[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-rw\u002Fwork-in-rwanda\u002Fcollective-bargaining-agreement\u002Flabour-collective-convention-between-trade-unions-cotraf-cestrar-and-sorwathe-ltd-":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":198,"content_type_view":199,"extra_breadcrumbs":200,"body":202,"body_blocks":213,"related_pages":217},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":196,"translations":197},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"labour-collective-convention-between-trade-unions-cotraf-cestrar-and-sorwathe-ltd-","7092d6de-d5b5-11e2-9105-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Frwanda\u002Flabour-collective-c0nvention-between-trade-unions-cotraf-cestrar-and-sorwathe-ltd-_1\u002Flabour-collective-convention-between-trade-unions-cotraf-cestrar-and-sorwathe-ltd-\u002F","Labour Collective Convention between: Trade Unions COTRAF, CESTRAR and SORWATHE Ltd. - 2012","RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2012","Rwanda - RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2012","RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2012 - Agriculture, forestry, fishing, Manufacturing",{"name":41,"data":42},"2012 - Rwanda - labour Collective Conventions Sorwathe Ltd.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Nuovo1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>LABOUR COLLECTIVE CONVENTIONS BETWEEN:\u003C\u002Fh1>\n\n\u003Ch1>TRADE UNIONS\u003C\u002Fh1>\n\n\u003Ch1>COTRAF\u003C\u002Fh1>\n\n\u003Ch1>CESTRAR\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>SORWATHE Ltd.\u003C\u002Fh1>\n\n\u003Cp>For the period from 01\u002F01\u002F2012 TO 31\u002F12\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Between, on the one hand, the following trade unions:\u003C\u002Fp>\n\n\u003Cp>- Le Congrès du Travail et de la Fraternité des Travailleurs (COTRAF)1,\u003C\u002Fp>\n\n\u003Cp>- La Centrale des Syndicats des Travailleurs du Rwanda (CESTRAR)2,\u003C\u002Fp>\n\n\u003Cp>And, on the other hand, the Employer:\u003C\u002Fp>\n\n\u003Cp>Société Rwandaise pour la Production et la Commercialisation du Thé\n(SORWATHE Ltd.)3,\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>1 Workers’ Labour and Brotherhood Congress\u003C\u002Fp>\n\n\u003Cp>(COTRAF)\u003C\u002Fp>\n\n\u003Cp>2 Trade Union Centre of Workers of Rwanda\u003C\u002Fp>\n\n\u003Cp>(CESTRAR)\u003C\u002Fp>\n\n\u003Cp>3 Rwanda TeaProduction and Marketing\u003C\u002Fp>\n\n\u003Cp>Company (SORWATHE Ltd)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>INTRODUCTION\u003C\u002Fh2>\n\n\u003Ch3>• Preamble\u003C\u002Fh3>\n\n\u003Cp>SORWATHE Ltd. is a tea producer and marketing company working in the\nagricultural sector. SORWATHE Ltd. Is committed to promoting social dialogue\nand believes that the existence of a labour convention and collective agreement\nreally gives a voice to employees. In addition, legislative, normative, social\nand work requirements both international and national insist on labour\nconventions and collective agreements between trade unions and employers. These\nconventions may exist at national or institutional levels.\u003C\u002Fp>\n\n\u003Ch3>• Object\u003C\u002Fh3>\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\u003Ch3>• Applicable law\u003C\u002Fh3>\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\u003Ch3>• Languages used\u003C\u002Fh3>\n\n\u003Cp>This agreement is written in three official languages used in Rwanda. It was\ninitiated and adopted in French.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER ONE:\u003C\u002Fh2>\n\n\u003Ch2>PROFESSIONAL CATEGORIES AND SALARY SCALE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1_txt\" class=\"cbaClause highlight\">\u003Ch3>1. Job classification\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-JOBTITLE_trigger\" class=\"cbaClause highlight\">\u003Cp>Pending a future agreement on the categories of work, positions are\nclassified into seven categories [1 - Class A & B up to 7] in accordance\nwith the organization chart proposed by General Management and approved by the\nBoard of Directors.\u003C\u002Fp>\n\n\u003Cp>Therefore, the position held by the agent assigns him\u002Fher the corresponding\ncategory.\u003C\u002Fp>\n\n\u003Cp>Positions classified above Class 7 are reserved for managers and the\nPlantation Manager.\u003C\u002Fp>\n\n\u003Cp>Casual workers are classified below Category I Class B.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-JOBTITLE_trigger\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-WAGES_trigger\" class=\"cbaClause highlight\">\u003Ch3>2. Salary scale by category\u003C\u002Fh3>\n\n\u003Cp>The salary level at recruitment is fixed according to the table appended to\nthis Convention.\u003C\u002Fp>\n\n\u003Cp>The salary includes the basic salary plus all the allowances, bonuses and\nincentives in accordance with the labor law applied in Rwanda and the internal\nregulations. Each revision shall take into account, as far as\u003C\u002Fp>\n\n\u003Cp>possible, the need to reduce the differences between categories.\u003C\u002Fp>\n\n\u003Cp>A salary is the price for the work done. No salary is to be paid in the\nevent of absence, except for the cases provided for by law or by the internal\nregulations or collective conventions.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-WAGES_determined\" class=\"cbaClause highlight\">\u003Cp>All employees are paid for the services provided in accordance with their\nclassification in the conventional salary scale of SORWATHE Ltd.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Loyalty premium\u003C\u002Fh3>\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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Other allowances and bonuses\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Various allowances and bonuses to be granted to employees are proposed by\nthe General Management and approved by the Board of Directors.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Terms of payment\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-PAYSCALES_period\" class=\"cbaClause highlight\">\u003Cp>SORWATHE Ltd. employees are paid their salary on a monthly basis.\u003C\u002Fp>\n\n\u003Cp>All taxes and contributions made compulsory by the Labour Law and social\nsecurity in Rwanda are deducted from the gross salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Ch3>6. Salary increment\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cp>Salary increment consists of annual salary increases that are based on\nperformance evaluations of the agent. The increase rate over the two years from\n1 January, 2012 to 31 December, 2013 shall be at least 4%\u003C\u002Fp>\n\n\u003Cp>and 8% maximum depending on the performance mark achieved by the\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. Evaluations\u003C\u002Fh3>\n\n\u003Cp>Evaluation is done every six months for any employee totalling at least 6\nmonths of service during the year. Evaluation criteria are determined by the\ninternal regulations.\u003C\u002Fp>\n\n\u003Cp>Evaluation is 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>From 90% to 100% amounts to \"Elite\"\u003C\u002Fp>\n\n\u003Cp>From 80% to 89% amounts to \"Very good\"\u003C\u002Fp>\n\n\u003Cp>From 70% to 79% amounts to \"Good\"\u003C\u002Fp>\n\n\u003Cp>From 60% to 69% amounts to \"Fair\"\u003C\u002Fp>\n\n\u003Cp>Each agent receives his\u002Fher annual scoring card before December 31. This\nform must be returned to the Human Resource Department, duly signed for\napproval or accompanied by a letter of appeal submitted to the General\nManagement within 15 days from receipt. The General Management shall have equal\ntime limit to examine the appeal and act on it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. Promotion\u003C\u002Fh3>\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. This promotion can be obtained either by\ntest \u002F interview, or by decision of the General Management, based on the merit\nof the worker, his\u002Fher performance and skills.\u003C\u002Fp>\n\n\u003Cp>If no internal employee can meet the conditions required, the General\nManagement shall resort to an external\u003C\u002Fp>\n\n\u003Cp>recruitment. In this case, employees may also apply and compete with\nexternal candidates.\u003C\u002Fp>\n\n\u003Cp>If the promoted employee is close or has exceeded the recruitment salary of\nhis\u002Fher\u003C\u002Fp>\n\n\u003Cp>new category following the annual increases provided for by Clause 6 above,\ns\u002Fhe receives a minimum rate of increase that will be determined by the General\nManagement.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>CHAPTER II: RECRUITMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. Vacancy\u003C\u002Fh3>\n\n\u003Cp>In case of vacancy, the needs for replacement are be expressed by the Heads\nof Units who must bring the needs before the DG for a consensus with the\nManagement 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. Attestation of accomplished service, if the candidate has been previously\nemployed;\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>10. A certificate of accomplished services from the last employer, if the\napplicant was employed previously;\u003C\u002Fp>\n\n\u003Cp>11. Criminal record, if necessary;\u003C\u002Fp>\n\n\u003Cp>12. Two written recommendations signed by referees bearing their telephone\nnumbers and\u002For postal addresses. For temporary or casual workers the following\ndocument 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 should lay down the\nemployee’s category, functions and salary.\u003C\u002Fp>\n\n\u003Cp>The contract must indicate:\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 service commencement\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, etc.).\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\u003Cdiv id=\"clause-EMPCONTR_trigger\" class=\"cbaClause highlight\">\u003Ch3>10. Contract of employment\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Unless otherwise stated, any definitive unemployment for the permanent staff\nis preceded by a probation period of three months, renewable once, which cannot\nexceed six months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The employee on probation is 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>During this probation period, either party may terminate the contract\nwithout notice or dismissal compensation.\u003C\u002Fp>\n\n\u003Cp>After the probation period, the employee is evaluated and confirmed or not\nin his\u002Fher post. S\u002Fhe is notified of the decision by a letter of the General\nManagement with acknowledgment of receipt.\u003C\u002Fp>\n\n\u003Cp>Extension of service after the probation period of six months is equivalent\nto a definitive employment for an indefinite period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. Identification\u003C\u002Fh3>\n\n\u003Cp>Any permanent or temporary worker is entitled to an identification card\nwhich they must display at the main entrance of the factory. The card shall\nalso serve as certificate of service.\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\u003Ch2>CHAPTER III: WORKING CONDITIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. Overtime\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight focus\">\u003Cdiv id=\"clause-WORKHOURS_trigger\" class=\"cbaClause highlight\">\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>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>A monthly fixed sum, set jointly by the worker assisted by his\u002Fher trade\nunion representatives and the General Management, may be granted within the\nscope of the law, to the employees whose nature of work requires a permanent\nprovision for overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>13. Health and safety at work\u003C\u002Fh3>\n\n\u003Cp>- 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>- 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>The employer must provide employees with needed work equipment.\u003C\u002Fp>\n\n\u003Cp>The employee is under the obligation to use them.\u003C\u002Fp>\n\n\u003Cp>- Register of Accidents\u003C\u002Fp>\n\n\u003Cp>A record of accidents occurring at the workplace shall be made available.\u003C\u002Fp>\n\n\u003Cp>- 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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER IV: LEAVE AND PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. Annual leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>The worker benefits from one additional day of paid leave for every three\nyears of experience at SORWATHE Ltd. However, the annual paid leave, in any\ncase, cannot exceed twenty one (21) working days, except for those who have\nalready exceeded this limit at the entry into force of this convention, who\nshall stay at the level achieved.\u003C\u002Fp>\n\n\u003Cp>However, following their responsibilities, workers of Class 7 benefit from 7\nadditional working days in addition to 18 working days, that is 25 working days\nmaximum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A worker going on annual leave shall declare - at the current rate of ATRACO\nor other Rwandan travel Agency or at a fixed rate - the round trip expenses of\nhis\u002Fher family living with him\u002Fher near the\u003C\u002Fp>\n\n\u003Cp>workplace, corresponding to the distance between SORWATHE Ltd to his\u002Fher\nactual residence.\u003C\u002Fp>\n\n\u003Cp>Workers of classes 1 to 6 living at Kinihira and whose trip from Kinihira to\ntheir place of origin is not done with public transport vehicles receive a lump\nsum fixed according to the distance to be covered as follows:\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>\n\n\u003Cp>Only the employee is the beneficiary.\u003C\u002Fp>\n\n\u003Cp>When the annual leave is divided up into periods, travelling expenses for\nthe family are granted only once per year. Periods of the annual payable leave\nmay not exceed three.\u003C\u002Fp>\n\n\u003Cp>For the Production and Tea Plantation Department, the annual leave is\nscheduled\u003C\u002Fp>\n\n\u003Cp>during the low production period to avoid layoffs. However, the leave may be\ngranted outside this period if a worker invokes exceptional compelling\ncircumstances.\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 on the Rwandan territory for a round trip.\u003C\u002Fp>\n\n\u003Cp>The management of expatriates’ leaves is done in compliance with their\nwork contracts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. Non paid leave of absence\u003C\u002Fh3>\n\n\u003Cp>A worker wishing to take a non paid leave of absence must make a request to\nthe Director General, accompanied by supporting documents for his\u002Fher\nabsence.\u003C\u002Fp>\n\n\u003Cp>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\u003Ch3>16. Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleavepayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleavepay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Delivery by a worker of the society shall entitle her to a maternity leave\nof 12 consecutive weeks during which, if she has maternity insurance, she will\nhave the right to her entire salary during the first nine (9) weeks of her\nmaternity leave for the year 2011. This period shall be extended with one week\neach year to a\u003C\u002Fp>\n\n\u003Cp>maximum of 12 weeks.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>A woman who immediately resumes service after eight, nine, ten or eleven\nweeks following the years abovementioned, from her maternity leave shall have\nthe right to a rest period of two (2) hours per day untill the end of 12 weeks\nfor which the leave might have lasted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cp>The official document justifying the alleged circumstance must be submitted\nto the Employer on or before the day of work resumption.\u003C\u002Fp>\u003C\u002Fdiv>\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>\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\u003Cdiv id=\"clause-SICDIS_trigger\" class=\"cbaClause highlight\">\u003Ch3>17. Sick Leave\u003C\u002Fh3>\n\n\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\u003Cdiv id=\"clause-MEDICAL_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\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\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\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>\u003C\u002Fdiv>\n\n\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\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>In case of work accident or professional disease, 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.\u003C\u002Fp>\n\n\u003Cp>After this period, the victim shall not receive more than his\u002Fher rights to\nthe Social Security.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Whenever possible, the victim is given a new job depending on the degree of\ndisability.\u003C\u002Fp>\n\n\u003Cp>Any leave must be subject of a request to the General Management, except\nwhen this is impossible. In this case, the worker must notify the General\nManagement of the Company within 48 hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. Public Holidays\u003C\u002Fh3>\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\u003Ch2>CHAPTER V: DEFINITIVE TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Termination of employment may intervene in the cases determined by the\nlabour law and regulations in force in Rwanda.\u003C\u002Fp>\n\n\u003Cp>Termination of employment includes:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. Deliberate Resignation\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. Termination of employment contract\u003C\u002Fh3>\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>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>Notice\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>In case of disciplinary dismissal, termination of the contract for economic\nreasons or deliberate resignation, the notice period due shall be fixed\naccording to the worker’s seniority as follows:\u003C\u002Fp>\n\n\u003Cp>a) Fifteen (15) days if the worker has worked for less than a year;\u003C\u002Fp>\n\n\u003Cp>b) One month (30 days) if the worker has worked for a period of one year or\nmore.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>21. Death\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. Retirement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER VI: DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. Sanctions\u003C\u002Fh3>\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>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\u003Ch3>24. Procedures\u003C\u002Fh3>\n\n\u003Cp>The penalty shall be imposed after explanations to be answered in writing\nwithin 48 hours.\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\u003C\u002Fp>\n\n\u003Cp>work until a final decision is taken, without affecting his\u002Fher remuneration\nand benefits.\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\u003Ch3>25. Examples of misconduct and corresponding sanctions \u003C\u002Fh3>\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; disclosure to\nthird parties of the facilities or manufacturing or accounting processes;\u003C\u002Fp>\n\n\u003Cp>d) Violation of regulations on the safety and health of workers;\u003C\u002Fp>\n\n\u003Cp>The list is not exhaustive.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\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\u003C\u002Fp>\n\n\u003Cp>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>\u003C\u002Fdiv>\n\n\u003Cp>The list is not exhaustive.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER VII: WORKRS’ REPRESENTATIVES\u003C\u002Fh2>\n\n\u003Ch3>26. Mission of workers’ representatives\u003C\u002Fh3>\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 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\u003C\u002Fp>\n\n\u003Cp>improvement.\u003C\u002Fp>\n\n\u003Cp>To facilitate the exercise of their duties, staff representatives are\ninformed of the profit-and-loss account and the balance sheet of the company. A\nworking 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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. Protection of workers’s representatives\u003C\u002Fh3>\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\u003Ch2>CHAPTER VIII: TRADE UNION REPRESENTATIVES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28. Mission union representatives\u003C\u002Fh3>\n\n\u003Cp>SORWATHE Ltd. recognizes the workers’ legal right to join a trade union of\ntheir choice and to elect their\u003C\u002Fp>\n\n\u003Cp>representatives in this framework. As stipulated by law, representatives of\ntrade union in a firm have the following mandates:\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>2. to collaborate with others in trade union activities within the\ninstitution.\u003C\u002Fp>\n\n\u003Cp>To facilitate the exercise of their duties, trade union representatives are\ninformed of the company’s profit-and-loss account and the balance sheet. They\nare granted a working room and each trade union shall have up to 10 days that\nthe representatives can use as a leave for training or for trade union\nmeetings. However, the General Management of the company may authorize\nadditional days in exceptional cases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29. Protection of trade union representatives\u003C\u002Fh3>\n\n\u003Cp>A trade union representative may not be dismissed or suspended without\nnotice of the Labour Inspector and his\u002Fher trade union comment. S\u002Fhe can be\nlaid off only when all the possible ways to keep him\u002Fher at work, including a\nchange of job, have been exhausted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER IX: TRANSITIONAL, MISCELLANEOUS AND FINAL PROVISIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30. Transitional provisions\u003C\u002Fh3>\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>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\u003Ch3>31. Miscellaneous provisions\u003C\u002Fh3>\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\u003Ch3>32. Final provisions\u003C\u002Fh3>\n\n\u003Cp>For all matters not specified in this convention, the parties shall rely on\nlaws in force in Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CHAPTER X: ENTRY INTO FORCE AND DURATION OF THE CONVENTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-cbadate_start\" class=\"cbaClause highlight\">\u003Ch3>33. Entry into force\u003C\u002Fh3>\n\n\u003Cp>This convention shall enter into force on the date of its signature.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>34. Duration of the Agreement\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-cbadate_end_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-cbadate_end\" class=\"cbaClause highlight\">\u003Cp>This convention shall be valid for a period of two years, from 1 January,\n2012 to 31 December, 2013.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Done at Kinihira, on 01\u002F01\u002F2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COTRAF\u003C\u002Fp>\n\n\u003Cp>CESTRAR\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd\u003C\u002Fp>\n\n\u003Cp>DIRECTOR GENERAL\u003C\u002Fp>\n\n\u003Cp>J.C ALLES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONVENTION COLLECTIVE DE TRAVAIL ENTRE:\u003C\u002Fp>\n\n\u003Cp>LES SYNDICATS\u003C\u002Fp>\n\n\u003Cp>o COTRAF\u003C\u002Fp>\n\n\u003Cp>o CESTRAR\u003C\u002Fp>\n\n\u003Cp>ET\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>Pour la période allant du 01\u002F01\u002F2012 au 31\u002F12\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Entre, d'une part, les Formations Syndicales:\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>Et, d'autre part, l'Employeur:\u003C\u002Fp>\n\n\u003Cp>Société Rwandaise pour la Production et la Commercialisation du Thé\n(SORWATHE Ltd),\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>\u003C\u002Fp>\n\n\u003Cp>• Préambule\u003C\u002Fp>\n\n\u003Cp>La SORWATHE Ltd est une société de production et de commercialisation du\nthé oeuvrant dans un secteur agricole.\u003C\u002Fp>\n\n\u003Cp>Elle s'est engagée à promouvoir le dialogue social et considère que\nl’existence d’une convention collective\u003C\u002Fp>\n\n\u003Cp>permet de donner vraiment la parole aux employés. De plus, les exigences\nlégislatives, normatives, sociales et du travail tant internationales que\nnationales mettent en évidence les conventions collectives entre les\u003C\u002Fp>\n\n\u003Cp>syndicats et les employeurs. Ces conventions peuvent être au niveau\nnational ou institutionnel.\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>• 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\u003C\u002Fp>\n\n\u003Cp>Français.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE I:\u003C\u002Fp>\n\n\u003Cp>CATEGORIES PROFESSIONNELLES ET BAREME SALARIAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Classement des postes.\u003C\u002Fp>\n\n\u003Cp>En attendant un accord ultérieur sur les catégories professionnelles, les\npostes sont classés en 7 catégories [1- classes A&B à 7] conformément\nà l’organigramme proposé par la Direction Générale et approuvé par le\nConseil d’Administration. En conséquence, le poste occupé par l’agent lui\nattribue la catégorie correspondante.\u003C\u002Fp>\n\n\u003Cp>Au dessus de la catégorie 7 sont réservés les postes de directeurs et du\nmanager plantation.\u003C\u002Fp>\n\n\u003Cp>En dessous de la catégorie I classe B est classée la main d’oeuvre\noccasionnelle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Barème salarial par catégorie.\u003C\u002Fp>\n\n\u003Cp>Le barème salarial de recrutement est fixé conformément au tableau\nannexé à la présente convention.\u003C\u002Fp>\n\n\u003Cp>Le salaire comprend le salaire de base plus tous les avantages, les primes\nd’encouragement et indemnités en\u003C\u002Fp>\n\n\u003Cp>conformité avec la loi du travail au Rwanda et le règlement d’ordre\ninterne. A chaque révision il sera autant que possible tenu compte du souci de\nréduire les écarts entre les catégories Le salaire est la contrepartie du\ntravail fourni. Aucun salaire n’est dû en cas d’absence, sauf dans les cas\nprévus par la loi ou le Règlement d’ordre interne ou les conventions\ncollectives.\u003C\u002Fp>\n\n\u003Cp>Tous les employés sont rémunérés pour les services rendus conformément\nà leur classification dans le barème des salaires conventionnels de la\nSORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. 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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Autres indemnités et primes\u003C\u002Fp>\n\n\u003Cp>Diverses indemnités et primes à octroyer au personnel sont fixées par la\nDirection Générale et approuvées par le Conseil d’Administration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Modalités de paiement\u003C\u002Fp>\n\n\u003Cp>Le paiement du salaire des employés de la SORWATHE est mensuel. De ce\nsalaire brut sera déduit toutes les\u003C\u002Fp>\n\n\u003Cp>taxes et contributions rendues obligatoires par la loi du Travail et de la\nsécurité sociale au Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. 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 2012 au 31 décembre 2013 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>7. Cotations\u003C\u002Fp>\n\n\u003Cp>La cotation se fait semestriellement pour tout agent totalisant au moins 6\nmois de prestation durant l’année. Les critères de cotation sont\ndéterminés par le règlement intérieur.\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>De 90% à 100% donne droit à la mention « Elite »\u003C\u002Fp>\n\n\u003Cp>De 80% à 89% donne droit à la mention « Très Bon »\u003C\u002Fp>\n\n\u003Cp>De 70% à 79% donne droit à la mention « Bon »\u003C\u002Fp>\n\n\u003Cp>De 60 % à 69 % donne droit à la mention « Assez Bon »\u003C\u002Fp>\n\n\u003Cp>Chaque agent reçoit sa fiche de cotation annuelle avant le 31 Décembre.\nCette fiche doit être retournée au Bureau chargé de la Gestion des\nRessources Humaines, dûment signée pour accord ou accompagnée d’une lettre\nde recours introduite à la Direction Générale dans un délai de 15 jours de\nsa réception.\u003C\u002Fp>\n\n\u003Cp>Celle-ci examinera le recours et statuera dans les mêmes délais.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8. 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. Cette promotion\u003C\u002Fp>\n\n\u003Cp>peut être obtenue soit par test \u002Finterview, soit par décision de la\nDirection Générale, basée sur le mérite de l’agent, son perfectionnement\net ses aptitudes.\u003C\u002Fp>\n\n\u003Cp>Lorsque la Direction Générale estime qu'il n'y a pas une personne interne\nremplissant les conditions exigées, elle fait recours au recrutement\nextérieur. Dans ce cas les employés peuvent aussi postuler en compétition\navec les candidats externes.\u003C\u002Fp>\n\n\u003Cp>Si l'agent promu est proche ou a dépassé le salaire de recrutement de sa\nnouvelle catégorie suite aux augmentations annuelles prévues par la clause 6\nci-dessus, il bénéficie d'un taux d'augmentation minimum à fixer par la\nDirection Générale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II: RECRUTEMENT\u003C\u002Fp>\n\n\u003Cp>\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>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>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>7. 3 photos passeports;\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\na déjà 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\u003C\u002Fp>\n\n\u003Cp>téléphoniques et\u002Fou postales.\u003C\u002Fp>\n\n\u003Cp>Pour la main d’oeuvre temporaire ou occasionnelle recrutée la pièce\nsuivante est exigée:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> 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. Le contrat doit mentionner\u003C\u002Fp>\n\n\u003Cp>obligatoirement:\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. Tout agent recruté doit signer\nle contrat de travail avant de commencer le service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10. 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>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>Au cours de cette période d’essai, chacune des parties peut rompre le\ncontrat sans préavis ni indemnité de licenciement. Après la période\nd’essai, l’agent est coté et est confirmé ou non à son poste. Cette\ndécision lui est signifiée par lettre de la Direction Générale avec accusé\nde réception. La prolongation des services après une durée d’essai de six\nmois équivaut à engagement définitif à durée indéterminée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11. 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>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>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III: CONDITIONS DE TRAVAIL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12. 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>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>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>13. Santé et sécurité au travail\u003C\u002Fp>\n\n\u003Cp>o Propreté 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>o Vêtements et équipement\u003C\u002Fp>\n\n\u003Cp>L’employeur doit fournir à tous les travailleurs exposés aux risques\nd’accidents corporels ou psychologiques\u003C\u002Fp>\n\n\u003Cp>des vêtements et autres équipements de protection appropriés.\u003C\u002Fp>\n\n\u003Cp>L’employeur doit équiper les employés du nécessaire de travail.\u003C\u002Fp>\n\n\u003Cp>Le travailleur a l’obligation de les utiliser.\u003C\u002Fp>\n\n\u003Cp>o Registre 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>o Comité de santé et de sécurité au\u003C\u002Fp>\n\n\u003Cp>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>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IV: CONGES ET JOURS FERIES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14. 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>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\u003C\u002Fp>\n\n\u003Cp>dépassé cette limite à l'entrée en vigueur de la présente convention\nqui sont maintenus au niveau atteint.\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>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>Les travailleurs des catégories 1 à 6 résidant à Kinihira et dont le\ntrajet de Kinihira à leur lieu d'origine n'est pas fréquenté par les\nvéhicules de transport en commun bénéficient d'un montant forfaitaire fixé\nen fonction de la distance à parcourir comme il suit:\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>Seul le travailleur est bénéficiaire.\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>Les tranches de congé annuel payables ne peuvent excéder trois.\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>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\u003C\u002Fp>\n\n\u003Cp>rwandais pour leurs trajets aller retour.\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>15. Absence autorisée non payée.\u003C\u002Fp>\n\n\u003Cp>Un agent désirant prendre une absence autorisée non payée, il 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>\u003C\u002Fp>\n\n\u003Cp>16. 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, si elle n'est pas affiliée à l’assurance maternité, elle aura\ndroit à la\u003C\u002Fp>\n\n\u003Cp>totalité de son salaire pendant la période des 9 premières semaines de\nson congé de maternité pour l’année 2011. Cette période sera dans la\nsuite augmentée d'une semaine chaque année, jusqu'à un maximum de 12\u003C\u002Fp>\n\n\u003Cp>semaines. Pour lui permettre l’allaitement, la femme qui allaite son\nenfant aura droit à une heure par jour pendant les douze mois à partir de la\ndate d’accouchement.\u003C\u002Fp>\n\n\u003Cp>Une femme qui reprend directement son travail après huit, neuf, dix ou onze\nsemaines suivant les années susmentionnées, de son congé de maternité doit\nbénéficier de 2 heures par jour jusqu'à la fin des 12 semaines qu'aurait pu\ndurer 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. En\ncas de force majeure entraînant la non production de cet acte, l’Employeur\nse réserve le droit de vérifier l’authenticité de l’événement.\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>\u003C\u002Fp>\n\n\u003Cp>17. 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\u003C\u002Fp>\n\n\u003Cp>Ltd. L’employé malade a droit de se faire soigner et présenter les\npièces justificatives de visite médicale au service des affaires sociales et\nsanté pour approbation.\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>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>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. En cas d’accident de travail ou de maladie\u003C\u002Fp>\n\n\u003Cp>professionnelle, la victime bénéficie pendant 6 mois de son salaire et des\nfrais de soins médicaux mais accepte de signer tous les papiers nécessaires\npour que la SORWATHE récupère la part des frais\u003C\u002Fp>\n\n\u003Cp>correspondant aux sommes dues par la sécurité sociale. Après ce délai,\nla victime ne bénéficiera plus que de ses droits envers la sécurité\nsociale.\u003C\u002Fp>\n\n\u003Cp>Autant que possible, la victime bénéficie d’un nouvel emploi suivant son\ndegré d’incapacité. Tout congé doit faire l’objet d’une demande à la\nDirection Générale, sauf impossibilité. Dans ce cas, le travailleur doit\navertir la Direction Générale de la Société dans les 48 heures.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18. 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>\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 de:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19. Démission volontaire\u003C\u002Fp>\n\n\u003Cp>\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>Une absence sans motif porté à la connaissance de l'hiérarchie est, sauf\ncas de force majeure, qualifiée d'abandon de service lorsqu'elle se prolonge\nau-delà de 7 jours ouvrables. Elle justifie la présomption de rupture\nunilatérale du contrat par le travailleur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Préavis\u003C\u002Fp>\n\n\u003Cp>En cas de licenciement disciplinaire, de résiliation du contrat pour cause\néconomique ou de démission volontaire, la durée du préavis éventuellement\ndû est fixée suivant l’ancienneté de l’agent comme il suit:\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>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>\u003C\u002Fp>\n\n\u003Cp>22. Mise en retraite\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VI: DISCIPLINE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23. Sanctions\u003C\u002Fp>\n\n\u003Cp>Tout manquement de l’agent à ses obligations légales ou en cas de\ncontravention au Règlement Interne du\u003C\u002Fp>\n\n\u003Cp>Personnel constitue une faute qui selon la gravité, entraîne une des\nsanctions 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>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>\u003C\u002Fp>\n\n\u003Cp>24. Procédures\u003C\u002Fp>\n\n\u003Cp>La sanction est infligée au concerné après la demande d’explications\nqui doit être répondue par écrit dans un délai maximum de 48 heures. En cas\nde faits ou présomptions graves pouvant compromettre le déroulement de\nl’instruction disciplinaire, la sécurité du travail ou l’intérêt de la\nSociété, 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>Le travailleur en suspension doit se présenter 1 fois par semaine au\nservice du personnel pour toutes communications utiles.\u003C\u002Fp>\n\n\u003Cp>25. Exemples de fautes et correspondance indicative des sanctions\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>g) Cuire dans les bureaux;\u003C\u002Fp>\n\n\u003Cp>h) Manger au bureau pendant les heures de service;\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>Communication à des tiers sur les installations ou procédés de\nfabrication ou comptables;\u003C\u002Fp>\n\n\u003Cp>d) 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>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\nla société tant à l’intérieur qu’à\u003C\u002Fp>\n\n\u003Cp>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\nhiérarchiques;\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>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>\u003C\u002Fp>\n\n\u003Cp>26. Mission des 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>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\nconcernant l’application des prescriptions légales ou réglementaires dont\nelle est chargée d’assurer le contrôle;\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\nsujet;\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>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>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>\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>CHAPITRE VIII: DELEGUES SYNDICAUX\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28. 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\nd’assister les membres dans la présentation de\u003C\u002Fp>\n\n\u003Cp>leurs revendications;\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\u003C\u002Fp>\n\n\u003Cp>la Direction Générale de la société pourra autoriser des jours\nsupplémentaires dans les cas exceptionnels.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>29. Protection des délégués syndicaux\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>\u003C\u002Fp>\n\n\u003Cp>30. Dispositions transitoires\u003C\u002Fp>\n\n\u003Cp>a) Les employés ayant dépassé les salaires du nouveau barème salarial\npar leur ancienneté auront au minimum un ajustement dans les mêmes\nproportions.\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>\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>\u003C\u002Fp>\n\n\u003Cp>32. Dispositions finales\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>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE X: ENTREE EN VIGUEUR ET DUREE DE LA CONVENTION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>33. Entrée en vigueur\u003C\u002Fp>\n\n\u003Cp>La présente convention entre en vigueur le jour de sa signature.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>34. Durée de la convention\u003C\u002Fp>\n\n\u003Cp>Cette convention est valable pour une période de 2 ans, allant du 01\njanvier 2012 au 31 décembre 2013.\u003C\u002Fp>\n\n\u003Cp>Fait à Kinihira, le 01\u002F01 \u002F2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COTRAF\u003C\u002Fp>\n\n\u003Cp>CESTRAR\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd\u003C\u002Fp>\n\n\u003Cp>DIRECTOR GENERAL\u003C\u002Fp>\n\n\u003Cp>J.C ALLES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AMASEZERANO RUSANGE AGENGA UMURIMO HAGATI Y’AMASENDIKA\u003C\u002Fp>\n\n\u003Cp>o COTRAF\u003C\u002Fp>\n\n\u003Cp>o CESTRAR\u003C\u002Fp>\n\n\u003Cp>NA\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>Mu gihe cyo kuva ku wa 01\u002F01\u002F2012 kugeza ku wa 31\u002F12\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hagati y’amasendika ya:\u003C\u002Fp>\n\n\u003Cp>o Congrès du Travail et de la Fraternité des Travailleurs (COTRAF),\u003C\u002Fp>\n\n\u003Cp>o Centrale des Syndicats des Travailleurs du Rwanda (CESTRAR),\u003C\u002Fp>\n\n\u003Cp>ku ruhande rumwe, n’Umukoresha,\u003C\u002Fp>\n\n\u003Cp>Société Rwandaise pour la Production et la Commercialisation du Thé\n(SORWATHE Ltd), ku rundi ruhande;\u003C\u002Fp>\n\n\u003Cp>Hakozwe amasezerano rusange agenga umurimo ateye atya:\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 isosiyete ihinga kandi igacuruza icyayi ibarurirwa mu rwego\nrw’ubuhinzi. SORWATHE Ltd. Yiyemeje guteza imbere umushyikiranao kandi yumva\nko gushyiraho amasezerano rusange agenga umurimo biha abakozi ijambo mu\nby’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>• 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>• Indimi zikoreshwa\u003C\u002Fp>\n\n\u003Cp>Aya masezerano yanditse mu ndimi eshatu zikoreshwa mu butegetsi mu\nRwanda.\u003C\u002Fp>\n\n\u003Cp>Amasezerano y’umwimerere yanditswe kandi yemezwa mu rurimi\nrw’igifaransa.\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>\u003C\u002Fp>\n\n\u003Cp>1. Inzego z’imirimo\u003C\u002Fp>\n\n\u003Cp>Mu gihe hategerejwe kumvikana ku byiciro by’imirimo mu gihe kizaza,\nimirimo ishyizwe mu byiciro 7 [1 -\u003C\u002Fp>\n\n\u003Cp>Urwego A & B kugeza ku rwego rwa 7] hakurikijwe imbonerahamwe y’inzego\nz’imirimo yateguwe n’Ubuyobozi bukuru bw’ikigo ikemezwa n’Inama\ny’ubutegetsi.\u003C\u002Fp>\n\n\u003Cp>Niyo mpamvu umwanya umukozi afite ku kazi umushyira mu cyiciro kijyanye na\nwo.\u003C\u002Fp>\n\n\u003Cp>Imyanya yo hejuru y’icyiciro cya 7 igenewe abayobozi n’Umukozi ushinzwe\ngucunga imirima.\u003C\u002Fp>\n\n\u003Cp>Abakozi bo mu mirimo idasanzwe babarurirwa mu Cyiciro cya I Urwego B.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Umushahara hakurikijwe icyiciro\u003C\u002Fp>\n\n\u003Cp>Umushahara w’umukozi mushya ushyirwaho hakurikijwe imbonerahamwe iri ku\nmugereka w’aya masezerano.\u003C\u002Fp>\n\n\u003Cp>Umushahara ugizwe n’umushahara w’ibanze n’ibindi bihembo biteganywa\nn’itegeko rigenga umurimo mu Rwanda n’amategeko ngengamikorere. Buri\nvugurura rigomba kwita ku kugabanya ikinyuranyo hagati y’ibyiciro igihe cyose\nbishoboka.\u003C\u002Fp>\n\n\u003Cp>Umushahara ni ikiguzi cy'umurimo wakozwe. Uretse mu bihe byateganyijwe\nn'itegeko cyangwa biri mu mategeko ngengamikorere cyangwa mu masezerano rusange\nagenga umurimo, umuntu udakoze nta mushahara abona.\u003C\u002Fp>\n\n\u003Cp>Abakozi bose bahemberwa akazi bakoze hakurikijwe urwego barimo ku rutonde\nrw’imishahara rwa SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Igihembo cy’ubudahemuka\u003C\u002Fp>\n\n\u003Cp>Abakozi bahabwa igihembo cy’ubudahemuka gihwanye n’umushahara wabo\nw’ukwezi hamwe n’icyemezo\u003C\u002Fp>\n\n\u003Cp>cy’ubudahemuka nyuma ya buri myaka icumi.\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>\u003C\u002Fp>\n\n\u003Cp>5. Kwishyura umushahara\u003C\u002Fp>\n\n\u003Cp>Abakozi ba SORWATHE Ltd. bahemberwa ukwezi. Uyu mushahara ukurwaho imisoro\nyose\u003C\u002Fp>\n\n\u003Cp>n’imisanzu biteganywa n’Itegeko rigenga umurimo n’ubwiteganyirize\nbw’abakozi mu Rwanda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. Kongererwa umushahara\u003C\u002Fp>\n\n\u003Cp>Umukozi yongererwa umushahara buri kwezi bashingiye ku isuzumabushobozi\nyakorewe. Igipimo cyo kongera umushahara muri iyi myaka ibiri kuva ku wa 1\nMutarama 2012 kugeza ku wa 31 Ukuboza 2013 kizaba hagati ya 4% na 8% bitewe\nn’amanota umukozi yabonye mu isuzumabushobozi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7. Isuzumabushobozi\u003C\u002Fp>\n\n\u003Cp>Isuzumabushobozi rikorwa nyuma ya buri mezi atandatu ku mukozi ugejeje ku\nmezi atandatu nibura y’akazi.\u003C\u002Fp>\n\n\u003Cp>Ibishingirwaho mu isuzumabushobozi bikubiye 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>Kuva kuri 90% kugeza ku 100% bihwanye na \"Indashyikirwa\"\u003C\u002Fp>\n\n\u003Cp>Kuva kuri 80% kugeza ku 89% bihwanye na \"Nyamwete cyane\"\u003C\u002Fp>\n\n\u003Cp>Kuva kuri 70% kugeza ku 79% bihwanye na \"Nyamwete\"\u003C\u002Fp>\n\n\u003Cp>Kuva kuri 60% kugeza ku 69% bihwanye na \"Ntamwete\"\u003C\u002Fp>\n\n\u003Cp>Buri mukozi ahabwa ifishi y’amanota ye y’umwaka mbere y’itariki ya 31\nUkuboza.\u003C\u002Fp>\n\n\u003Cp>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>\u003C\u002Fp>\n\n\u003Cp>8. Kuzamuka mu ntera\u003C\u002Fp>\n\n\u003Cp>Iyo hari umwanya ukeneye umukozi, umukozi yemerewe kuzamurwa mu ntera\nagahabwa umwanya wisumbuye ku wo asanzwemo ni ukuvuga ko azamuka mu rwego. Uku\nkuzamurwa mu ntera bishobora gukorwa hatangwa ikizami cyanditse\u002Fkubazwa mu\nbiganiro, cyangwa bivuye ku cyemezo cy’Ubuyobozi bukuru bw’ikigo,\nhashingiwe ku manota, imikorere n’ubushobozi by’umukozi.\u003C\u002Fp>\n\n\u003Cp>Iyo nta mukozi w’imbere mu kigo wujuje ibisabwa, Ubuyobozi bukuru\nbw’ikigo bushaka umuntu uvuye hanze. Icyo gihe abakozi basanzwe mu kigo nabo\nbemerewe gupigana n’abandi.\u003C\u002Fp>\n\n\u003Cp>Iyo umukozi uzamuwe mu ntera yegereje cyangwa yararengeje umushahara\nw’umukozi mushya kuri uwo mwanya ahawe, bitte n’inyongera ku mushahara\nyagiye abona buri mwaka nk’uko biteganywa n’ingingo ya 6 haruguru, ahabwa\nigipimo cyo kongera umushahara gito kigenwa n’Ubuyobozi bukuru bw’ikigo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA II: GUTANGA AKAZI\u003C\u002Fp>\n\n\u003Cp>\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’indangamuntu\u003C\u002Fp>\n\n\u003Cp>4. Kopi ya diporomi cyangwa impamyabumenyi\u003C\u002Fp>\n\n\u003Cp>5. Icyangombwa cy’aho yakoze; iyo yigeze gukora.\u003C\u002Fp>\n\n\u003Cp>Iyo atsinze ikizami\u003C\u002Fp>\n\n\u003Cp>6. Ibyemezo bitangwa n’ubuyobozi bitarengeje amezi 3, ahawe\nn’umurenge;\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\u003C\u002Fp>\n\n\u003Cp>wemewe na Leta;\u003C\u002Fp>\n\n\u003Cp>9. Kopi ya diporomi iriho umukono wa noteri;\u003C\u002Fp>\n\n\u003Cp>10. Icyemezo cy’umukoresha wa nyuma, iyo yigeze gukora;\u003C\u002Fp>\n\n\u003Cp>11. Icyemezo cy’uko atigeze afungwa, bibaye ngombwa.\u003C\u002Fp>\n\n\u003Cp>12. Inyandiko ebyiri ziriho umukono w’abantu bamuzi, terefoni zabo\nn’agasanduku k’iposita.\u003C\u002Fp>\n\n\u003Cp>Abakozi b’igihe gito cyangwa b’imirimo idasanzwe basabwa icyangombwa\ngikurikira:\u003C\u002Fp>\n\n\u003Cp>\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> Izina ry’umukoresha n’aho abarizwa\u003C\u002Fp>\n\n\u003Cp> Izina ry’umukozi n’aho abarizwa\u003C\u002Fp>\n\n\u003Cp> Umunsi umukozi yatangiriyeho akazi\u003C\u002Fp>\n\n\u003Cp> Ubwoko bw’akazi n’aho gakorerwa (urwego rw’umurimo\nn’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>Umukozi mushya wese agomba gusinya amasezerano y’akazi mbere yo gutangira\nakazi.\u003C\u002Fp>\n\n\u003Cp>\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>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 Iyo arangije igihe\ncy’igeragezwa, umukozi akorerwa isuzumabushobozi agahabwa akazi burundu\ncyangwa ntagahabwe. Iki cyemezo akimenyeshwa mu ibaruwa y’Ubuyobozi bukuru na\nwe akemeza ko akibonye.\u003C\u002Fp>\n\n\u003Cp>Kongererwa igihe cy’akazi nyuma y’amezi atandatu y’igeragezwa\nbisobanuye ko umukozi aba ahawe akazi kazamara igihe kitazwi.\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 w’ikigo.\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>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA III: UBURYO UMURIMO UKORWAMO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12. 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. Aya masaha y’ikirenga agomba kuyasubizwa. Iyo atayasubijwe,\numukozi ayahemberwa ku gipimo gihwanye na 150% by’umushahara we\nw’imbumbe\u003C\u002Fp>\n\n\u003Cp>havuyemo izindi ndishyi n’amashimwe asanzwe agenerwa.\u003C\u002Fp>\n\n\u003Cp>Bitabangamiye amategeko, abakozi bafite akazi gasaba gukora amasaha\ny’ikirenga bashobora guhabwa amafaranga y’inyongera buri kwezi agenwa ku\nbufatanye bw’umukozi, abahagarariye sendika n’Ubuyobozu bukuru\nbw’ikigo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13. Ubuzima no kwirinda impanuka z’akazi\u003C\u002Fp>\n\n\u003Cp>o Isuku 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>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>Umukozi ategetswe kubikoresha.\u003C\u002Fp>\n\n\u003Cp>o Igitabo cyandikwamo impanuka\u003C\u002Fp>\n\n\u003Cp>Hateganyijwe igitabo cyandikwamo impanuka zishobora kuba ku kazi.\u003C\u002Fp>\n\n\u003Cp>o Komite 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\u003C\u002Fp>\n\n\u003Cp>\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>Uburambe muri SORWATHE Ltd. bwa buri myaka itatu butanga umunsi umwe\nw’inyongera 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 Rwego rwa 7 bahabwa iminsi\n7 y’inyongera yiyongera ku minsi 18 bigahwana n’iminsi itarenze 25.\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>Abakozi bo mu nzego kuva ku rwa 1 kugeza ku rwa 6 bakorera i Kinihira\nbatabona imodoka zitwara abantu n’ibintu zibageza iwabo bagenerwa amafaranga\nahwanye n’urugendo mu buryo bukurikira:\u003C\u002Fp>\n\n\u003Cp>1. Kuva ku birometero 10 kugeza kuri 20: amafaranga 5000\u003C\u002Fp>\n\n\u003Cp>2. Kuva ku birometero 21 kugeza kuri 30: amafaranga 10 000\u003C\u002Fp>\n\n\u003Cp>3. Hejuru y’ibirometero 30: amafaranga 15 000\u003C\u002Fp>\n\n\u003Cp>Aya mafaranga ahabwa umukozi.\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.\u003C\u002Fp>\n\n\u003Cp>Ibice by’ikiruhuko cy’umwaka ntibishobora kurenga bitatu.\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>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>Ikiruhuko cy’umukozi w’umunyamahanga kigendera ku bikubiye mu masezerano\nyabo y’akazi.\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>\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. Iyo atari mu bwishingizi bwo\nkubyara, afite uburenganzira ku mushahara we wose mu gihe cy’ibyumweru\nicyenda (9) bya mbere by’ikiruhuko cyo kubyara mu mwaka wa 2011. Iki gihe\nkizagenda cyongerwaho icyumweru buri mwaka, kugeza ku byumweru ntarengwa12.\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.\u003C\u002Fp>\n\n\u003Cp>Umugore uhise agaruka ku kazi nyuma y’ibyumweru umunani, icyenda, icumi\ncyangwa cumi na kimwe hakurikijwe imyaka yavuzwe haruguru, by’ikiruhuko cyo\nkubyara, agira uburenganzira ku masaha abiri (2) ku munsi kugeza arangije\nibyumweru 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>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>Umukozi mushya wonsa agomba gutanga icyemezo cy’amavuko cy’umwana igihe\natangiye akazi kugirango ikigo kimuhe ubwo burenganzira.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17. Ikiruhuko cy’uburwayi\u003C\u002Fp>\n\n\u003Cp>Kugira ngo umukozi ashobore guhabwa ikiruhuko cy’uburwayi agomba kwerekana\nicyemezo gisinywe na muganga wemewe na Leta cyangwa umukozi ushinzwe ubuzima\nbw’abakozi no kurinda impanuka ku kazi muri SORWATHE Ltd. Umukozi urwaye\nagomba kwivuza kandi akereagashyikiriza serivisi ishinzwe kana\u003C\u002Fp>\n\n\u003Cp>impapuro yivurijeho ubuzima bw’abakozi no kurinda impanuka ku kazi\nkugirango izemeze.\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 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\numukozi ahagarikwa by’agateganyo.\u003C\u002Fp>\n\n\u003Cp>Iyo umuntu arwaye mu masaha y’akazi, Umukoresha yishingira kumujyana no\nkumukura kwa muganga.\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.\u003C\u002Fp>\n\n\u003Cp>Nyuma y’icyo gihe umukozi ahabwa amafaranga y’ubwiteganyirize\nbw’abakozi yonyine.\u003C\u002Fp>\n\n\u003Cp>Igihe cyose bishoboka umukozi ahabwa akandi kazi bitewe n’ubumuga bwe.\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>\u003C\u002Fp>\n\n\u003Cp>18. Iminsi y’ikiruhuko yemewe n’amategeko\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd. yubahiriza iminsi y’ikiruhuko yemewe n’amategeko\niteganyijwe n’Iteka rya Perezida wa Repubulika. Ubuyobozi bukuru bw’ikigo\nbukwirakwiza urutonde rw’iyi minsi kandi bukarumanika ahantu henshi\nhakwiye.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA V: GUHAGARIKA AKAZI BURUNDU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Guhagarika akazi burundu bikorwa hakurikijwe amategeko agenga umurimo mu\nRwanda. Bikorwa mu buryo bukurikira:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19. Gusezera ku bushake\u003C\u002Fp>\n\n\u003Cp>\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\u003C\u002Fp>\n\n\u003Cp>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>Integuza\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>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>\u003C\u002Fp>\n\n\u003Cp>21. Urupfu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22. Ikiruhuko cy’izabukuru\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA VI: IMYITWARIRE\u003C\u002Fp>\n\n\u003Cp>\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> 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 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>\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\u003C\u002Fp>\n\n\u003Cp>kitarenze amasaha 48. Iyo hari ibikorwa cyangwa impamvu zikomeye\nbyabangamira iperereza ku myitwarire, umutekano ku kazi cyangwa inyungu\nz’Ikigo, umukozi ahagarikwa ku kazi by’agateganyo\u003C\u002Fp>\n\n\u003Cp>kugeza hafashwe icyemezo cya nyuma. Iri hagarikwa ntirigira ingaruka ku\nmushahara we n’ibindi bihembo.\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>\u003C\u002Fp>\n\n\u003Cp>25. Ingero z’amakosa n’ibihano byayo\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>c) Guta akazi nta mpamvu;\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>f) Kumva radiyo mu masaha y’akazi;\u003C\u002Fp>\n\n\u003Cp>g) Guteka mu biro;\u003C\u002Fp>\n\n\u003Cp>h) Kurira ibiryo mu biro mu massa y’akazi\u003C\u002Fp>\n\n\u003Cp>Amakosa akurikira ashobora guhanishwa guhagarikwa by’agateganyo cyangwa\nkwirukanwa wahawe integuza:\u003C\u002Fp>\n\n\u003Cp>a) Kudashaka gukora akazi;\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>Guhishurira abantu bo hanze imiterere y’ikigo, imikorere y’uruganda\ncyangwa ibijyanye n’ibaruramari;\u003C\u002Fp>\n\n\u003Cp>d) Kwica amategeko agenga ubuzima n’umutekano by’abakozi;\u003C\u002Fp>\n\n\u003Cp>Urutonde ntirurangiye.\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>c) Kubeshya mu gihe usaba ikiruhuko kidasanzwe;\u003C\u002Fp>\n\n\u003Cp>d) Guhamagarira abandi urwangano, agasuzuguro, ivanguramoko;\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>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>Urutonde ntirurangiye.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA VII: INTUMWA Z’ABAKOZI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>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 by’umukozi ku giti cye cyangwa bya\nrusange birebana n’akazi, kurengera abakozi, gukurikiza amasezerano rusange\ny’akazi, ibyiciro by’imirimo n’umubare w’amafaranga y’imishahara;\u003C\u002Fp>\n\n\u003Cp>b) kugeza ku bugenzuzi bw'umurimo ikirego cyangwa ikibazo cyose cyerekeye\nikurikizwa ry'amategeko kuko aribwo bushinzwe kureba iyubahirizwa ryayo;\u003C\u002Fp>\n\n\u003Cp>c) gukora ku buryo amategeko yerekeye ubuzima bw’umukozi kimwe no\nkumurinda impanuka akurikizwa, no gutanga inama zatuma yubahirizwa;\u003C\u002Fp>\n\n\u003Cp>d) gutanga ibitekerezo ku byerekeye gahunda yo kugabanya abakozi\nn’ibizashingirwaho, bitewe n’uko imirimo yabaye mike cyangwa umukoresha\nyagennye guhindura imiterere n'imikorere y'ikigo;\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>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.\u003C\u002Fp>\n\n\u003Cp>Ashobora guhagarikwa by’igihe gito kubera impamvu za tekiniki ari uko\nubundi buryo bwose bwatuma aguma mu kazi bwashize, harimo no kuba amuhinduriwe\nimirimo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA VIII: ABAHAGARARIYE SENDIKA\u003C\u002Fp>\n\n\u003Cp>\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>2. Gufatanya n'abandi mu mirimo ya sendika mu kigo.\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\ncyangwa\u003C\u002Fp>\n\n\u003Cp>bakayikoramo inama. Cyakora ubuyobozi bukuru bw’ikigo bushobora kongera\niyi minsi bibaye ngombwa.\u003C\u002Fp>\n\n\u003Cp>\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 ahinduriwe 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>\u003C\u002Fp>\n\n\u003Cp>30. Ingingo z’inzibacyuho\u003C\u002Fp>\n\n\u003Cp>a) Abakozi barengeje imishahara y’igipimo cy’imishahara mishya bitte\nn’uburambe bwabo bazakorerwa nibura ihuzamushahara incuro imwe.\u003C\u002Fp>\n\n\u003Cp>b) Abakozi bahabwa igihembo cy’ubudahemuka nyuma ya buri myaka icumi\ny’uburambe mu kigo. Bashobora guhabwa icyemezo cy’ubudahemuka kijyanye\nn’imyaka yose bamaze ku kazi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>31. Ingingo zinyuranye\u003C\u002Fp>\n\n\u003Cp>a) Aya masezerano rusange agenga umurimo areba SORWATHE Ltd.\u003C\u002Fp>\n\n\u003Cp>b) Agomba kumanikwa aho SORWATHE Ltd. ikorera hose.\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>UMUTWE WA X: IGIHE AMASEZERANO ATANGIRA GUKURIKIZWA N’IGIHE AZAMARA\u003C\u002Fp>\n\n\u003Cp>\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>\u003C\u002Fp>\n\n\u003Cp>34. Igihe amasezerano azamara\u003C\u002Fp>\n\n\u003Cp>Aya masezerano azamara imyaka ibiri, guhera ku wa 1 Mutarama 2012 kugeza ku\nwa 31 Ukuboza 2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bikorewe i Kinihira, ku wa 01\u002F01\u002F2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COTRAF\u003C\u002Fp>\n\n\u003Cp>CESTRAR\u003C\u002Fp>\n\n\u003Cp>SORWATHE Ltd\u003C\u002Fp>\n\n\u003Cp>DIRECTOR GENERAL\u003C\u002Fp>\n\n\u003Cp>J.C ALLES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var 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case of work accident or professional","In case of work accident or professional disease, 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.\n\nAfter this period, the victim shall not receive more than his\u002Fher rights to\nthe Social Security.",{"bindId":49,"name":50,"text":51},"paidmaternityleavepayperc","Delivery by a worker of the society shal","Delivery by a worker of the society shall entitle her to a maternity leave\nof 12 consecutive weeks during which, if she has maternity insurance, she will\nhave the right to her entire salary during the first nine (9) weeks of her\nmaternity leave for the year 2011. This period shall be extended with one week\neach year to a\n\nmaximum of 12 weeks.",{"bindId":53,"name":54,"text":55},"contracttrialperiod","Unless otherwise stated, any definitive ","Unless otherwise stated, any definitive unemployment for the permanent staff\nis preceded by a probation period of three months, renewable once, which cannot\nexceed six months.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","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":61,"name":62,"text":63},"cbadate_end","This convention shall be valid for a per","This convention shall be valid for a period of two years, from 1 January,\n2012 to 31 December, 2013.",{"bindId":65,"name":66,"text":67},"maternity_nursing_breaks_length","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.",{"bindId":69,"name":70,"text":71},"ONCERISE_trigger","Various allowances and bonuses to be gra","Various allowances and bonuses to be granted to employees are proposed by\nthe General Management and approved by the Board of Directors.",{"bindId":73,"name":66,"text":67},"maternity_nursing_breaks_duration",{"bindId":75,"name":76,"text":77},"MEDICAL_trigger","The sick worker shall have the right to ","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.",{"bindId":79,"name":80,"text":81},"wageincreasetype2","Salary increment consists of annual sala","Salary increment consists of annual salary increases that are based on\nperformance evaluations of the agent. The increase rate over the two years from\n1 January, 2012 to 31 December, 2013 shall be at least 4%\n\nand 8% maximum depending on the performance mark achieved by the\nemployee.",{"bindId":83,"name":84,"text":85},"healthandsafetypolicy","13. Health and safety at work - Cleanlin","13. Health and safety at work\n\n- Cleanliness at workplace\n\nWorking premises shall be kept clean and equipped with health safety and\nprotection facilities.\n\n- 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\nThe employer must provide employees with needed work equipment.\n\nThe employee is under the obligation to use them.\n\n- Register of Accidents\n\nA record of accidents occurring at the workplace shall be made available.\n\n- Health and safety committee at work\n\nA Committee in charge of health and safety at work is established.",{"bindId":87,"name":88,"text":89},"STRUCINCR_trigger","6. Salary increment Salary increment con","6. Salary increment\n\nSalary increment consists of annual salary increases that are based on\nperformance evaluations of the agent. The increase rate over the two years from\n1 January, 2012 to 31 December, 2013 shall be at least 4%\n\nand 8% maximum depending on the performance mark achieved by the\nemployee.",{"bindId":91,"name":66,"text":67},"nursingmothers",{"bindId":93,"name":50,"text":51},"paidmaternityleaveduration",{"bindId":95,"name":96,"text":97},"maternityotherclause","A woman who immediately resumes service ","A woman who immediately resumes service after eight, nine, ten or eleven\nweeks following the years abovementioned, from her maternity leave shall have\nthe right to a rest period of two (2) hours per day untill the end of 12 weeks\nfor which the leave might have lasted.",{"bindId":99,"name":58,"text":59},"maxsicknesspayperc",{"bindId":101,"name":102,"text":103},"cbadate_start","33. Entry into force This convention sha","33. Entry into force\n\nThis convention shall enter into force on the date of its signature.",{"bindId":105,"name":106,"text":107},"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\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\nA monthly fixed sum, set jointly by the worker assisted by his\u002Fher trade\nunion representatives and the General Management, may be granted within the\nscope of the law, to the employees whose nature of work requires a permanent\nprovision for overtime.",{"bindId":109,"name":110,"text":111},"holidaysdays","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.",{"bindId":113,"name":80,"text":81},"COSTLIV_trigger",{"bindId":115,"name":76,"text":77},"healthcareaccess",{"bindId":117,"name":118,"text":119},"EMPCONTR_trigger","10. Contract of employment Unless otherw","10. Contract of employment\n\nUnless otherwise stated, any definitive unemployment for the permanent staff\nis preceded by a probation period of three months, renewable once, which cannot\nexceed six months.\n\nThe employee on probation is 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\nDuring this probation period, either party may terminate the contract\nwithout notice or dismissal compensation.\n\nAfter the probation period, the employee is evaluated and confirmed or not\nin his\u002Fher post. S\u002Fhe is notified of the decision by a letter of the General\nManagement with acknowledgment of receipt.\n\nExtension of service after the probation period of six months is equivalent\nto a definitive employment for an indefinite period.",{"bindId":121,"name":122,"text":123},"ANNLEAVE_trigger","The worker benefits from one additional ","The worker benefits from one additional day of paid leave for every three\nyears of experience at SORWATHE Ltd. However, the annual paid leave, in any\ncase, cannot exceed twenty one (21) working days, except for those who have\nalready exceeded this limit at the entry into force of this convention, who\nshall stay at the level achieved.\n\nHowever, following their responsibilities, workers of Class 7 benefit from 7\nadditional working days in addition to 18 working days, that is 25 working days\nmaximum.",{"bindId":125,"name":126,"text":127},"WAGES_determined","All employees are paid for the services ","All employees are paid for the services provided in accordance with their\nclassification in the conventional salary scale of SORWATHE Ltd.",{"bindId":129,"name":106,"text":130},"WORKHOURS_trigger","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.",{"bindId":132,"name":80,"text":81},"wageincreasedate_date",{"bindId":134,"name":54,"text":135},"contracttrial","Unless otherwise stated, any definitive unemployment for the permanent staff\nis preceded by a probation period of three months, renewable once, which cannot\nexceed six months.\n\nThe employee on probation is 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\nDuring this probation period, either party may terminate the contract\nwithout notice or dismissal compensation.\n\nAfter the probation period, the employee is evaluated and confirmed or not\nin his\u002Fher post. S\u002Fhe is notified of the decision by a letter of the General\nManagement with acknowledgment of receipt.\n\nExtension of service after the probation period of six months is equivalent\nto a definitive employment for an indefinite period.",{"bindId":137,"name":58,"text":59},"sicknesspay",{"bindId":139,"name":80,"text":81},"wageincreasedate",{"bindId":141,"name":110,"text":111},"PAIDLEAV_trigger",{"bindId":143,"name":50,"text":51},"paidmaternityleaveall",{"bindId":145,"name":146,"text":147},"SICDIS_trigger","17. Sick Leave In case of illness, worke","17. Sick Leave\n\nIn 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\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\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\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.\n\nIn 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\nIn case of work accident or professional disease, 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.\n\nAfter this period, the victim shall not receive more than his\u002Fher rights to\nthe Social Security.\n\nWhenever possible, the victim is given a new job depending on the degree of\ndisability.\n\nAny leave must be subject of a request to the General Management, except\nwhen this is impossible. In this case, the worker must notify the General\nManagement of the Company within 48 hours.",{"bindId":149,"name":150,"text":151},"PAYSCALES_period","SORWATHE Ltd. employees are paid their s","SORWATHE Ltd. employees are paid their salary on a monthly basis.\n\nAll taxes and contributions made compulsory by the Labour Law and social\nsecurity in Rwanda are deducted from the gross salary.",{"bindId":153,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":155,"name":62,"text":63},"cbadate_end_date",{"bindId":157,"name":158,"text":159},"violence","The following faults may lead to dismiss","The following faults may lead to dismissal without notice.\n\na) Threats between workers;\n\nb) Theft, fraud, cheating, fighting inside the company without prejudice to\ncompensation for damage;\n\nc) Any cheating in obtaining an incidental leave;\n\nd) Any incitement to hatred, disobedience, racism at all levels;\n\ne) Any sabotage or destruction of buildings or equipment owned by the\ncompany both inside and outside the\n\nfacilities;\n\nf) Forgery and use of forgeries by personal initiative or in collusion with\nothers;\n\ng) Insubordination and disrespect towards the hierarchical authorities;\n\nh) Breach of trust and disclosure of professional secrecy;\n\ni) Coming to work in a state of inebriation.",{"bindId":161,"name":162,"text":163},"contractseverancepay1","In case of disciplinary dismissal, termi","In case of disciplinary dismissal, termination of the contract for economic\nreasons or deliberate resignation, the notice period due shall be fixed\naccording to the worker’s seniority as follows:\n\na) Fifteen (15) days if the worker has worked for less than a year;\n\nb) One month (30 days) if the worker has worked for a period of one year or\nmore.",{"bindId":165,"name":166,"text":167},"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":169,"name":170,"text":171},"overtimeallowancetype","These additional hours should be compens","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.",{"bindId":173,"name":170,"text":171},"overtimeallowancetypeperiod",{"bindId":175,"name":50,"text":51},"paidmaternityleavepay",{"bindId":177,"name":178,"text":179},"jobclassifaction1_txt","1. Job classification Pending a future a","1. Job classification\n\nPending a future agreement on the categories of work, positions are\nclassified into seven categories [1 - Class A & B up to 7] in accordance\nwith the organization chart proposed by General Management and approved by the\nBoard of Directors.\n\nTherefore, the position held by the agent assigns him\u002Fher the corresponding\ncategory.\n\nPositions classified above Class 7 are reserved for managers and the\nPlantation Manager.\n\nCasual workers are classified below Category I Class B.",{"bindId":181,"name":50,"text":51},"paidmaternityleave",{"bindId":183,"name":184,"text":185},"WAGES_trigger","2. Salary scale by category The salary l","2. Salary scale by category\n\nThe salary level at recruitment is fixed according to the table appended to\nthis Convention.\n\nThe salary includes the basic salary plus all the allowances, bonuses and\nincentives in accordance with the labor law applied in Rwanda and the internal\nregulations. Each revision shall take into account, as far as\n\npossible, the need to reduce the differences between categories.\n\nA salary is the price for the work done. No salary is to be paid in the\nevent of absence, except for the cases provided for by law or by the internal\nregulations or collective conventions.\n\nAll employees are paid for the services provided in accordance with their\nclassification in the conventional salary scale of SORWATHE Ltd.",{"bindId":187,"name":188,"text":189},"JOBTITLE_trigger","Pending a future agreement on the catego","Pending a future agreement on the categories of work, positions are\nclassified into seven categories [1 - Class A & B up to 7] in accordance\nwith the organization chart proposed by General Management and approved by the\nBoard of Directors.\n\nTherefore, the position held by the agent assigns him\u002Fher the corresponding\ncategory.\n\nPositions classified above Class 7 are reserved for managers and the\nPlantation Manager.\n\nCasual workers are classified below Category I Class B.",{"bindId":191,"name":162,"text":163},"contractseverancepay",{"bindId":193,"name":194,"text":195},"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.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>RWA Rwanda Tea Production and Marketing Company - SORWATHE Ltd - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2013-12-31\n                \u003C\u002Fdiv>\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: → Growing of crops, market gardening, horticulture, Manufacture of food products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\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: → 180 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            \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: → Yes, in one table\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: → 1\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: → 2013-12\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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",[201],{"title":37,"slug":33},[203],{"type":204,"data":205},"call_to_action_body_block",{"title":206,"description":207,"variant":208,"link":209},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Rwanda across sectors, topics and countries","dark",{"title":206,"url":210,"description":206,"rel":211,"type":212},"\u002Fen-rw\u002Fwork-in-rwanda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[214],{"type":204,"data":215},{"title":206,"description":207,"variant":208,"link":216},{"title":206,"url":210,"description":206,"rel":211,"type":212},[]]