurikira:\u003C\u002Fp>\n\n\u003Cp>1. guhagararira sendika imbere y’umukoresha no gutera inkunga abayigize mu\ngihe cyo gutanga ibyifuzo byabo;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Gufatanya n'abandi mu mirimo ya sendika mu kigo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mu rwego rwo kubafasha kuzuza inshingano zabo, intumwa z’abakozi\nzimenyeshwa uko konti y’inyungu n’igihombo ndetse n’ifoto y’umutungo\nbihagaze. Zihabwa kandi icyumba cyo gukoreramo kandi buri sendika ihabwa iminsi\nitarenze icumi bashobora gukoresha nk’ikiruhuko kugirango bahugurwe cyangwa\nbakayikoramo inama. Cyakora ubuyobozi bukuru bw’ikigo bushobora kongera iyi\nminsi bibaye ngombwa.\u003C\u002Fp>\n\n\u003Cp>29. Ukurengerwa kw’abahagarariye sendika\u003C\u002Fp>\n\n\u003Cp>Umuntu uhagarariye sendika mu kigo ntashobora kwirukanwa cyangwa guhagarikwa\nigihe gito Umugenzuzi w’umurimo na sendika ye batabitanzeho ibitekerezo.\nAhagarikwa by’igihe gito kubera impamvu za tekiniki ari uko ubundi buryo\nbwose bwatuma aguma mu kazi bwashize, harimo no kuba amuhinduriwe imirimo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA IX : INGINGO Z’INZIBACYUHO, IZINYURANYE N’IZISOZA\u003C\u002Fp>\n\n\u003Cp>30. Ingingo z’inzibacyuho\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Abakozi barengeje imishahara y’igipimo cy’imishahara mishya bitewe\nn’uburambe bwabo bazakorerwa nibura ihuzamushahara incuro imwe.\u003C\u002Fp>\n\n\u003Cp>b) Abakozi bahabwa agahimbazamusyi k’ubudahemuka nyuma ya buri myaka icumi\ny’uburambe mu kigo, ahabwa icyemezo cy’ubudahemuka kijyanye n’imyaka yose\nbamaze ku kazi.\u003C\u002Fp>\n\n\u003Cp>31. Ingingo zinyuranye\u003C\u002Fp>\n\n\u003Cp>a) Aya masezerano rusange y’ umurimo areba SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>b) Agomba kumanikwa aho SORWATHE Ltd ikorera hose.\u003C\u002Fp>\n\n\u003Cp>32. Ingingo zisoza\u003C\u002Fp>\n\n\u003Cp>Ku bibazo byose bitavuzwe muri aya masezerano, impande bireba zifashisha\namategeko akoreshwa mu Rwanda.\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA X : IGIHE AMASEZERANO ATANGIRA GUKURIKIZWA N’IGIHE AZAMARA\u003C\u002Fp>\n\n\u003Cp>33. Iyubahirizwa ry’aya masezerano\u003C\u002Fp>\n\n\u003Cp>Aya masezerano azatangira kubahirizwa umunsi yashyizweho umukono.\u003C\u002Fp>\n\n\u003Cp>34. Igihe amasezerano azamara\u003C\u002Fp>\n\n\u003Cp>Aya masezerano azamara imyaka ibiri, guhera ku wa 1 Mutarama 2014 kugeza ku\nwa 31 Ukuboza 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COTRAF-RWANDA \u003C\u002Fp>\n\n\u003Cp>Dominique BICAMUMPAKA \u003C\u002Fp>\n\n\u003Cp>Président \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CESTRAR \u003C\u002Fp>\n\n\u003Cp>Eric MANZI\u003C\u002Fp>\n\n\u003Cp>Secrétaire Général\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd\u003C\u002Fp>\n\n\u003Cp>Rohith PEIRIS\u003C\u002Fp>\n\n\u003Cp>General Director\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COTRAF Agri Elevage \u003C\u002Fp>\n\n\u003Cp>Innocent MUKESHIMANA \u003C\u002Fp>\n\n\u003Cp>Président \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SYPEPAP Sorwathé\u003C\u002Fp>\n\n\u003Cp>Théodomir HATEGEKIMANA\u003C\u002Fp>\n\n\u003Cp>Président\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"STRUCINCR_trigger":48,"OVERTIME_trigger":52,"healthandsafetypolicy":56,"annleaveallowanceamount1":60,"MAXHOURS_trigger":64,"jobclassifaction1":68,"contracttrial":72,"sicknesspay":76,"wageincreasefirmperformance":80,"paidmaternityleavepay":83,"sicknessmaxdays":87,"paidmaternityleave":91,"bankholidays1":93,"paidmaternityleaveall":97,"jobsecuritymothers":99,"nursingmothers":103,"PAIDLEAV_trigger":107,"healthandsafetytraining":111,"funeralpay":113},{"bindId":45,"name":46,"text":47},"disabilitypay","In case of illness occurring during work","In case of illness occurring during working hours, the employer must ensure\nthe transport of the patient to and from the medical center for treatment.\n\n\n\nIn case of work accident or sicknesis due to work, the victim shall be paid\nhis\u002Fher salary and medical care expenses for 6 months, but shall agree to sign\nall the necessary papers for SORWATHE to recover the cost share corresponding\nto the amounts owed by the Social Security Fund. After six months, the victim\nshall not receive more than his\u002Fher rights to the Social Security.\n\n\n\nWhenever possible, the victim is given a new job depending on the degree of\ndisability.\n\n\n\nAny leave must be subject of a request to Director General, except when this\nis impossible. In this case, the worker must notify the Director General of the\nCompany within 48 hours.",{"bindId":49,"name":50,"text":51},"STRUCINCR_trigger","Annual salary increment consists of annu","Annual salary increment consists of annual salary increases that are based\non performance evaluations of the employee. The increase rate over the two\nyears from 1 January, 2014 to 31 December, 2015 shall be at least 4% and 8%\nmaximum depending on the performance achieved by the employee.\n\n\n\nThere will be no increment if the assessment rating is below 59%.\n\nThe criteria for annual increment based on the performance appraisal is as\nfollows:\n\n\n  \n  \n  \n  \n  \n    \n      Assessment Rating\n      %\n      Classification\n    \n    \n      [90% - 100% ] \n      8%\n      \"Elite\"\n    \n    \n      [ 80% - 89%]\n      7%\n      \"Very good\"\n    \n    \n      [70% - 79%]\n      6%\n      \"Good\"\n    \n    \n      [60% - 69%]\n      4%\n      \"Fair\"\n    \n  \n",{"bindId":53,"name":54,"text":55},"OVERTIME_trigger","Overtime is defined as a period when urg","Overtime is defined as a period when urgent work is performed outside the\nworking hours prescribed by law or agreements upon request of the\nsupervisor.\n\n\n\nThese additional hours should be compensated for. In case of no recovery,\novertime is paid for at the minimum rate of 150% of the worker's gross salary\nless reimbursement allowances and fringe benefits.\n\n\n\nAs per the law overtime for the week cannot exceed 12 hours. An offday will\nbe given in lieu of any urgent overtime done.\n\n\n\nA monthly fixed sum, set jointly by the worker assisted by his\u002Fher trade\nunion representatives and the Director General, may be granted within the scope\nof the law, to the employees whose nature of work requires working overtime\npermanantly.",{"bindId":57,"name":58,"text":59},"healthandsafetypolicy","o Cleanliness at workplace Working premi","o Cleanliness at workplace\n\nWorking premises shall be kept clean and equipped with health safety and\nprotection facilities.\n\n\n\no Clothing and Equipment\n\nThe employer must provide all the workers at risk of physical or\npsychological accidents with clothing and other appropriate protective\nequipment.\n\n\n\nThe employer must provide employees with needed work equipment.\n\n\n\nThe employee is under the obligation to use them.\n\no Register of Accidents\n\nA record of accidents occuring at the workplace shall be maintained.\n\n\n\no Health and safety committee at work\n\nA Committee in charge of health and safety at work is established.",{"bindId":61,"name":62,"text":63},"annleaveallowanceamount1","Workers of categorie 1 to 6 living aroun","Workers of categorie 1 to 6 living around Kinihira and does not have public\ntransport vehicle will receive a lump sum annually fixed according to the\ndistance to be covered as follows. Only the employee and his\u002Fher legal\nwife\u002Fhusband are the beneficiaries for this.\n\n1. From 10 to 20 km: Rwf 5,000\n\n2. From 21 to 30 km: Rwf 10,000\n\n3. Over 30 km: Rwf 15,000",{"bindId":65,"name":66,"text":67},"MAXHOURS_trigger","As per the law overtime for the week can","As per the law overtime for the week cannot exceed 12 hours. An offday will\nbe given in lieu of any urgent overtime done.",{"bindId":69,"name":70,"text":71},"jobclassifaction1","The positions are classified into seven ","The positions are classified into seven categories [1 - Class A & B up\nto 7]. This is in accordance with the organization chart proposed by Director\nGeneral and approved by the Board of Directors.\n\nThe approved position for each category is indicated in the Internal\nregulation.\n\nPositions classified above Class 7 are reserved for Directors and Plantation\nManager. Their terms are decided and approved by the Board of Directors.\n\nAll others are Temporary workers.",{"bindId":73,"name":74,"text":75},"contracttrial","Unless otherwise stated, any definitive ","Unless otherwise stated, any definitive employment for the permanent staff\nshall be preceded by a probation period of three months, renewable once, which\ncan not exceed six months.\n\n\n\nThe employee on probation shall be paid at the rate of the category of work\ncorresponding to the job for which s\u002Fhe is hired in accordance with the salary\nscale in force.\n\n\n\nDuring this probation period, either party may terminate the contract\nwithout notice nor other dismissal compensation.\n\n\n\nAfter the probation period, the employee is evaluated and confirmed or not\nin his\u002Fher post. She\u002Fhe is notified of the decision by a letter of the Director\nGeneral with acknowledgment of receipt.",{"bindId":77,"name":78,"text":79},"sicknesspay","In case of illness, workers may be grant","In case of illness, workers may be granted a sick leave upon presentation of\na medical certificate duly signed by a recognized medical doctor or by the\nSocial and Health Affairs Officer of SORWATHE Ltd.\n\n\n\nThe sick worker shall have the right to be treated and shall present\ndocumentary evidence of the medical examination to the Social and Health\nAffairs Unit for approval.\n\n\n\nThe sick leave certificate must reach the Human Resources Management Unit as\nsoon as possible and no later than 48 hours except in cases of force\nmajeure.\n\n\n\nDuring the sick leave, the worker has the right to his\u002Fher salaries for the\nthree (3) months. After this period, the salary shall be suspended.",{"bindId":81,"name":50,"text":82},"wageincreasefirmperformance","Annual salary increment consists of annual salary increases that are based\non performance evaluations of the employee. The increase rate over the two\nyears from 1 January, 2014 to 31 December, 2015 shall be at least 4% and 8%\nmaximum depending on the performance achieved by the employee.",{"bindId":84,"name":85,"text":86},"paidmaternityleavepay","Delivery of a child by a worker of SORWA","Delivery of a child by a worker of SORWATHE LTD shall entitled her to\nmaternity leave of 12 consecutive weeks during which she will have the right to\nher entire salary.",{"bindId":88,"name":89,"text":90},"sicknessmaxdays","During the sick leave, the worker has th","During the sick leave, the worker has the right to his\u002Fher salaries for the\nthree (3) months. After this period, the salary shall be suspended.",{"bindId":92,"name":85,"text":86},"paidmaternityleave",{"bindId":94,"name":95,"text":96},"bankholidays1","SORWATHE Ltd. shall apply the public hol","SORWATHE Ltd. shall apply the public holidays provided for by the\nPresidential Order. The list shall be widely circulated by the General\nManagement, which shall ensure that it is posted in several appropriate\nplaces.",{"bindId":98,"name":85,"text":86},"paidmaternityleaveall",{"bindId":100,"name":101,"text":102},"jobsecuritymothers","The official document justifying the all","The official document justifying the alleged circumstance must be submitted\nto the Employer on or before the day of work resumption.\n\n\n\nIn case of force majeure resulting in the non presentation of this document,\nthe Employer reserves the right to verify the authenticity of the event.",{"bindId":104,"name":105,"text":106},"nursingmothers","For a twelve-month period starting from ","For a twelve-month period starting from the day on which an infant is born,\nevery employed woman is entitled to a rest period of one (1) hour per day, to\nallow her to breastfeed the child.\n\n\n\nHowever, if immediately the woman resumes service before 12 weeks of her\nmaternity leave, she shall have the right to a rest period of two (2) hours per\nday untill the end of 12 weeks.",{"bindId":108,"name":109,"text":110},"PAIDLEAV_trigger","Every worker of SORWATHE Ltd. is entitle","Every worker of SORWATHE Ltd. is entitled to an annual leave of eighteen\n(18) working days, on the basis of one and a half (1.5) working day per month\nof effective work.\n\n\n\nThe worker benefits from one working day per year of annual paid leave for\nevery three years of continuous employment at SORWATHE Ltd. However, the annual\npaid leave, in any case, cannot exceed twenty one (21) working days, except for\nthose who at 1-1-2012 have already exceeded this limit as they shall stay at\nthe level achieved.",{"bindId":112,"name":58,"text":59},"healthandsafetytraining",{"bindId":114,"name":115,"text":116},"funeralpay","In case an employee dies while still in ","In case an employee dies while still in service, the Funeral expensive shall\nbe paid to the spouse of deceased employee or their legal successors in\naccordance with the ministerial order in force.\n\nDeath indemnities:\n\nIn case an employee dies while still in service, the spouse of deceased\nemployee or their legal successors shall be granted death allowances equivalent\nto a lump sum of three (3) times the last monthly basic salary of the\ndiseased.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing, Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products, Growing of crops, market gardening, horticulture\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                        Rwanda Tea Production and Marketing Company - SORWATHE 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                    \n                    \u003Cspan>\n                        COTRAF - Congrès du Travail et de la Fraternité au Rwanda, CESTRAR - Centrale des Syndicats des Travailleurs du Rwanda\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        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 12.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\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        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 4.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → RWF 5000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[122],{"title":37,"slug":33},[124],{"type":125,"data":126},"call_to_action_body_block",{"title":127,"description":128,"variant":129,"link":130},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Rwanda across sectors, topics and countries","dark",{"title":127,"url":131,"description":127,"rel":132,"type":133},"\u002Fen-rw\u002Fwork-in-rwanda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[135],{"type":125,"data":136},{"title":127,"description":128,"variant":129,"link":137},{"title":127,"url":131,"description":127,"rel":132,"type":133},[]]