[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-kiliflora-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015":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":187,"content_type_view":188,"extra_breadcrumbs":189,"body":191,"body_blocks":202,"related_pages":206},608,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_TZ","2025-07-27T08:21:24.461051+00:00","2026-04-02T11:17:39.121481+00:00","\u002Fcms\u002Fpages\u002F608\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Tanzania","en-tz",{"title":20,"slug":21},"Work in Tanzania","work-in-tanzania",{"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-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T10:21:24.461051+02:00","2026-04-02T13:17:39.220874+02:00",{"cba":32,"clauses":43,"details":185,"translations":186},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-between-kiliflora-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015","54aab13e-dd51-11e5-8608-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-agreement-between-kiliflora-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015\u002Fcollective-agreement-between-kiliflora-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015\u002F","Collective Agreement between Kiliflora Limited and Tanzania Plantation and Agricultural Workers Union (TPAWU) - 2015","TZA TANAPA - 2015","Tanzania - TZA TANAPA - 2015","TZA TANAPA - 2015 - Agriculture, forestry, fishing",{"name":41,"data":42},"TPAWU v KIliflora.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN KILIFLORA LIMITED AND TANZANIA PLANTATION AND\nAGRICULTURAL WORKERS UNION (TPAWU) - 2015\u003C\u002Fh1>\n\n\u003Cp>IN THE MATTER OF BETTER TERMS, WAGES AND CONDITIONS OF EMPLOYMENT FOR THE\nWORKERS EMPLOYED BY KILIIFLORA LIMITED\u003C\u002Fp>\n\n\u003Cp>March 2015\u003C\u002Fp>\n\n\u003Ch2>1.0 PREAMBLE:\u003C\u002Fh2>\n\n\u003Cp>i) Whereas by terms of Recognition the Employer and the Union agree that The\nEmployer has recognized the Union as a properly constituted body and labour\norganization representing the interest of workers\u003C\u002Fp>\n\n\u003Cp>ii) Whereas the Employer and the Union wish to enter into a collective\nbargaining agreement to cover all workers employed by KILIFLORA LIMITED.\u003C\u002Fp>\n\n\u003Cp>iii) Whereas the Employer and the Union into this common agreement in\nmatters related to terms and conditions of services at KILIFLORA L TD\u003C\u002Fp>\n\n\u003Cp>iv) Whereas a member of the Employee wishes to withdraw from being a part to\nthis agreement shall give three months notice to the Union.\u003C\u002Fp>\n\n\u003Cp>v) Whereas the Employer or his appointed representative shall append their\nsignatures to this agreement and provided such signature shall be notice of\ntheir consent to be party to this agreement.\u003C\u002Fp>\n\n\u003Cp>vi) Whereas the terms and conditions set out in this agreement shall be\neffective to all Unionisable employees, except those defined as managerial\nposition holders.\u003C\u002Fp>\n\n\u003Cp>vii) Now therefore, the employee and the Union having successfully conducted\nnegotiations at their joint negotiation making; agreement stated hereunder.\u003C\u002Fp>\n\n\u003Ch2>2. EFFECTIVE DATE OF THE AGREEMENT AND GENERAL CONDITIONS\u003C\u002Fh2>\n\n\u003Cp>2.1. This agreement will be effective from 1st March 2015 valid for a period\nof twenty-four (24) months.\u003C\u002Fp>\n\n\u003Cp>2.2. Without prejudice to the foregoing paragraph (2.1), it shall remain\neffective even after the mentioned period of 24 months until party gives one\nmonths notice in writing to the other part.\u003C\u002Fp>\n\n\u003Cp>2.3.This agreement can be amended any time within the said period of 24\nmonths provided that any part intending to revoke or amend part of the\nagreement shall give one month notice in writing giving reasons for revocation\nor amendment.\u003C\u002Fp>\n\n\u003Cp>2.4. This Voluntary agreement shall remain in force all the time until a new\none is lodged to the Labour Commissioner and Signed by both parties.\u003C\u002Fp>\n\n\u003Ch2>3.0. EMPLOYMENT:\u003C\u002Fh2>\n\n\u003Ch3>3.1\u003C\u002Fh3>\n\n\u003Cp> It is hereby agreed that more than 80% of the workforce will comprise of\npermanent employees and that any permanent shall be on monthly: contract and\nthe terms and salary will be as follow:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Probation:\u003C\u002Fp>\n\n\u003Cp>a) Unskilled workers will be under probation of Six (6) months.\u003C\u002Fp>\n\n\u003Cp>b) Skilled workers will be under probation of Six (6) months before being\nconfirmed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>c) After successful completion of probation, an employee shall be confirmed\ninto permanent employment unless there is reason to extend the probation. If\nthis happens, the concerned employee should be informed and the reasons for\ndoing this should be given in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) During probation, employment may be terminated by either party 24 hours\nnotice or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>e) The employer shall issue a confirmation letter to an employee after\nsuccessful completion of probationary period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f) Employment of specific tasks labours will only exist for temporary and\nemergency jobs and not otherwise.\u003C\u002Fp>\n\n\u003Ch3>3.2 Termination of Employment of a Permanent Employment:\u003C\u002Fh3>\n\n\u003Cp>a) Any employee intending to cease her\u002Fhis employment shall give one-month\nnotice in writing or one month salary in lieu of notice unless conditions of\nemployment are stipulated otherwise.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>b) The employer shall terminate the services of an employee by giving\none-month notice or one month salary in lieu of notice \u003C\u002Fp>\n\n\u003Cp>unless conditions of employment are stipulated otherwise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>c) Working Hours: Working hour for all permanent employees shall be 45 hours\na week (spread over six days of the week). The working hours per day will be\nfrom 7:30am to 4:30pm. The break hours will be as follow: 10:00am to\n10:30am-Tea while 1:00pm to 2:00pm-Lunch.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cp>d) Should there be periods of no work\u002Finterruptions\u002Funscheduled work, for\nunnotified periods permanent workers shall be paid full Wages for the\ninterrupted hours and the company will deploy them in other duties. For\nnotified periods, work will be deployed to employees at other times and the\nemployees will not forfeit salary (i.e. paid full salaries).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.3. Overtime:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>a) Overtime for entitled workers shall be those in excess of 45 hours in a\nworking week and will either be compensated by time off @ * overtime hours) or\nbe paid at 1.5 times normal basic hourly wage rate where no lime off was given\ni.e. time off must be given in the same week.\u003C\u002Fp>\n\n\u003Cp>b) Work which will be done on Public holidays will be regarded as overtime\nand this shall be paid Twice (x 2) the normal hourly rates.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>c) Overtime shall be at the discretion of the management. However, overtime\nshould not exceed 12 consecutive hours per week. Workers should have at least\n24 consecutive hours for rest per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.4. Labour Conditions and Health and Safety\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveremplnumoth3\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cp>a) It is hereby agreed that 80% of the workforce will comprise of permanent\nEmployees and that the number of female employees should be equal or more than\nthat of their counterparts.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-screeningpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-screeningnonstandard\">\u003Cp>b) It is hereby agreed that no female employee will be subjected to a\npregnancy test as a precondition for recruitment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveragegroup3\">\u003Cp>c) It is hereby agreed that the employer shall not practice or allow child\nlabour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>d)It is hereby agreed that the employer shall bear responsibility of\u003C\u002Fp>\n\n\u003Cp>protecting the health of workers and that of the environment, hence:\u003C\u002Fp>\n\n\u003Cp>Employer shall establish a policy on OHS and working environment in line\nwith ILO convention No.155 Act 4 and 11.\u003C\u002Fp>\n\n\u003Cp>Employer shall adhere to international standards and Codes of Conduct\nrelevant to cut-flower production.\u003C\u002Fp>\n\n\u003Cp>Employer shall organize work in such away as not to endanger the safety and\nhealth of employees.\u003C\u002Fp>\n\n\u003Cp>Employer shall avoid the use of banned pesticides. The employer shall Adhere\nto TPRI who regulate using chemicals the higher risk Group class 1A and class\nIB.\u003C\u002Fp>\n\n\u003Cp>Employer shall provide pesticide and safety information to employees in\nKISWAHILI and that high-risk area such as spraying yard, construction sites\nshall have optimum supervision.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Employer will maintain a risk register where accidents or any health hazard\nwill be recorded.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employer shall allow the establishment of OHS committees and shall\nfacilitate their activities.\u003C\u002Fp>\n\n\u003Cp>Employer shall provide functional First Aid Kits at all work sites and that\nhe will prove training to employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Employer shall provide free medical service to employees and that regular\nmedical examinations will be provided.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employer shall provide clean and safe drinking water during working hours at\na reachable distance.\u003C\u002Fp>\n\n\u003Cp>Employer will provide Uniforms and Personal Protective equipment (PPE) to\nits employees.\u003C\u002Fp>\n\n\u003Cp>Employer shall ensure safe disposal of pesticides and their containers.\u003C\u002Fp>\n\n\u003Cp>Employer shall ensure that waste-water is treated or disposed in way that\ndoes not endanger employees and the environment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.5 SOCIAL ISSUES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>a) The employer shall register employees to the social security Scheme. The\nemployer shall also deduct NSSF contribution from the employee terminal\nbenefits.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>b) The employer shall have education programmes to its employees and\nencourage cultural activities in cooperation with surrounding communities.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>c) Special measures must be taken to avoid reproductive health risks. In\nparticular, pregnant women shall only perform work which excluded contact with\npesticides and other chemicals.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Female employees shall be entitled to maternity leave of three months on\nfull pay on every birth, and a maximum of 4 terms. Annual leave will not be\nforfeited.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>e) Nursing mothers shall be allowed two and a half hours daily for the first\nthree months alter maternity leave, and one hour daily during working hours for\nfeeding their babies for the rest of the months until the baby is one year\nold.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>f) The employer shall provide family planning for all female employees for\nfree on monthly basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>g) The employer shall organize training with NSSF staffs for all the staffs\non how to register their families with NSSF medical scheme.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>h) Housing: All employees who are not provided with free\u003C\u002Fp>\n\n\u003Cp>housing by the employer shall be entitled to a housing allowance of Tshs.\n25,000\u002F= per month. If an employee is given reasonable housing accommodation\nand refuses to accept such accommodation for personal reasons, he\u002Fshe shall not\nbe entitled to a house allowance.\u003C\u002Fp>\n\n\u003Ch3>3.6. LEAVE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>a) After completion of 12 months continuous service, a permanent employees\nshall be entitled to 30 days including public holidays\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Where employment is terminated after completion of three (3) or more\nmonths of service, pro-rata leave shall be given with full pay for each\ncompleted month of service in such a period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>c) All permanent employees will receive a leave allowance of Tshs. 17,000\u002F=\nevery years.\u003C\u002Fp>\n\n\u003Cp>d) Employees will be allowed to take full leave every year, however where\nemployee leaves the employment of Kiliflora, his\u002Fher leave days not taken shall\nbe paid in cash at the request of employee, instead of taking leave. Maximum\nencashment shall be 30 days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>e) Compassionate Leave: An employee shall at the discretion of the employer\nbe granted paid compassionate leave, and should not exceed 30 days in one\ncalendar year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>f) Sick Leave: On successful completion of probation an employee shall be\neligible for paid sick leave. Employees will be entitled to sick pay in\nfollowing cases: \u003C\u002Fp>\n\n\u003Cp>■ as soon as reasonable notify the employer the reason for his\u002Fher\nabsence.\u003C\u002Fp>\n\n\u003Cp>■ Produce a medical certificate from a Registered Medical Doctor.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Sick leave shall be 3 months full pay and 3 months half pay in leave cycle\nfor both short and long term Sick Leave (refer below). Regarding sick leave for\nLong Term Periods, an employee shall not be entitled to such payment unless\nhe\u002Fshe produces to the employer a certificate of Medical Incapacity certified\nby a company doctor or a qualified medical practitioner covering the period of\nsick leave claimed. After expiration of the period prescribed above, the\nservices of the employee may be terminated on medical ground if they comply\nwith section 4.2.1 - Retirement on total Permanent Incapacity.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>3.7. BONUSES:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a) The employer shall pay Tshs.10, 000 attendance bonuses for any employee\nwho works for twenty six (26) days. The bonus will not be paid to any employee\nwho is absent for any reason including those on any leave.\u003C\u002Fp>\n\n\u003Cp>b) All other bonuses will be discussed by the management in consultation\nwith the union branch officials.\u003C\u002Fp>\n\n\u003Cp>c) From now the growers bonus and attendance bonus shall be separated. The\ngrower shall be eligible for attendance bonus of 10,000 per months as provided\nin para A above and production\u002Fstems bonus of 12,000\u002F= per month. The rules for\nproduction\u002Fstems bonus remain the same.\u003C\u002Fp>\n\n\u003Cp>d) The performance bonus for the sprayers shall be separated with\nattendance. The sprayers shall be eligible for attendance bonus of 10,000\u002F= as\nprovided in paragraph A above and performance bonus of 25,000\u002F= per month.\nSeparate rules for performance bonus shall be provided.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.8. TRANSPORT:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The employer shall provide three mini buses for Nduruma farm and 5 mini\nbuses for Loliondo farm. For Nduruma the two mini buses will be only for the\nstaffs from town and Moshono. While one mini bus shall be for the staffs\nresiding at Kwa Mrefu, Kambi ya\u003C\u002Fp>\n\n\u003Cp>chupa and Shangarai. The Loliondo mini buses are categorized as follows;-\nTwo mini buses for the staffs coming from Maji ya Chai, One mini bus from\nArusha town, One mini bus from Kambi ya Chupa and one mini bus from Tengeru.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.9. UNION OFFICIALS AND ACTIVITIES:\u003C\u002Fh3>\n\n\u003Cp>a) The Employer shall grant union officials leave with full pay while\nattending union training and other activities. Five (5) union Officials shall\nbe granted up to fifteen (15) days special leave per year with full pay to\nattend courses, seminars considered to be beneficial to the employee, the union\nand the employer.\u003C\u002Fp>\n\n\u003Cp>b) The Employer shall adhere to the Employment and Labour Relations Act,\n2004 regarding the duties of employers in relation to trade union\ncommittees. \u003C\u002Fp>\n\n\u003Ch3>3.10 DISPUTE AND INDIVIDUAL GRIEVANCES:\u003C\u002Fh3>\n\n\u003Cp>a) An employee wishing to put forward grievances in which she\u002Fhe directly\nconcerned shall in the first place report to her\u002Fhis immediate supervisor and\nlater on to the manager and if still dissatisfied, should be allowed to present\nit to the Union representative or to the nearby labour office.\u003C\u002Fp>\n\n\u003Cp>b) In instituting punishment to an employee, the employer shall adhere to\nKilifloraLtd Disciplinary Code and the Labour Laws of Tanzania.\u003C\u002Fp>\n\n\u003Ch3>3.11. DEATHS AND BURIALS:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>_a) Any permanent employee who dies while in the service of the employer\nshall be\u003C\u002Fp>\n\n\u003Cp>provided with transport, coffin and Tshs. 250,000\u002F= as condolence to the\nfamily of the deceased.\u003C\u002Fp>\n\n\u003Cp>b) If a serving employee loses any of the following through death,\nFather\u002FMother\u002FChild\u002FWife\u002FHusband, she\u002Fhe shall be entitled to a pay of TSHs\n125,000\u002F= However, they should appear in the record of an employee. The\nemployee shall be given five (5) paid days to attend the burial. The employer\nshall also provide transport for the dead body from mortuary to the burial\nplace, This is only applicable for those living close to the farm and it will\ndepend on availability of the car in the farm.\u003C\u002Fp>\n\n\u003Cp>c) If an employee loses any of the following through death, brother\u002Fsister\u002F\ngrandfather\u002Fgrandmother\u002Fgrandchild, the employee shall be given 5 paid days to\nattend the burial.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.12 PAYMENT OF WAGES:\u003C\u002Fh3>\n\n\u003Cp>Wages shall be paid at the end of the month and should be paid in legal\ntender.\u003C\u002Fp>\n\n\u003Ch3>3.0 LONG SERVICE AWARD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Both parties agree that employees who have rendered good service to their\nemployer for a long period shall be rewarded while at work, with an award,\ndepending on length of unbroken service, as follows:\u003C\u002Fp>\n\n\u003Cp>= One month salary = Two month salary = Three months = Four months = Five\nmonths\u003C\u002Fp>\n\n\u003Cp>For the next one year all those who have 10 years and above shall be paid,\nat the same time those who are between 5 years and 10 years will be paid group\nby group depending on availability of funds. This will cover only ordinary\nworkers up to the level of supervisors.\u003C\u002Fp>\n\n\u003Cp>This amount will be paid for those who are retrenched\u002Fretired. Those who\nhave 10 years and more will be paid even if they resign, and those who resign\nbefore 10 years will not be eligible for the long service award.\u003C\u002Fp>\n\n\u003Cp>The employer shall give 10 pieces of iron sheets of 28 gauge for the\nemployee who is retrenched\u002Fretires\u002Fresigns and has served the company for 15\nyears or more.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. OUT OF STATION ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>Aliy employee who is required to travel on duty away from his\u002Fher duty and\nremain overnight shall be paid:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>City Municipal and Regional Headquarters\u003C\u002Ftd>\n      \u003Ctd>Tshs 50,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>District Headquartersand Smalltowns\u003C\u002Ftd>\n      \u003Ctd>Tshs 30,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Villages\u003C\u002Ftd>\n      \u003Ctd>Tshs 20,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Incidentals\u003C\u002Ftd>\n      \u003Ctd>Tshs 10,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Transit\u003C\u002Ftd>\n      \u003Ctd>Tshs 10,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These rates will cover meal allowance and accommodation for the nights spent\nexcluding bus\u002Ftrain\u002Fair fares. Excluding those whose contract of engagement\nrequires them to travel away from home. i.e. export drivers who travel outside\nthe country.\u003C\u002Fp>\n\n\u003Cp>However where an employer provides food and accommodation for the employee\nthe employer is not required paying this allowance except incidental\nexpenses.\u003C\u002Fp>\n\n\u003Ch3>4.1 RETIREMENT BENEFITS:\u003C\u002Fh3>\n\n\u003Cp>In order to reward employees of long and faithful service, and employee who\nqualified for any of the following reasons:\u003C\u002Fp>\n\n\u003Cp>> Attaining voluntary or statutory retirement age (55 and 60 years\nrespectively)\u003C\u002Fp>\n\n\u003Cp>Shall be eligible for:\u003C\u002Fp>\n\n\u003Cp>a) One month salary times number of years of uninterrupted service (Unbroken\nperiod being continuous to Kiliflora Ltd)\u003C\u002Fp>\n\n\u003Cp>b) Calculation will be based on his\u002Fher last salary.\u003C\u002Fp>\n\n\u003Cp>> Total Permanent Incapacity Shall be eligible for:\u003C\u002Fp>\n\n\u003Cp>c) Twenty days salary times number of years of uninterrupted service\n(Unbroken period being continuous to Kiliflora Ltd)\u003C\u002Fp>\n\n\u003Cp>d) Calculation will be based on his\u002Fher last salary\u003C\u002Fp>\n\n\u003Cp>e) In case of Total Permanent Incapacity, a certificate from a Registered\nMedical Doctor must be submitted; however the employer reserves the right to\nseek further qualified opinions. It is hereby agreed that this allowance will\nnot affect his\u002Fher other statutory benefits.\u003C\u002Fp>\n\n\u003Cp>Total Permanent Incapacity, means, the case where the incapacity, reduces\npermanently the earnings capacity of the employee in every employment.\u003C\u002Fp>\n\n\u003Ch3>4.2. RETRENCHMENT BENEFITS:\u003C\u002Fh3>\n\n\u003Cp>Any employee who is retrenched due to closure of the company, or major part\nof the business affecting departments in total, qualifies for; Retrenchment\nshall be eligible for:\u003C\u002Fp>\n\n\u003Cp>a) Thirty days salary times number of years of uninterrupted Service.\u003C\u002Fp>\n\n\u003Cp>b) Calculation will be based on her\u002Fhis last salary \u003C\u002Fp>\n\n\u003Cp>c) Employees who refuse alternative employment are excluded from\nretrenchment benefits.\u003C\u002Fp>\n\n\u003Cp>Other retrenchments affecting individual person’s operational\nrequirements, and capacity compatibility, i.e. where an individual workers\nperformance does not meet the required standard for that specific position and\nno other suitable position is vacant in the company or where the employee is\nnot genuinely sick, then:\u003C\u002Fp>\n\n\u003Cp>a)Seven days salary times number of years of uninterrupted Service\u003C\u002Fp>\n\n\u003Cp>b) Calculation will be based on her\u002Fhis last salary.\u003C\u002Fp>\n\n\u003Ch3>4.3. TPAWU SUBSCRITION FEES:\u003C\u002Fh3>\n\n\u003Cp>The Employer will deduct from TPAWU member 2% of their monthly salaries\nsubscription fees. If half of the workers are members of TPAWU, then the\nworkers who are not yet members will be required to contribute 2% from their\nmonthly salaries as union service charges. All subscriptions shall be remitted\nto TPAWU before 7th of the month following the months deductions were made.\u003C\u002Fp>\n\n\u003Ch3>4.4. INTERNATIONAL CODE OF CONDUCT:\u003C\u002Fh3>\n\n\u003Cp>The employer shall comply with the International Code of Conduct (ICC) that\nGoverns Cut-Flower Industries with respect to health and safety of the\nemployees and the environment.\u003C\u002Fp>\n\n\u003Ch3>4.5 MINIMUM WAGE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>Minimum wage payable to the workers shall be basing on the years of service\nas follows:-\u003C\u002Fp>\n\n\u003Cp>- Workers who have served the farm in less than 1 year get Tsh.103, 000\u002F=\n-Workers who have served in 2-4years get Tshs.106, 500\u002F=\u003C\u002Fp>\n\n\u003Cp>- Workers who have served in between 5 and 1.0 years get Tsh.108, 500\u002F=\nand\u003C\u002Fp>\n\n\u003Cp>- Workers who have served for 11 years and above, shall get Tsh. 111, 000\u003C\u002Fp>\n\n\u003Cp>The staffs shall qualify for the increase depending on the year of service\nwithout waiting the CBA negotiation.\u003C\u002Fp>\n\n\u003Cp>The supervisors’ salary and other fringed benefits shall never again be\ndiscussed in CBA meetings and that they shall be discussed by the\nmanagement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>4.6 EFFECTIVE DATE AN D DURATION OF THIS AGREEMENT:\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be in force with effect from lsl March, 2015 and shall\ncontinue to be in force until amended by both parties. Either party desiring to\namend this agreement shall give the other party one (1) month notice of the\nintention to do so.\u003C\u002Fp>\n\n\u003Ch3>4.7 LABOUR LAWS:\u003C\u002Fh3>\n\n\u003Cp>The two parties have agreed that there is no clause in this voluntary\nagreement intended to contravene any Labour Laws applicable to the employer or\nemployee, where any clause in this agreement is in dispute with any labour\nlegislation then such clause shall stand to be replaced and hence amend the\nagreement to read consistent to the law.\u003C\u002Fp>\n\n\u003Cp>ON BEHALF OF KILIFLORA LTD\u003C\u002Fp>\n\n\u003Cp>JERRY GOH \u003C\u002Fp>\n\n\u003Cp>EXECUTIVE DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>STEPHEN GEORGE \u003C\u002Fp>\n\n\u003Cp>HUMAN RESORCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ON BEHALF OF TPAWU\u003C\u002Fp>\n\n\u003Cp>MARTHA MWASIfITETE \u003C\u002Fp>\n\n\u003Cp>TPAWU JOINT CHARPERSON\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>OMARY MSHANA \u003C\u002Fp>\n\n\u003Cp>BRANCH CHAIRPERSON \u003C\u002Fp>\n\n\u003Cp>LOLIONDO BRANCH \u003C\u002Fp>\n\n\u003Cp>KILIFLORA LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MELC BEDECK SIMBA \u003C\u002Fp>\n\n\u003Cp>BRANCH CHAIRPERSON \u003C\u002Fp>\n\n\u003Cp>NDURUMA BRANCH \u003C\u002Fp>\n\n\u003Cp>KILIFLORA LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"hourspday_select":48,"screeningpromotion":52,"sicknessmaxdays":56,"WAGES_determined":60,"ONCERISE_trigger":64,"coveragegroup3":68,"hourspweek_select":72,"childcare":74,"pregnancy":78,"equalityotherclause":82,"nursingmothers":86,"funeralpay":90,"LOWWAGE_provision":94,"eqtraining":98,"maxsicknesspayperc":102,"pensionfund":104,"OVERTIME_trigger":108,"coveremplnumoth3":112,"healthinsurancerelatives":114,"COMMUTE_trigger":118,"ANNLEAVE_trigger":122,"healthandsafetypolicy":126,"screeningnonstandard":130,"healthcareaccess":132,"breastfeeding_dangerouswork":136,"contracttrial":138,"sicknesspay":142,"healthinsurance":146,"breastfeeding_workingtime":148,"healthcareaccessrelatives":150,"LOWWAGE_trigger":152,"MAXHOURS_trigger":154,"bankholidays1":158,"SENIOR_trigger":162,"trainingprogrammes":166,"paidmaternityleave":170,"contractseverancepay":174,"PAIDLEAV_trigger":178,"holidaysfixed":181},{"bindId":45,"name":46,"text":47},"disabilitypay","Employer will maintain a risk register w","Employer will maintain a risk register where accidents or any health hazard\nwill be recorded.",{"bindId":49,"name":50,"text":51},"hourspday_select","c) Working Hours: Working hour for all p","c) Working Hours: Working hour for all permanent employees shall be 45 hours\na week (spread over six days of the week). The working hours per day will be\nfrom 7:30am to 4:30pm. The break hours will be as follow: 10:00am to\n10:30am-Tea while 1:00pm to 2:00pm-Lunch.",{"bindId":53,"name":54,"text":55},"screeningpromotion","b) It is hereby agreed that no female em","b) It is hereby agreed that no female employee will be subjected to a\npregnancy test as a precondition for recruitment.",{"bindId":57,"name":58,"text":59},"sicknessmaxdays","Sick leave shall be 3 months full pay an","Sick leave shall be 3 months full pay and 3 months half pay in leave cycle\nfor both short and long term Sick Leave (refer below). Regarding sick leave for\nLong Term Periods, an employee shall not be entitled to such payment unless\nhe\u002Fshe produces to the employer a certificate of Medical Incapacity certified\nby a company doctor or a qualified medical practitioner covering the period of\nsick leave claimed. After expiration of the period prescribed above, the\nservices of the employee may be terminated on medical ground if they comply\nwith section 4.2.1 - Retirement on total Permanent Incapacity.",{"bindId":61,"name":62,"text":63},"WAGES_determined","c) After successful completion of probat","c) After successful completion of probation, an employee shall be confirmed\ninto permanent employment unless there is reason to extend the probation. If\nthis happens, the concerned employee should be informed and the reasons for\ndoing this should be given in writing.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","a) The employer shall pay Tshs.10, 000 a","a) The employer shall pay Tshs.10, 000 attendance bonuses for any employee\nwho works for twenty six (26) days. The bonus will not be paid to any employee\nwho is absent for any reason including those on any leave.\n\nb) All other bonuses will be discussed by the management in consultation\nwith the union branch officials.\n\nc) From now the growers bonus and attendance bonus shall be separated. The\ngrower shall be eligible for attendance bonus of 10,000 per months as provided\nin para A above and production\u002Fstems bonus of 12,000\u002F= per month. The rules for\nproduction\u002Fstems bonus remain the same.\n\nd) The performance bonus for the sprayers shall be separated with\nattendance. The sprayers shall be eligible for attendance bonus of 10,000\u002F= as\nprovided in paragraph A above and performance bonus of 25,000\u002F= per month.\nSeparate rules for performance bonus shall be provided.",{"bindId":69,"name":70,"text":71},"coveragegroup3","c) It is hereby agreed that the employer","c) It is hereby agreed that the employer shall not practice or allow child\nlabour.",{"bindId":73,"name":50,"text":51},"hourspweek_select",{"bindId":75,"name":76,"text":77},"childcare","e) Compassionate Leave: An employee shal","e) Compassionate Leave: An employee shall at the discretion of the employer\nbe granted paid compassionate leave, and should not exceed 30 days in one\ncalendar year.",{"bindId":79,"name":80,"text":81},"pregnancy","c) Special measures must be taken to avo","c) Special measures must be taken to avoid reproductive health risks. In\nparticular, pregnant women shall only perform work which excluded contact with\npesticides and other chemicals.",{"bindId":83,"name":84,"text":85},"equalityotherclause","f) The employer shall provide family pla","f) The employer shall provide family planning for all female employees for\nfree on monthly basis.",{"bindId":87,"name":88,"text":89},"nursingmothers","e) Nursing mothers shall be allowed two ","e) Nursing mothers shall be allowed two and a half hours daily for the first\nthree months alter maternity leave, and one hour daily during working hours for\nfeeding their babies for the rest of the months until the baby is one year\nold.",{"bindId":91,"name":92,"text":93},"funeralpay","_a) Any permanent employee who dies whil","_a) Any permanent employee who dies while in the service of the employer\nshall be\n\nprovided with transport, coffin and Tshs. 250,000\u002F= as condolence to the\nfamily of the deceased.\n\nb) If a serving employee loses any of the following through death,\nFather\u002FMother\u002FChild\u002FWife\u002FHusband, she\u002Fhe shall be entitled to a pay of TSHs\n125,000\u002F= However, they should appear in the record of an employee. The\nemployee shall be given five (5) paid days to attend the burial. The employer\nshall also provide transport for the dead body from mortuary to the burial\nplace, This is only applicable for those living close to the farm and it will\ndepend on availability of the car in the farm.\n\nc) If an employee loses any of the following through death, brother\u002Fsister\u002F\ngrandfather\u002Fgrandmother\u002Fgrandchild, the employee shall be given 5 paid days to\nattend the burial.",{"bindId":95,"name":96,"text":97},"LOWWAGE_provision","Minimum wage payable to the workers shal","Minimum wage payable to the workers shall be basing on the years of service\nas follows:-\n\n- Workers who have served the farm in less than 1 year get Tsh.103, 000\u002F=\n-Workers who have served in 2-4years get Tshs.106, 500\u002F=\n\n- Workers who have served in between 5 and 1.0 years get Tsh.108, 500\u002F=\nand\n\n- Workers who have served for 11 years and above, shall get Tsh. 111, 000\n\nThe staffs shall qualify for the increase depending on the year of service\nwithout waiting the CBA negotiation.\n\nThe supervisors’ salary and other fringed benefits shall never again be\ndiscussed in CBA meetings and that they shall be discussed by the\nmanagement.",{"bindId":99,"name":100,"text":101},"eqtraining","a) It is hereby agreed that 80% of the w","a) It is hereby agreed that 80% of the workforce will comprise of permanent\nEmployees and that the number of female employees should be equal or more than\nthat of their counterparts.",{"bindId":103,"name":58,"text":59},"maxsicknesspayperc",{"bindId":105,"name":106,"text":107},"pensionfund","a) The employer shall register employees","a) The employer shall register employees to the social security Scheme. The\nemployer shall also deduct NSSF contribution from the employee terminal\nbenefits.",{"bindId":109,"name":110,"text":111},"OVERTIME_trigger","a) Overtime for entitled workers shall b","a) Overtime for entitled workers shall be those in excess of 45 hours in a\nworking week and will either be compensated by time off @ * overtime hours) or\nbe paid at 1.5 times normal basic hourly wage rate where no lime off was given\ni.e. time off must be given in the same week.\n\nb) Work which will be done on Public holidays will be regarded as overtime\nand this shall be paid Twice (x 2) the normal hourly rates.",{"bindId":113,"name":100,"text":101},"coveremplnumoth3",{"bindId":115,"name":116,"text":117},"healthinsurancerelatives","g) The employer shall organize training ","g) The employer shall organize training with NSSF staffs for all the staffs\non how to register their families with NSSF medical scheme.",{"bindId":119,"name":120,"text":121},"COMMUTE_trigger","The employer shall provide three mini bu","The employer shall provide three mini buses for Nduruma farm and 5 mini\nbuses for Loliondo farm. For Nduruma the two mini buses will be only for the\nstaffs from town and Moshono. While one mini bus shall be for the staffs\nresiding at Kwa Mrefu, Kambi ya\n\nchupa and Shangarai. The Loliondo mini buses are categorized as follows;-\nTwo mini buses for the staffs coming from Maji ya Chai, One mini bus from\nArusha town, One mini bus from Kambi ya Chupa and one mini bus from Tengeru.",{"bindId":123,"name":124,"text":125},"ANNLEAVE_trigger","c) All permanent employees will receive ","c) All permanent employees will receive a leave allowance of Tshs. 17,000\u002F=\nevery years.\n\nd) Employees will be allowed to take full leave every year, however where\nemployee leaves the employment of Kiliflora, his\u002Fher leave days not taken shall\nbe paid in cash at the request of employee, instead of taking leave. Maximum\nencashment shall be 30 days.",{"bindId":127,"name":128,"text":129},"healthandsafetypolicy","d)It is hereby agreed that the employer ","d)It is hereby agreed that the employer shall bear responsibility of\n\nprotecting the health of workers and that of the environment, hence:\n\nEmployer shall establish a policy on OHS and working environment in line\nwith ILO convention No.155 Act 4 and 11.\n\nEmployer shall adhere to international standards and Codes of Conduct\nrelevant to cut-flower production.\n\nEmployer shall organize work in such away as not to endanger the safety and\nhealth of employees.\n\nEmployer shall avoid the use of banned pesticides. The employer shall Adhere\nto TPRI who regulate using chemicals the higher risk Group class 1A and class\nIB.\n\nEmployer shall provide pesticide and safety information to employees in\nKISWAHILI and that high-risk area such as spraying yard, construction sites\nshall have optimum supervision.\n\nEmployer will maintain a risk register where accidents or any health hazard\nwill be recorded.\n\nEmployer shall allow the establishment of OHS committees and shall\nfacilitate their activities.\n\nEmployer shall provide functional First Aid Kits at all work sites and that\nhe will prove training to employees.\n\nEmployer shall provide free medical service to employees and that regular\nmedical examinations will be provided.\n\nEmployer shall provide clean and safe drinking water during working hours at\na reachable distance.\n\nEmployer will provide Uniforms and Personal Protective equipment (PPE) to\nits employees.\n\nEmployer shall ensure safe disposal of pesticides and their containers.\n\nEmployer shall ensure that waste-water is treated or disposed in way that\ndoes not endanger employees and the environment.",{"bindId":131,"name":54,"text":55},"screeningnonstandard",{"bindId":133,"name":134,"text":135},"healthcareaccess","Employer shall provide free medical serv","Employer shall provide free medical service to employees and that regular\nmedical examinations will be provided.",{"bindId":137,"name":80,"text":81},"breastfeeding_dangerouswork",{"bindId":139,"name":140,"text":141},"contracttrial","Probation: a) Unskilled workers will be ","Probation:\n\na) Unskilled workers will be under probation of Six (6) months.\n\nb) Skilled workers will be under probation of Six (6) months before being\nconfirmed.\n\nc) After successful completion of probation, an employee shall be confirmed\ninto permanent employment unless there is reason to extend the probation. If\nthis happens, the concerned employee should be informed and the reasons for\ndoing this should be given in writing.\n\nd) During probation, employment may be terminated by either party 24 hours\nnotice or pay in lieu of notice.\n\ne) The employer shall issue a confirmation letter to an employee after\nsuccessful completion of probationary period.",{"bindId":143,"name":144,"text":145},"sicknesspay","f) Sick Leave: On successful completion ","f) Sick Leave: On successful completion of probation an employee shall be\neligible for paid sick leave. Employees will be entitled to sick pay in\nfollowing cases: \n\n■ as soon as reasonable notify the employer the reason for his\u002Fher\nabsence.\n\n■ Produce a medical certificate from a Registered Medical Doctor.\n\nSick leave shall be 3 months full pay and 3 months half pay in leave cycle\nfor both short and long term Sick Leave (refer below). Regarding sick leave for\nLong Term Periods, an employee shall not be entitled to such payment unless\nhe\u002Fshe produces to the employer a certificate of Medical Incapacity certified\nby a company doctor or a qualified medical practitioner covering the period of\nsick leave claimed. After expiration of the period prescribed above, the\nservices of the employee may be terminated on medical ground if they comply\nwith section 4.2.1 - Retirement on total Permanent Incapacity.",{"bindId":147,"name":116,"text":117},"healthinsurance",{"bindId":149,"name":88,"text":89},"breastfeeding_workingtime",{"bindId":151,"name":116,"text":117},"healthcareaccessrelatives",{"bindId":153,"name":96,"text":97},"LOWWAGE_trigger",{"bindId":155,"name":156,"text":157},"MAXHOURS_trigger","c) Overtime shall be at the discretion o","c) Overtime shall be at the discretion of the management. However, overtime\nshould not exceed 12 consecutive hours per week. Workers should have at least\n24 consecutive hours for rest per week.",{"bindId":159,"name":160,"text":161},"bankholidays1","a) After completion of 12 months continu","a) After completion of 12 months continuous service, a permanent employees\nshall be entitled to 30 days including public holidays",{"bindId":163,"name":164,"text":165},"SENIOR_trigger","Both parties agree that employees who ha","Both parties agree that employees who have rendered good service to their\nemployer for a long period shall be rewarded while at work, with an award,\ndepending on length of unbroken service, as follows:\n\n= One month salary = Two month salary = Three months = Four months = Five\nmonths\n\nFor the next one year all those who have 10 years and above shall be paid,\nat the same time those who are between 5 years and 10 years will be paid group\nby group depending on availability of funds. This will cover only ordinary\nworkers up to the level of supervisors.\n\nThis amount will be paid for those who are retrenched\u002Fretired. Those who\nhave 10 years and more will be paid even if they resign, and those who resign\nbefore 10 years will not be eligible for the long service award.\n\nThe employer shall give 10 pieces of iron sheets of 28 gauge for the\nemployee who is retrenched\u002Fretires\u002Fresigns and has served the company for 15\nyears or more.",{"bindId":167,"name":168,"text":169},"trainingprogrammes","b) The employer shall have education pro","b) The employer shall have education programmes to its employees and\nencourage cultural activities in cooperation with surrounding communities.",{"bindId":171,"name":172,"text":173},"paidmaternityleave","Female employees shall be entitled to ma","Female employees shall be entitled to maternity leave of three months on\nfull pay on every birth, and a maximum of 4 terms. Annual leave will not be\nforfeited.",{"bindId":175,"name":176,"text":177},"contractseverancepay","b) The employer shall terminate the serv","b) The employer shall terminate the services of an employee by giving\none-month notice or one month salary in lieu of notice \n\nunless conditions of employment are stipulated otherwise.",{"bindId":179,"name":160,"text":180},"PAIDLEAV_trigger","a) After completion of 12 months continuous service, a permanent employees\nshall be entitled to 30 days including public holidays\n\nb) Where employment is terminated after completion of three (3) or more\nmonths of service, pro-rata leave shall be given with full pay for each\ncompleted month of service in such a period.",{"bindId":182,"name":183,"text":184},"holidaysfixed","d) Should there be periods of no work\u002Fin","d) Should there be periods of no work\u002Finterruptions\u002Funscheduled work, for\nunnotified periods permanent workers shall be paid full Wages for the\ninterrupted hours and the company will deploy them in other duties. For\nnotified periods, work will be deployed to employees at other times and the\nemployees will not forfeit salary (i.e. paid full salaries).","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA TANAPA - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\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: → 2015-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of crops, market gardening, horticulture\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        TANAPA\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                        TPAWU\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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Yes\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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 30 days\n            \u003C\u002Fdiv>\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: → Yes\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: → No\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 12.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: →  days\n            \u003C\u002Fdiv>\n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TZS 103000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TZS 10000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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: → TZS 17000.0\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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[190],{"title":37,"slug":33},[192],{"type":193,"data":194},"call_to_action_body_block",{"title":195,"description":196,"variant":197,"link":198},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":195,"url":199,"description":195,"rel":200,"type":201},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[203],{"type":193,"data":204},{"title":195,"description":196,"variant":197,"link":205},{"title":195,"url":199,"description":195,"rel":200,"type":201},[]]