[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-2013-between-tanzania-union-of-industrial-and-commercial-workers-field-branch-of-tpcc-and-tanzania-portland-cement-company":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":133,"content_type_view":134,"extra_breadcrumbs":135,"body":137,"body_blocks":148,"related_pages":152},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":131,"translations":132},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-2013-between-tanzania-union-of-industrial-and-commercial-workers-field-branch-of-tpcc-and-tanzania-portland-cement-company","8a5f1308-f4ef-11e2-be8d-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-2013-between-tanzania-union-of-industrial-and-commercial-workers-field-branch-of-tpcc-and-tanzania-portland-cement-company\u002Fcollective-bargaining-agreement-2013-between-tanzania-union-of-industrial-and-commercial-workers-field-branch-of-tpcc-and-tanzania-portland-cement-company\u002F","Collective Bargaining Agreement Between Tanzania Portland Cement Company and Tanzania Union Of Industrial And Commercial Workers - Field Branch Of TPCC - 2013","TZA Tanzania Portland Cement Company Limited - 2013","Tanzania - TZA Tanzania Portland Cement Company Limited - 2013","TZA Tanzania Portland Cement Company Limited - 2013 - Extraction, mining, quarrying, Manufacturing",{"name":41,"data":42},"CBA - Twiga.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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT 2013 Between TANZANIA UNION OF INDUSTRIAL\nAND COMMERCIAL WORKERS FIELD BRANCH OF TPCC And TANZANIA PORTLAND CEMENT\nCOMPANY\u003C\u002Fh1>\n\n\u003Cp>Principles:\u003C\u002Fp>\n\n\u003Cp>Provisions under Parliamentary enactments, like Employment and Labour\nRelation Act, Labour Institutions Act, Workman’s Compensation, Occupational\nHealth and Safety Act as repealed from time to time are not repeated in this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>Provisions covered in the Company Staff Regulations as reviewed from time o\ntime are not repeated in this agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. INTRODUCTION\u003C\u002Fh3>\n\n\u003Cp>Two parties hereto, the Tanzania Union of Industrial and Commercial Workers\n(hereinafter referred to as TUICO) Field Branch of Tanzania Portland Cement\nCompany Limited on behalf of its members of the one part and Tanzania Portland\nCement Company Limited (hereinafter referred to as TPCC) of the other part, do\nhereby declare that they have agreed to establish and sign this Collective\nBargaining Agreement with a view' of promoting better working relationships and\nregulate terms and conditions of service for the employees of the Company in\nareas stated therein the agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. DEFINITIONS\u003C\u002Fh3>\n\n\u003Cp>In this Agreement, unless the context otherwise requires:-\u003C\u002Fp>\n\n\u003Cp>AGREEMENT Means this Collective Bargaining Agreement 2013\u002F2014.\u003C\u002Fp>\n\n\u003Cp>AGENCY SHOP Means a Union security arrangement in terms of which employees\nin a bargaining unit, who are not members of the recognized trade union, are\nrequired to pay an agency fee to the Trade Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BOARD Means the Board of Directors of TPCC as appointed by the Shareholders\nas per the Memorandum and Articles of Association.\u003C\u002Fp>\n\n\u003Cp>CHILD Means the Employee’s unmarried child, child born out of wedlock,\nlegally adopted child or child of a deceased near relative aged 18 years and\nbelow as evidenced by proper and accepted Birth\u002FAdoption Certificate and who is\nwholly maintained by the employee. No age limit for a disabled child due to\nmental or physical infirmity hence a fully dependant of an employee, provided\nthat such disabilities should be approved by the Company Medical\nPractitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COMPANY Means the Tanzania Portland Cement Company Limited as registered\nwith the Registrar of Companies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONTRACTUAL EMPLO YEE Means a worker employed by Tanzania Portland Cement\nCompany Limited on a renewable specified time contract period of minimum twelve\nmonths.\u003C\u002Fp>\n\n\u003Cp>DISCUSSIONS Means joint meetings of any level between leaders of TUICO TPCC\nField Branch and Management of TPCC discussing matters affecting the Employees\nand the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EMPLOYEE Means a worker employed by Tanzania Portland Cement Company Limited\non specified or\u002Fand unspecified terms of employment. Employees who are\ncurrently (effective 1M January 2013) under specified period upon renewal of\ncontract it will be not less than thirty six (36) months renewal period.\nEmployees on special tasks (or projects) are not covered under this\ndefinition.\u003C\u002Fp>\n\n\u003Cp>EMPLOYER Means Tanzania Portland Cement Company Limited\u003C\u002Fp>\n\n\u003Cp>FAMILY Means the Employee’s marital spouse and up to six youngest children\naged up to and including 18 years. Children above 18 years but not above 23\nyears can be included if they are full time students of registered secondary\nschool or education\u002Fvocational center\u002Finstitution. For all relevant family\nmembers, personal particulars accompanied with the necessary and accepted\nrelevant documents evidencing the same shall be registered in the Company's\nrecord\u002FPersonal File. A disabled child due to mental or physical infirmity\nhence a fully dependent of employee, will remain a family member with no age\nlimit provided that such disabilities should be-approved by the Company Medical\nPractitioner.\u003C\u002Fp>\n\n\u003Cp>LABOR COURT Means Labor Court as a division of High Court of Tanzania as\nascribed in the Labor Institutions Act no. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>LAY-OFF Means a temporary separation of an Employee from employment, without\nprejudice as a result of slack work in the company or because of other reasons\nnot associated with termination for lawful cause, resignation or retirement\nthrough sickness or injury.\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR Means the Chief Executive Officer of TPCC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEDICAL BOARD Means a team of Occupational Medicine Practitioners appointed\nby the Company or its agent to asses and provide expert medical opinion on the\nhealth condition of suitability of an employee to continue to perform the job\none is employed to do, following a prolonged illness without improvement.\u003C\u002Fp>\n\n\u003Cp>MEMBER Means an Employee of TPCC who has joined TUICO TPCC Field Brach and\npays membership fees every month.\u003C\u002Fp>\n\n\u003Cp>PLACE OF DOMICILE Means\u003C\u002Fp>\n\n\u003Cp>a. The Employee’s home District and village as evidenced by proper and\naccepted records;\u003C\u002Fp>\n\n\u003Cp>b. For female Employee under (a) above, the address may change after first\nlegal marriage and official denouncement of the originally declared place of\ndomicile\u003C\u002Fp>\n\n\u003Cp>RECONCILIATION\u002F MEDIATION Means settlement of a dispute in pursuance of\ntrade and\u002For labor harmonization or in pursuance of natural justice as in\naccordance with the Employment and Labor Relations Act of 2004, Labor\nInstitutions Act no. 7 of 2004, Occupational Health and Safety Act of 2003,\nWorkmen compensations Act or other Labor Laws as amended from time to time or\nrepealed by newly enacted laws.\u003C\u002Fp>\n\n\u003Cp>REDUNDANCY Means the act of terminating un-needed surplus Employees to\nrequirement of the company or for other reasons not associated with dismissal\nfor lawful cause, resignation and retirement through sickness or injury but\ndoes not include termination of employment through lay-off, or on completion of\na task work contract or of specified limited period contract.\u003C\u002Fp>\n\n\u003Cp>RETRENCHMENT Means the act of terminating or reorganizing employment\ncontracts' necessitated by the Employer’s decision to restructure and\nreorganize various company operations with a view' to reducing costs and\nincreasing efficiency.\u003C\u002Fp>\n\n\u003Cp>SPOUSE Means the Employee’s marital partner as evidenced by proper and\naccepted marriage certificate.\u003C\u002Fp>\n\n\u003Cp>STAFF\u002F REGULATION Means TPCC existing staff regulations currently in force\nand amended from time to time.\u003C\u002Fp>\n\n\u003Cp>TRADE\u002FDISPUTE Means disputes arise from the Employer and Employee failing to\nreach an amicable solution over an issue which calls third party intervention\nin order to find a solution in accordance with and pursuant to the Commission\nfor Mediation and Arbitration or Labor Court provisions.\u003C\u002Fp>\n\n\u003Cp>TUICO Means Tanzania Union of Industrial and Commercial Workers.\u003C\u002Fp>\n\n\u003Cp>UNION Means Tanzania Union of Industrial and Commercial Workers or TUICO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. GENERAL PROVISIONS\u003C\u002Fh3>\n\n\u003Cp>3.1 Title\u003C\u002Fp>\n\n\u003Cp>The Title of this agreement is TPCC Collective Bargaining Agreement of 2013\nsigned between TUICO TPCC Field Branch and TPCC as parties to the Agreement.\u003C\u002Fp>\n\n\u003Cp>3.2 Applicability\u003C\u002Fp>\n\n\u003Cp>The provisions of this agreement shall apply to all Employees as defined in\nsection 2.\u003C\u002Fp>\n\n\u003Cp>3.3 Effective date and validity\u003C\u002Fp>\n\n\u003Cp>The agreement shall come into effect from 1st January, 2013 and shall be\nvalid for a period of two years up to and including 31st December, 2014.\u003C\u002Fp>\n\n\u003Cp>3.4 Amendment\u003C\u002Fp>\n\n\u003Cp>The parties to this Agreement may mutually agree to amend or delete any\nparagraph in this Agreement during the period of validity in sub-section 3.3\nabove.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. RECOGNITION\u003C\u002Fh3>\n\n\u003Cp>4.1 Recognition of TUICO TPCC Field Branch\u003C\u002Fp>\n\n\u003Cp>TPCC shall recognize and acknowledge TUICO TPCC Field Branch as the sole\nrepresentative of its members.\u003C\u002Fp>\n\n\u003Cp>4.2 Recognition of TPCC\u003C\u002Fp>\n\n\u003Cp>TUICO TPCC Field branch shall recognize TPCC Management as the only\nqualified Administrative Body in the context of this Agreement.\u003C\u002Fp>\n\n\u003Cp>4.3 Meetings between TUICO TPCC and TPCC Management\u003C\u002Fp>\n\n\u003Cp>There will be conducted meetings between TUICO TPCC Field Branch and TPCC\nManagement on quarterly basis to discuss matters affecting promotion of\nproductivity and efficiency, harmonious working relations and employee’s\nwelfare. Under special circumstances meetings will be held more frequently as\nagreed between the parties of this Agreement. Either party will forward\nproposed dates and agenda for the meetings with at least three days notice.\u003C\u002Fp>\n\n\u003Cp>4.4 Union Dues\u002FFees\u003C\u002Fp>\n\n\u003Cp>4.4.1 TUICO Membership\u003C\u002Fp>\n\n\u003Cp>Both parties have agreed that joining the Union is voluntary and that:-\u003C\u002Fp>\n\n\u003Cp>a) Every employee who is a TUICO member shall authorize in writing in the\nprescribed form the Employer to deduct membership fee of two percent (2%) of\nhis monthly remuneration and \u002For as will be amended from time to time according\nto the TUICO Constitution.\u003C\u002Fp>\n\n\u003Cp>b) TUICO and the Employer have concluded a Collective Agreement providing\nfor an agency shop for which employees that are non - TUICO members within the\nBargaining Unit are required to pay TUICO a monthly agency fee of 1.8% from\ntheir basic salaries.\u003C\u002Fp>\n\n\u003Cp>4.4.2 Remittance of TUICO Membership and Agency Fee\u003C\u002Fp>\n\n\u003Cp>Both parties have agreed that the Employer shall be responsible in deducting\nthe fees in 4.4.1 above and remit same on check - off system into the following\nAccounts:-\u003C\u002Fp>\n\n\u003Cp>a) TUICO Membership fee Account for deductions made from remuneration of\nemployees who are TUICO members; and\u003C\u002Fp>\n\n\u003Cp>b) Agency fee Account for deductions made from employees who are non - TUICO\nmembers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. PEACE AND OBLIGATION\u003C\u002Fh3>\n\n\u003Cp>Both parties hereto undertake to honor this Agreement and to promote\nindustrial peace and Productivity. TUICO TPCC Field Branch on its part will\nensure that Employees assist Management in fulfilling its obligations, avoiding\nwaste of resources, respecting the confidentiality of certain matters including\ntrade secrets, act honestly and work for continued and increased productivity;\nand that both parties realize their obligations to Owners of the Company\n(Shareholders), Managers (Management), Customers (Clients) and Fellow Employees\nand Society at large.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. LEAVING COMPANY EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>6.1 Terms of Notice\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>In the event of cessation of employment other than termination for lawful\ncause and resignation, the Employer shall give the below terms of notice in\nmonths or pay in cash in lieu of such notices:\u003C\u002Fp>\n\n\u003Cp>Table 6.1: Terms of Notice\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Service Period\u003C\u002Ftd>\n      \u003Ctd>01-02\u003C\u002Ftd>\n      \u003Ctd>03-MI\u003C\u002Ftd>\n      \u003Ctd>M2-M3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>After probation to 2 years\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above 2 years up to 5 years\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above 5 years\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.1 Compulsory Retirement Benefits for employees with unspecified period\nof employment\u003C\u002Fp>\n\n\u003Cp>An Employee with an unspecified period of employment shall, on reaching the\nnormal retirement age of sixty years, receive from the Employer both statutory\nand non-statutory benefits as follows:\u003C\u002Fp>\n\n\u003Cp>a) Notice according to one’s job grade and length of service as per table\n6.1 above.\u003C\u002Fp>\n\n\u003Cp>b) Salary including outstanding overtime hours to date of end of employment\nby retirement.\u003C\u002Fp>\n\n\u003Cp>c) Payment for accrued outstanding annual leave days but not exceeding 56\ndays, if any:\u003C\u002Fp>\n\n\u003Cp>d) NSSF (NPF) or PPF benefits and Jubilee Insurance administered Staff\nPension Scheme benefits and\u002For Group Endowment Assurance Scheme benefits in\naccordance with the Rules of each scheme.\u003C\u002Fp>\n\n\u003Cp>e) Fare to place of domicile for the Employee and family.\u003C\u002Fp>\n\n\u003Cp>f) Cash 20% of fare above to the Employee as sundry costs.\u003C\u002Fp>\n\n\u003Cp>g) Per Diem allowance based on the length of journey.\u003C\u002Fp>\n\n\u003Cp>h) Luggage\u002Fbaggage allowance to place of domicile depending on one's salary\nscale as per bellow table:-\u003C\u002Fp>\n\n\u003Cp>i)\u003C\u002Fp>\n\n\u003Cp>Table 6.2.1(h): luggage weights on retirement\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>01-02\u003C\u002Ftd>\n      \u003Ctd>03-Ml\u003C\u002Ftd>\n      \u003Ctd>M2 and above\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3000 kgs\u003C\u002Ftd>\n      \u003Ctd>4000 kgs\u003C\u002Ftd>\n      \u003Ctd>5000 kgs\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>i) A monetary reward, at the time of retirement, of TZS. 1,500,000 to be\nreviewed annually,\u003C\u002Fp>\n\n\u003Cp>j) One month’s salary times the number of complete years in service\u003C\u002Fp>\n\n\u003Cp>k) Cement as per the below table at the time of retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Table 6.2.1 (k): Cement receive on retirement\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Length of service\u003C\u002Ftd>\n      \u003Ctd>Tonnage cement\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 years\n\n        \u003Cp>11-15 years\u003C\u002Fp>\n\n        \u003Cp>16-20 years\u003C\u002Fp>\n\n        \u003Cp>21 -25 years\u003C\u002Fp>\n\n        \u003Cp>26-30 years\u003C\u002Fp>\n\n        \u003Cp>31 years and above\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17 tons\n\n        \u003Cp>22 tons\u003C\u002Fp>\n\n        \u003Cp>27 tons\u003C\u002Fp>\n\n        \u003Cp>32 tons\u003C\u002Fp>\n\n        \u003Cp>37 tons\u003C\u002Fp>\n\n        \u003Cp>37 tons plus 7 tons per completed year of service above 30 years.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NOTE: No cash will be paid in lieu of cement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.2 Terminal Benefits for employees with specified periods of\nemployment\u003C\u002Fp>\n\n\u003Cp>An employee with specified period of employment shall, at the expiry of his\n\u002Fher contract with TPCC and subject to non renewal of the contract, receive\nonly once for all from the Employer the following statutory and non -statutory\nbenefits:-\u003C\u002Fp>\n\n\u003Cp>a) Notice according to one’s job grade and length of service as per table\n6.1 above.\u003C\u002Fp>\n\n\u003Cp>b) Salary including outstanding overtime hours to date of end of employment\nby contract expiry.\u003C\u002Fp>\n\n\u003Cp>c) Payment for accrued outstanding annual leave days but not exceeding 56\ndays, if any:\u003C\u002Fp>\n\n\u003Cp>d) NSSF pension\u002Flump sum payment including Group Endowment Assurance scheme\nand\u002For Jubilee Insurance administered Staff Pension scheme benefits in\naccordance with the scheme procedure.\u003C\u002Fp>\n\n\u003Cp>e) One month’s salary times the number of complete years in service,\nminimum one complete year of service.\u003C\u002Fp>\n\n\u003Cp>f) Fare to place of domicile for the employee and family.\u003C\u002Fp>\n\n\u003Cp>g) Cash 20% of fare above to the Employee as sundry costs.\u003C\u002Fp>\n\n\u003Cp>h) Per Diem allowance based on the length of journey.\u003C\u002Fp>\n\n\u003Cp>i) Luggage\u002Fbaggage allowance to place of domicile depending on one’s\nsalary scale as per bellow table:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Table 6.2.2 luggage weight at non-renewal of contract\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>01-02\u003C\u002Ftd>\n      \u003Ctd>O3 – M1\u003C\u002Ftd>\n      \u003Ctd>M2 and above\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3000 kgs\u003C\u002Ftd>\n      \u003Ctd>4000 kgs\u003C\u002Ftd>\n      \u003Ctd>5000 kgs\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j) Monetary reward, at the time of expiry of contract, of TZS 1,500,000\u002F= k)\nCement as per the below table at the time of expiry of contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Table 6.2.2(k) cement receivedat none renewal of contract\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Length of service\u003C\u002Ftd>\n      \u003Ctd>Tonnage cement\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5-10 years\n\n        \u003Cp>11-15 years\u003C\u002Fp>\n\n        \u003Cp>16-20 years\u003C\u002Fp>\n\n        \u003Cp>21-25 years\u003C\u002Fp>\n\n        \u003Cp>26-30 years\u003C\u002Fp>\n\n        \u003Cp>31 years and above\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17tons\n\n        \u003Cp>22 tons\u003C\u002Fp>\n\n        \u003Cp>27tons\u003C\u002Fp>\n\n        \u003Cp>32tons\u003C\u002Fp>\n\n        \u003Cp>37tons\u003C\u002Fp>\n\n        \u003Cp>37tons plus 7tons per completed year of service above 30 years.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NOTE: No cash will be paid in lieu of cement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3 Voluntary Retirement Benefits\u003C\u002Fp>\n\n\u003Cp>The normal statutory retirement age is sixty (60) years. However, an\nEmployee may volunteer for retirement at age fifty five by writing an\napplication to Management. Subject to approval by the Managing Director and the\nEmployee signing a consent form annexed herewith this Voluntary Agreement as\nattachment 1, a voluntary retiree, will be given benefits befitting normal\nretirement package plus a per centum of his\u002Fher annual salaries for the\nremaining years to normal retirement age of sixty (60) years as per table 6.3\nbelow.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Table 6.3 Additional Voluntary Retirement Benefits\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Employee Salary Grade\u003C\u002Ftd>\n      \u003Ctd>01-02\u003C\u002Ftd>\n      \u003Ctd>03-MI\u003C\u002Ftd>\n      \u003Ctd>M2-M3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Per centum of annual salaries\u003C\u002Ftd>\n      \u003Ctd>Eighty eight (88)\u003C\u002Ftd>\n      \u003Ctd>Seventy five (75)\u003C\u002Ftd>\n      \u003Ctd>Sixty five (65)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>6.4 Company and\u002For Employee Initiated Early Retirement Benefits\u003C\u002Fp>\n\n\u003Cp>6.4.1 The company may require an Employee and\u002For the Employee may consult\nthe Company to take early retirement at age below fifty five (55) due to the\nfollowing reasons or unlikely events or circumstances:-\u003C\u002Fp>\n\n\u003Cp>(i) Unproved and or circumstantial poor work performance due to incapacity\ncaused by aging contrary to age recorded in personal file.\u003C\u002Fp>\n\n\u003Cp>(ii) Need for a higher skilled person in any position and there is no\nposition available for the replaceable employee.\u003C\u002Fp>\n\n\u003Cp>(iii) Other circumstantial disciplinary breaches (no proved gross\nmisconduct) done by Employee following consultation and agreement between\nEmployee and Management to take early retirement.\u003C\u002Fp>\n\n\u003Cp>6.4.2 If an agreement is reached by the retiring Employee signing a consent\nform annexed\u003C\u002Fp>\n\n\u003Cp>Here with this Voluntary Agreement as Attachment 2,retirement benefits for\nsuch an employee will be as follows:-\u003C\u002Fp>\n\n\u003Cp>a) If the Employee is within five years of retirement, retirement benefits\nwill be those befitting normal retirement package plus a per centum of his \u002Fher\nannual salary for the remaining years to retirement age of sixty years as per\ntable 6.4 here below:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Table 6.4 Additional Early Retirement Benefits\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Employee Salary Grade\u003C\u002Ftd>\n      \u003Ctd>01-02\u003C\u002Ftd>\n      \u003Ctd>03-MI\u003C\u002Ftd>\n      \u003Ctd>M2-M3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Per centum of annual salaries\u003C\u002Ftd>\n      \u003Ctd>Eighty eight (88)\u003C\u002Ftd>\n      \u003Ctd>Seventy five (75)\u003C\u002Ftd>\n      \u003Ctd>Sixty five (65)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) If the Employee is further than five years from normal retirement age,\nthe compensation will be as in 6.4.2(a) above, plus additional amount to be\nnegotiated between the retiring Employee and Management\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.5 Retirement on medical grounds\u003C\u002Fp>\n\n\u003Cp>Benefits for retirement on medical grounds will be as in clause 6.4.2 of\nthis CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.6 Terminal Benefits in General\u003C\u002Fp>\n\n\u003Cp>Every Employee who will leave Company employment through lawful termination\n(including death) or retirement will receive terminal benefits befitting the\napplicable mode of exit from the Company as per clause 6.2 above of this\nVoluntary Agreement, the laws of the Land and Staff Regulations amended from\ntime to time shall be applicable.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. RETRENCHMENT, REDUNDANCY AND LAY-OFF\u003C\u002Fh3>\n\n\u003Cp>7.1 Notification\u003C\u002Fp>\n\n\u003Cp>Where the need for an exercise of retrenchment and\u002For redundancy arises, the\nEmployer shall by written notice inform the TUICO TPCC Field Branch giving out\nthe reasons and the number of Employees to be affected by the exercise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2 Consultation Meeting\u003C\u002Fp>\n\n\u003Cp>The Employer shall arrange for a consultation meeting with TUICO TPCC Field\nBranch to discuss and agree on how to carry out the retrenchment and\u002For\nredundancy exercise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.3 Retrenchment and\u002For Redundancy Agreement\u003C\u002Fp>\n\n\u003Cp>There shall be a written implementation agreement between the Employers on\nthe one hand and the TUICO TPCC Field branch on the other hand before a\nretrenchment and\u002For redundancy exercise is affected. The Agreement shall\nshow:\u003C\u002Fp>\n\n\u003Cp>a) The criteria to be used to determine the positions\u002Fpersons to be\nretrenched\u002Fdeclared redundant;\u003C\u002Fp>\n\n\u003Cp>b) A list of all benefits to those who will be declared redundant\u002F\nretrenched subject to revision based on the company’s financial\ncapability,\u003C\u002Fp>\n\n\u003Cp>c) The procedure to be followed including the channels of appeal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.4Lay-off\u003C\u002Fp>\n\n\u003Cp>Whenever it becomes necessary to lay off some of the Employees for a\nspecific period of time, the Employer shall, in writing, inform the TUICO TPCC\nField Branch of such intention. Mean while, the Employer shall immediately\nconvene a meeting to discuss the intended lay-off. After an Agreement is\nreached, Employees subject to lay off exercise shall be informed in writing. It\nshall clearly be stated whether they will be paid salary or not during the\nperiod of which they shall be off the job and the duration of such lay off.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. TUICO FIELD BRANCH OFFICIALS\u003C\u002Fh3>\n\n\u003Cp>Where there will be a need to retrench\u002Flay off a person in a given position\nand that person is a TUICO TPCC Field Branch official, Management shall meet\nand discuss with TUICO TPCC Field Branch committee the reasons and procedure to\neffect such a retrenchment\u002Flay-off.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.INCENTIVES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-longserviceallowancetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Cp>9.1. Long Service Award\u003C\u002Fp>\n\n\u003Cp>9.1.1. Employees on unspecified period of employment\u003C\u002Fp>\n\n\u003Cp>The company shall give long service awards of Twiga cement extra in kind or\nin monetary equivalent to all employees engaged on unspecified period with TPCC\nin accordance with the length of service as per the below table:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Table 9. 1: long Service Award.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Length of service\u003C\u002Ftd>\n      \u003Ctd>Award\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 completed years\n\n        \u003Cp>10 completed years\u003C\u002Fp>\n\n        \u003Cp>15 completed years\u003C\u002Fp>\n\n        \u003Cp>20 completed years\u003C\u002Fp>\n\n        \u003Cp>25 completed years\u003C\u002Fp>\n\n        \u003Cp>30 completed years\u003C\u002Fp>\n\n        \u003Cp>31 completed years and above\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13 tons\n\n        \u003Cp>15 tons\u003C\u002Fp>\n\n        \u003Cp>17 tons\u003C\u002Fp>\n\n        \u003Cp>19 tons\u003C\u002Fp>\n\n        \u003Cp>22 tons\u003C\u002Fp>\n\n        \u003Cp>26 tons\u003C\u002Fp>\n\n        \u003Cp>8 tons of cement per completed year of service above 30 years.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Delivery within larger Dar-es-salaam area will be on Company Account.\u003C\u002Fp>\n\n\u003Cp>NOTE: No cash will be paid in lieu of cement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1.2. Employees on specified period of employment\u003C\u002Fp>\n\n\u003Cp>The company shall give long service awards of 5 tons of Twiga extra cement\nto all employees with specified periods of employment on completion of every\ntwo consecutive years of service with TPCC. No cash will be paid in lieu of\ncement. Delivery within larger Dar-es-salaam area will be on Company\nAccount.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2 May Day Celebrations\u003C\u002Fp>\n\n\u003Cp>9.2.1 Best\u002FIngenious Worker (s) Award\u003C\u002Fp>\n\n\u003Cp>Before every May Day (Workers’ International day) Celebrations, Management\nwill select thirteen (13) Best Workers and one (1) Ingenious Worker based on\nwork performance. Award for a Best Worker will be TZS 600,000 plus tax while\nthat for the Ingenious Worker will depend on the contribution made by that\nWorker but not less than TZS 2,000,000\u002F= plus tax.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2.2 Participation of TPCC in May Day Celebrations\u003C\u002Fp>\n\n\u003Cp>(a) When celebrations are held in Dar es Salaam, best Workers, TUICO Branch\nmembers and agreeable number of employees to be given May Day outfit and\ntransport to venue of celebrations.\u003C\u002Fp>\n\n\u003Cp>(b) When celebrations are held outside Dar es Salaam, One Ingenious Worker,\nif any, two TUICO TPCC Field Branch members plus 5 workers and Management rep\nto be provided with May Day outfit and duty travel allowances as on duty\noutside work station.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3 Driving License Renewal and Passport Fee\u003C\u002Fp>\n\n\u003Cp>The company will pay for the renewal of driving licenses for Employees\nengaged to drive registered company vehicles and also pay passports fee for\nthose Employees traveling on duty abroad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.4 Sickness Allowance\u003C\u002Fp>\n\n\u003Cp>A sickness allowance of TZS 25,000 per day will be paid only during\nhospitalization period.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>10.DEATH AND FUNERAL\u003C\u002Fh3>\n\n\u003Cp>10.1 Death of am; Employee\u003C\u002Fp>\n\n\u003Cp>When an Employee, appointed on permanent\u002Ftemporary\u002Fcontractual terms of\nservice dies, whether such death occurs while on leave, the Employer shall\ncontribute towards funeral costs as follows:\u003C\u002Fp>\n\n\u003Cp>a) Make a payment of TZS.700, 000 to cover coffin. Wreath and shroud,\netc.\u003C\u002Fp>\n\n\u003Cp>b) Meet expenses of transporting the deceased’s body up to the burial\nplace as will be agreed upon between TPCC and the bereaved family members\u003C\u002Fp>\n\n\u003Cp>c) Make a payment of TZS. 1,200,000 where an Employee is buried without the\ncompany incurring any transport costs.\u003C\u002Fp>\n\n\u003Cp>d) Make a payment of TZS. 1.200,000 as company condolence to the bereaved\nfamily\u003C\u002Fp>\n\n\u003Cp>e) Meet on duty travel allowances for up to five Employees including a\nmanagement representative escorting the deceased when transporting by road\nservices or for two Employees when transporting by air.\u003C\u002Fp>\n\n\u003Cp>f) Make a payment of TZS, 1,200,000' being TPCC Employee’s condolence to\nthe bereaved family which shall be equally recoverable from the Employees’\nsalaries the following two immediate payroll months.\u003C\u002Fp>\n\n\u003Cp>g) For terminal benefits, section 6.5 of this Agreement will apply.\u003C\u002Fp>\n\n\u003Cp>h) An advance equivalent to three months’ salary of the deceased employee\nshould be paid to the registered spouse within three months. The advance will\nbe deducted from the terminal benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2 Death of a family member\u002Fbiological parent\u003C\u002Fp>\n\n\u003Cp>Where a family member or biological parent of an Employee appointed on\u003C\u002Fp>\n\n\u003Cp>Permanent or temporary or contractual terms of service dies the following\ncontribution will be given:\u003C\u002Fp>\n\n\u003Cp>a) TZS 1,200,000\u002F= as company condolence\u003C\u002Fp>\n\n\u003Cp>b) Make a payment of TZS 1,200,000\u002F= being TPCC Employee's condolence to the\nbereaved family which shall be equally recoverable from the Employees’\nsalaries the following two immediate payroll months in case of death of a\nregistered family member or biological parent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.PROTECTIVE CLOTHING\u002FGEAR AND COMPENSATION\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>11.1Entitled personnel\u003C\u002Fp>\n\n\u003Cp>Employees not working in an office will be provided yearly with two sets of\nuniforms or other protective clothing depending on the nature of work as\ndetailed in the table below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Table 11.1: Uniforms\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Operations, Maintenance and Procurement\u003C\u002Ftd>\n      \u003Ctd>Two overall or two overcoats per year, safety boots one pair per\n        year, a helmet once only, rubber boots in three years if required\n\n        \u003Cp>Note: only if required\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Drivers\u003C\u002Ftd>\n      \u003Ctd>Two pairs of shirts and trousers per year and one pair of shoes every\n        two years.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Packing plant operators only.\u003C\u002Ftd>\n      \u003Ctd>Gloves and aprons to be replaced as they get worn-out.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Sales office staff\u003C\u002Ftd>\n      \u003Ctd>Uniforms (skirt, blouse and scarf or shirt, trouser and tie) two\n        pairs every year and one pair of shoes every two pairs every year and\n        one pair of shoes every two years.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.2 Safety equipment and protective Gear\u003C\u002Fp>\n\n\u003Cp>Safety equipment and protective gears will be supplied to all employees as\nper requirement of work environment. The company shall provide to every new\nemployee with any relevant material for building awareness on safety.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Penalty for failure to put on uniforms\u002Fprotective gear\u003C\u002Fp>\n\n\u003Cp>All uniforms and protective gears including Employee ID CARDS\u002FBADGES\nsupplied to Employee shall be worn and Employee ID card\u002FBadge displayed visibly\nduring working hours as per nature of work without default. An Employee who has\nbeen given company uniforms\u002Fprotective gears but fails to put it on shall be\nsubject to a penalty of TZS 10,000 after three occurrences. The penalty will be\ndeducted from Employee’s salary and shall be recorded in the Employee’s\nPersonal file.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.3. Workmen’s Compensation\u003C\u002Fp>\n\n\u003Cp>When an Employee dies or suffers temporary or permanent partial\nincapacitation arising from work environment related diseases or accident, he\nwill be compensated as assessed by an Area Labor Officer in accordance with the\nWorkmen’s Compensation Act as amended from time to time. Management has to\nmake a frequent follow' up of such compensation to enable payment within six\nmonths after the assessment from Labor Officer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>12.1 Annual leave\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>In additional to the statutory 28 days annual leave and the two days granted\nby the company for traveling, if a public holiday falls within the annual leave\nperiod being taken, it will be added to that annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>12.2 Maternity leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>If a public holiday falls within the statutory 84 days maternity leave and\nthe two days granted by the company for traveling, it will be added to that\nmaternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>12.3.Paternity leave\u003C\u002Fp>\n\n\u003Cp>Seven days paternity leave shall be granted to a male Employee whose female\nspouse has delivered, the leave will be allowed within thirty days after\ndischarge of his spouse from a hospital.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>12.4.Sick leave\u003C\u002Fp>\n\n\u003Cp>An Employee on sick leave shall be entitled to 12 months full pay. After the\nperiod of 12 months until the date of retirement on medical grounds as\nrecommended by a medical board and approved by the Management, the sick\nEmployee will be on half pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003Ch3>13. ANNUAL SALARY ADJUSTMENT\u003C\u002Fh3>\n\n\u003Cp>At the end of each year TPCC Management will meet with TUICO TPCC Field\nBranch to discuss and consider a review and adjustment of Employee’s annual\nsalaries so as to maintain the cost of living. The adjustment will be based on\ninflation rates in Tanzania and the performance of the Company. The adjustments\nwill be implemented in January of each year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight focus\">\u003Ch3>14. CANTEEN MEALS\u003C\u002Fh3>\n\n\u003Cp>In order to promote health, efficiency and productivity, the Employer will\nprovide Employees with fully subsidized meals in the Company canteen. Meals\nstandards shall be assessed by the Health and Safety Committee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.EDUCATION\u003C\u002Fh3>\n\n\u003Cp>15.1.Education allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>An amount of TZS 1,500,000 per year of this Agreement will be paid every\nJanuary to every employee who has a registered child aged 2.5 years to 23 years\nat an approved kindergarten or primary school or secondary school or\neducation\u002Fvocational center\u002Finstitution as assistance for children\neducation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.2 Reference materials including books, journals etc, will be available\nwhere it is required but not necessarily at HR Division.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-incidentalbonusamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-incidentalbonustype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-incidentalbonustype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ONCERISE_trigger\" class=\"cbaClause highlight\">\u003Ch3>16. FURNITURE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The Company will pay an amount of TZS 325,000 to every employee every year\nas Furniture Allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. LITIGATION ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An amount of TZS 30,000\u002F- will be paid per day as litigation allowance to a\nTUICO TPCC Field Branch Committee member and\u002For any other Employee on account\nof his\u002Fher attendance at the CMA and or Labor\u002F Civil Court sessions on\nlitigations involving TPCC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. SPORTS AND RECREATIONAL ACTIVITIES\u003C\u002Fh3>\n\n\u003Cp>To an extent that the Company's financial situation will allow, the Company\nwill provide Employees with sports facilities to enable them get recreational\nactivities.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. TAXATION\u003C\u002Fh3>\n\n\u003Cp>All benefits in cash or in material under this Agreement are subject to\ntaxation in accordance with the tax laws of the Land.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. INTERPRETATION\u003C\u002Fh3>\n\n\u003Cp>20.1 Parliamentary Act\u003C\u002Fp>\n\n\u003Cp>This Agreement is not, in any manner, intended to replace or act contrary to\nany Parliamentary Act. Where any section or provision of this Agreement tends\nto contravene any Parliamentary Act, such Parliament Act shall override the\nrespective provision or section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.2 TPCC Staff Regulations\u003C\u002Fp>\n\n\u003Cp>The Company shall provide to every new employee with a set of staff\nregulations and disciplinary procedure code. Where any provision or section in\nthis Agreement will give an improvement to the Employees compared to the\nCompany Staff Regulations, then the provision of this Agreement shall prevail.\nThe Staff Regulations shall be transparent and TUICO TPCC Field Branch will be\ninformed in case of amendments affecting this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.3 Financial Ability\u003C\u002Fp>\n\n\u003Cp>Benefits under this Agreement might be deferred if the company’s financial\nability does not allow.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.4 Expiry of Agreement\u003C\u002Fp>\n\n\u003Cp>At the end of this Agreement, at least three months before the expiry date\nof 31sl December, 2014, either party can request for negotiations of a new\nAgreement. The negotiations must be concluded within the three months before\nthe above expiry date and the new Agreement shall commence on the next day\nafter the expiry date and signing it. Should the negotiations go beyond the\nexpiry date; the Agreement will remain valid and applicable till the new one is\nsigned. Should neither party request for new negotiations, the running\nAgreement will be deemed renewed for another twelve (12) months\nautomatically.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.5 Contract Guardian\u003C\u002Fp>\n\n\u003Cp>Any change of ownership either by all or part or change of the Company name\nshall not affect\u002Finfringe on this Agreement unless under section 3.4 herein\nabove. Likewise, any change of TUICO Field Branch office bearers shall not\naffect\u002Finfringe on this Agreement unless under section 3.4 herein above\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.6 Difference in Interpretation\u003C\u002Fp>\n\n\u003Cp>Where there will be any difference arising in the interpretation of this\nAgreement, both parties shall openly and with due transparency deliberate\ntogether with a view to find a satisfactory solution, and if need be, through\nthe Commission for Mediation and Arbitration or the labor Court or High Court\nor Court of Appeal of Tanzania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement has been entered upon and witnessed this ...14thDay of\nDecember, 2012.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TANZANIA PORTLAND CEMENT COMPANYLTD (TPCC)\u003C\u002Fp>\n\n\u003Cp>TANZANIA UNION OF INDUSTRIAL AND COMMERCIAL WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KINONDONI REGIONAL SECRETARY\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 D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-2013-between-tanzania-union-of-industrial-and-commercial-workers-field-branch-of-tpcc-and-tanzania-portland-cement-company\u002Fcollective-bargaining-agreement-2013-between-tanzania-union-of-industrial-and-commercial-workers-field-branch-of-tpcc-and-tanzania-portland-cement-company\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            ",{"paidmaternityleaveduration":44,"maxsicknesspay":48,"childcaresubsidy":52,"ONCERISE_trigger":56,"funeralpay":60,"maternityotherclause":64,"maxsicknesspayperc":68,"pensionfund":70,"holidaysdays":74,"COSTLIV_trigger":78,"healthandsafetypolicy":82,"incidentalbonusamount1":86,"sicknesspay":88,"incidentalbonustype":90,"PAIDLEAV_trigger":92,"longserviceallowancetype1":94,"longserviceallowancetype2":98,"paidmaternityleaveall":100,"paidpaternityleave":102,"educationtuition":106,"incidentalbonustype2":109,"sicknessmaxdaysnr":111,"bankholidays1":113,"SENIOR_trigger":117,"mealvouchers":119,"sicknessmaxdays":123,"paidmaternityleave":125,"jobsecuritymothers":127,"paidpaternityleaveduration":129},{"bindId":45,"name":46,"text":47},"paidmaternityleaveduration","12.2 Maternity leave If a public holiday","12.2 Maternity leave\n\nIf a public holiday falls within the statutory 84 days maternity leave and\nthe two days granted by the company for traveling, it will be added to that\nmaternity leave.",{"bindId":49,"name":50,"text":51},"maxsicknesspay","12.4.Sick leave An Employee on sick leav","12.4.Sick leave\n\nAn Employee on sick leave shall be entitled to 12 months full pay. After the\nperiod of 12 months until the date of retirement on medical grounds as\nrecommended by a medical board and approved by the Management, the sick\nEmployee will be on half pay.",{"bindId":53,"name":54,"text":55},"childcaresubsidy","An amount of TZS 1,500,000 per year of t","An amount of TZS 1,500,000 per year of this Agreement will be paid every\nJanuary to every employee who has a registered child aged 2.5 years to 23 years\nat an approved kindergarten or primary school or secondary school or\neducation\u002Fvocational center\u002Finstitution as assistance for children\neducation.\n\n\n\n15.2 Reference materials including books, journals etc, will be available\nwhere it is required but not necessarily at HR Division.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","16. FURNITURE ALLOWANCE The Company will","16. FURNITURE ALLOWANCE\n\nThe Company will pay an amount of TZS 325,000 to every employee every year\nas Furniture Allowance.",{"bindId":61,"name":62,"text":63},"funeralpay","10.DEATH AND FUNERAL 10.1 Death of am; E","10.DEATH AND FUNERAL\n\n10.1 Death of am; Employee\n\nWhen an Employee, appointed on permanent\u002Ftemporary\u002Fcontractual terms of\nservice dies, whether such death occurs while on leave, the Employer shall\ncontribute towards funeral costs as follows:\n\na) Make a payment of TZS.700, 000 to cover coffin. Wreath and shroud,\netc.\n\nb) Meet expenses of transporting the deceased’s body up to the burial\nplace as will be agreed upon between TPCC and the bereaved family members\n\nc) Make a payment of TZS. 1,200,000 where an Employee is buried without the\ncompany incurring any transport costs.\n\nd) Make a payment of TZS. 1.200,000 as company condolence to the bereaved\nfamily\n\ne) Meet on duty travel allowances for up to five Employees including a\nmanagement representative escorting the deceased when transporting by road\nservices or for two Employees when transporting by air.\n\nf) Make a payment of TZS, 1,200,000' being TPCC Employee’s condolence to\nthe bereaved family which shall be equally recoverable from the Employees’\nsalaries the following two immediate payroll months.\n\ng) For terminal benefits, section 6.5 of this Agreement will apply.\n\nh) An advance equivalent to three months’ salary of the deceased employee\nshould be paid to the registered spouse within three months. The advance will\nbe deducted from the terminal benefits.\n\n\n\n10.2 Death of a family member\u002Fbiological parent\n\nWhere a family member or biological parent of an Employee appointed on\n\nPermanent or temporary or contractual terms of service dies the following\ncontribution will be given:\n\na) TZS 1,200,000\u002F= as company condolence\n\nb) Make a payment of TZS 1,200,000\u002F= being TPCC Employee's condolence to the\nbereaved family which shall be equally recoverable from the Employees’\nsalaries the following two immediate payroll months in case of death of a\nregistered family member or biological parent.",{"bindId":65,"name":66,"text":67},"maternityotherclause","If a public holiday falls within the sta","If a public holiday falls within the statutory 84 days maternity leave and\nthe two days granted by the company for traveling, it will be added to that\nmaternity leave.",{"bindId":69,"name":50,"text":51},"maxsicknesspayperc",{"bindId":71,"name":72,"text":73},"pensionfund","In the event of cessation of employment ","In the event of cessation of employment other than termination for lawful\ncause and resignation, the Employer shall give the below terms of notice in\nmonths or pay in cash in lieu of such notices:\n\nTable 6.1: Terms of Notice\n\n\n  \n  \n  \n  \n  \n  \n    \n      Service Period\n      01-02\n      03-MI\n      M2-M3\n    \n    \n      After probation to 2 years\n      1\n      2\n      3\n    \n    \n      Above 2 years up to 5 years\n      2\n      2\n      3\n    \n    \n      Above 5 years\n      3\n      3\n      3\n    \n  \n\n\n\n\n6.2.1 Compulsory Retirement Benefits for employees with unspecified period\nof employment\n\nAn Employee with an unspecified period of employment shall, on reaching the\nnormal retirement age of sixty years, receive from the Employer both statutory\nand non-statutory benefits as follows:\n\na) Notice according to one’s job grade and length of service as per table\n6.1 above.\n\nb) Salary including outstanding overtime hours to date of end of employment\nby retirement.\n\nc) Payment for accrued outstanding annual leave days but not exceeding 56\ndays, if any:\n\nd) NSSF (NPF) or PPF benefits and Jubilee Insurance administered Staff\nPension Scheme benefits and\u002For Group Endowment Assurance Scheme benefits in\naccordance with the Rules of each scheme.\n\ne) Fare to place of domicile for the Employee and family.\n\nf) Cash 20% of fare above to the Employee as sundry costs.\n\ng) Per Diem allowance based on the length of journey.\n\nh) Luggage\u002Fbaggage allowance to place of domicile depending on one's salary\nscale as per bellow table:-\n\ni)\n\nTable 6.2.1(h): luggage weights on retirement\n\n\n  \n  \n  \n  \n  \n    \n      01-02\n      03-Ml\n      M2 and above\n    \n    \n      3000 kgs\n      4000 kgs\n      5000 kgs\n    \n  \n\n\ni) A monetary reward, at the time of retirement, of TZS. 1,500,000 to be\nreviewed annually,\n\nj) One month’s salary times the number of complete years in service\n\nk) Cement as per the below table at the time of retirement.\n\n\n\nTable 6.2.1 (k): Cement receive on retirement\n\n\n  \n  \n  \n  \n    \n      Length of service\n      Tonnage cement\n    \n    \n      10 years\n\n        11-15 years\n\n        16-20 years\n\n        21 -25 years\n\n        26-30 years\n\n        31 years and above\n      \n      17 tons\n\n        22 tons\n\n        27 tons\n\n        32 tons\n\n        37 tons\n\n        37 tons plus 7 tons per completed year of service above 30 years.\n      \n    \n  \n\n\nNOTE: No cash will be paid in lieu of cement.",{"bindId":75,"name":76,"text":77},"holidaysdays","12.1 Annual leave In additional to the s","12.1 Annual leave\n\nIn additional to the statutory 28 days annual leave and the two days granted\nby the company for traveling, if a public holiday falls within the annual leave\nperiod being taken, it will be added to that annual leave.",{"bindId":79,"name":80,"text":81},"COSTLIV_trigger","13. ANNUAL SALARY ADJUSTMENT At the end ","13. ANNUAL SALARY ADJUSTMENT\n\nAt the end of each year TPCC Management will meet with TUICO TPCC Field\nBranch to discuss and consider a review and adjustment of Employee’s annual\nsalaries so as to maintain the cost of living. The adjustment will be based on\ninflation rates in Tanzania and the performance of the Company. The adjustments\nwill be implemented in January of each year.",{"bindId":83,"name":84,"text":85},"healthandsafetypolicy","11.1Entitled personnel Employees not wor","11.1Entitled personnel\n\nEmployees not working in an office will be provided yearly with two sets of\nuniforms or other protective clothing depending on the nature of work as\ndetailed in the table below:\n\n\n\nTable 11.1: Uniforms\n\n\n  \n  \n  \n  \n    \n      Operations, Maintenance and Procurement\n      Two overall or two overcoats per year, safety boots one pair per\n        year, a helmet once only, rubber boots in three years if required\n\n        Note: only if required\n      \n    \n    \n      Drivers\n      Two pairs of shirts and trousers per year and one pair of shoes every\n        two years.\n    \n    \n      Packing plant operators only.\n      Gloves and aprons to be replaced as they get worn-out.\n    \n    \n      Sales office staff\n      Uniforms (skirt, blouse and scarf or shirt, trouser and tie) two\n        pairs every year and one pair of shoes every two pairs every year and\n        one pair of shoes every two years.\n    \n  \n\n\n\n\n11.2 Safety equipment and protective Gear\n\nSafety equipment and protective gears will be supplied to all employees as\nper requirement of work environment. The company shall provide to every new\nemployee with any relevant material for building awareness on safety.",{"bindId":87,"name":58,"text":59},"incidentalbonusamount1",{"bindId":89,"name":50,"text":51},"sicknesspay",{"bindId":91,"name":58,"text":59},"incidentalbonustype",{"bindId":93,"name":76,"text":77},"PAIDLEAV_trigger",{"bindId":95,"name":96,"text":97},"longserviceallowancetype1","9.1. Long Service Award 9.1.1. Employees","9.1. Long Service Award\n\n9.1.1. Employees on unspecified period of employment\n\nThe company shall give long service awards of Twiga cement extra in kind or\nin monetary equivalent to all employees engaged on unspecified period with TPCC\nin accordance with the length of service as per the below table:\n\n\n\nTable 9. 1: long Service Award.\n\n\n  \n  \n  \n  \n    \n      Length of service\n      Award\n    \n    \n      5 completed years\n\n        10 completed years\n\n        15 completed years\n\n        20 completed years\n\n        25 completed years\n\n        30 completed years\n\n        31 completed years and above\n      \n      13 tons\n\n        15 tons\n\n        17 tons\n\n        19 tons\n\n        22 tons\n\n        26 tons\n\n        8 tons of cement per completed year of service above 30 years.\n      \n    \n  \n\n\nDelivery within larger Dar-es-salaam area will be on Company Account.\n\nNOTE: No cash will be paid in lieu of cement.",{"bindId":99,"name":96,"text":97},"longserviceallowancetype2",{"bindId":101,"name":46,"text":47},"paidmaternityleaveall",{"bindId":103,"name":104,"text":105},"paidpaternityleave","12.3.Paternity leave Seven days paternit","12.3.Paternity leave\n\nSeven days paternity leave shall be granted to a male Employee whose female\nspouse has delivered, the leave will be allowed within thirty days after\ndischarge of his spouse from a hospital.",{"bindId":107,"name":54,"text":108},"educationtuition","An amount of TZS 1,500,000 per year of this Agreement will be paid every\nJanuary to every employee who has a registered child aged 2.5 years to 23 years\nat an approved kindergarten or primary school or secondary school or\neducation\u002Fvocational center\u002Finstitution as assistance for children\neducation.",{"bindId":110,"name":58,"text":59},"incidentalbonustype2",{"bindId":112,"name":50,"text":51},"sicknessmaxdaysnr",{"bindId":114,"name":115,"text":116},"bankholidays1","In additional to the statutory 28 days a","In additional to the statutory 28 days annual leave and the two days granted\nby the company for traveling, if a public holiday falls within the annual leave\nperiod being taken, it will be added to that annual leave.",{"bindId":118,"name":96,"text":97},"SENIOR_trigger",{"bindId":120,"name":121,"text":122},"mealvouchers","14. CANTEEN MEALS In order to promote he","14. CANTEEN MEALS\n\nIn order to promote health, efficiency and productivity, the Employer will\nprovide Employees with fully subsidized meals in the Company canteen. Meals\nstandards shall be assessed by the Health and Safety Committee.",{"bindId":124,"name":50,"text":51},"sicknessmaxdays",{"bindId":126,"name":46,"text":47},"paidmaternityleave",{"bindId":128,"name":46,"text":47},"jobsecuritymothers",{"bindId":130,"name":104,"text":105},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Tanzania Portland Cement Company Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\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: → 2012-12-14\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Extraction, mining, quarrying, Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other mining and quarrying, Manufacture of cement, lime and plaster\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                        Tanzania Portland Cement Company Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TUICO - Chama Chawafanyakazi wa Viwanda, Biashara, Taasisi za Fedha, Huduma na Ushauri\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        \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): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 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: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → 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: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12.0 weeks\n            \u003C\u002Fdiv>\n\n            \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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Yes\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 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: → Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), New Year's Day (January 01)\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\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 325000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \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            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\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",[136],{"title":37,"slug":33},[138],{"type":139,"data":140},"call_to_action_body_block",{"title":141,"description":142,"variant":143,"link":144},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":141,"url":145,"description":141,"rel":146,"type":147},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[149],{"type":139,"data":150},{"title":141,"description":142,"variant":143,"link":151},{"title":141,"url":145,"description":141,"rel":146,"type":147},[]]