[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-communications-and-transport-workers-union--tanzania-cotwu-t-and-swissport-tanzania-plc---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":134,"content_type_view":135,"extra_breadcrumbs":136,"body":138,"body_blocks":149,"related_pages":153},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":132,"translations":133},{"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-between-communications-and-transport-workers-union--tanzania-cotwu-t-and-swissport-tanzania-plc---2014","b22f2934-3ecc-11e6-920c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-communications-and-transport-workers-union--tanzania-cotwu-t-and-swissport-tanzania-plc---2014\u002Fcollective-bargaining-agreement-between-communications-and-transport-workers-union--tanzania-cotwu-t-and-swissport-tanzania-plc---2014\u002F","Collective Bargaining Agreement between Communications and Transport Workers Union -Tanzania COTWU (T) and Swissport Tanzania PLC - 2014","Collective Bargaining Agreement between Communications and Transport Workers Union -Tanzania COTWU (T) and Swissport Tanzania PLC - 2014 - 2014","Tanzania - Collective Bargaining Agreement between Communications and Transport Workers Union -Tanzania COTWU (T) and Swissport Tanzania PLC - 2014 - 2014","Collective Bargaining Agreement between Communications and Transport Workers Union -Tanzania COTWU (T) and Swissport Tanzania PLC - 2014 - 2014 - Transport, logistics, communication",{"name":41,"data":42},"CBA4.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN COMMUNICATIONS AND TRANSPORT\nWORKERS UNION - COTWU (T) AND SWISSPORT TANZANIA PLC\u003C\u002Fh1>\n\n\u003Ch3>1.0 PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>We, the Communications and Transport Workers Union of Tanzania (COTWU (T))\nSWISSPORT TANZANIA PLC and all its branches in Tanzania of P.O. Box 18043 Dar\nes Salaam hereinafter referred to as the Trade Union and SWISSPORT TANZANIA PLC\nof P.O. Box 18043 Dar es salaam hereinafter referred to as the Employer have\nconcluded this Collective Bargaining Agreement that promotes good and\nharmonious working condition within the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1 RECOGNITION OF THE PARTIES\u003C\u002Fp>\n\n\u003Cp>(a) The Trade Union recognizes SWISSPORT TANZANIA PLC as the sole employer\nof the employees referred to in this agreement.\u003C\u002Fp>\n\n\u003Cp>(b) SWISSPORT TANZANIA PLC recognizes Communications and Transport Workers\nUnion (T) - COTWU (T) as the sole representative and spokes body of employees\nin the company.\u003C\u002Fp>\n\n\u003Cp>(c) Each party in this agreement recognizes the presence of each other\nwithin its legal framework and that employees form a strong corporate bond\nbetween the two parties. Furthermore the Trade Union recognizes that the\nEmployer has the right:\u003C\u002Fp>\n\n\u003Cp>i. To supervise all company functions.\u003C\u002Fp>\n\n\u003Cp>ii. Employ, terminate, direct, lead and manage the employees.\u003C\u002Fp>\n\n\u003Cp>i. To initiate and manage all professional and technical innovations in the\ncompany, make improvements, expand or regulate functions,\u003C\u002Fp>\n\n\u003Cp>ii. Identify staff recruitment needs, promote staff, make transfers or\nexecute any business function or activity that is of interest or beneficial to\nthe Company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.0 SCOPE\u003C\u002Fh3>\n\n\u003Cp>This Agreement applies to all employees with fixed term contracts and those\non permanent and pensionable terms including the Management cadre.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.0 DURATION OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be in force from 1st January, 2014 and shall come to an\nend on 31st December, 2016. The agreement shall remain in force even after the\nexpiry of the mentioned period unless one of the parties gives 30 days notice\nto the other party that it is no longer interested with the expired\nagreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.0 EMPLOYMENT\u002FTERMINATION\u002FRETIREMENT OF PERMANENT AND FIXED TERM CONTRACT\nEMPLOYEES.\u003C\u002Fh3>\n\n\u003Cp>4.1 Selection of Applicants\u003C\u002Fp>\n\n\u003Cp>The selection of applicants for employment will be done at the discretion of\nthe Employer depending on the job specifications and available opportunities as\nelaborated here below:-\u003C\u002Fp>\n\n\u003Cp>i. All application letters will be sent to and received at the office of the\nChief Executive Officer. The applications will bear copies of genuine\nCertificates of Education attainments, professional training including Trade\nTests as well as letters of recommendations by the employer or previous\nemployers.\u003C\u002Fp>\n\n\u003Cp>ii. Shortlisted candidates will be called for oral and written interviews.\nOnly successful candidates will be offered employment based on terms and\nconditions stipulated in respective employment contracts.\u003C\u002Fp>\n\n\u003Cp>4.2 Termination of a permanent and pensionable employee contracts.\u003C\u002Fp>\n\n\u003Cp>When there are sufficient reasons and it is deemed necessary to terminate\nthe services of a permanent and pensionable employee, the following terminal\nbenefits will be paid to him\u002Fher:-\u003C\u002Fp>\n\n\u003Cp>•One month salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>•Pension contributions according to governing regulations of Parastatal\nPension Fund.\u003C\u002Fp>\n\n\u003Cp>•Pay in lieu of outstanding Leave if any;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-severance_perc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>•Severance allowance which is 5% of his\u002Fher last monthly basic salary for\nthe total number of years worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>4.3 Termination of Fixed term Contract Employees\u003C\u002Fp>\n\n\u003Cp>When there are sufficient reasons and it is deemed necessary to terminate\nthe services of a fixed term contract employee, the following terminal benefits\nshall be paid to him\u002Fher:-\u003C\u002Fp>\n\n\u003Cp>i. One month salary in lieu of notice;\u003C\u002Fp>\n\n\u003Cp>ii. Pay in lieu of outstanding leave if any;\u003C\u002Fp>\n\n\u003Cp>iii. Severance pay which is 7 days of his\u002Fher last monthly basic salary for\neach completed year of continuous service with employer to a maximum of 10\nyears;\u003C\u002Fp>\n\n\u003Cp>iv. Pension contributions according to the governing regulations in force at\nthat particular moment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.4 Retirement of Permanent and pensionable Employees\u003C\u002Fp>\n\n\u003Cp>Both parties agree that the retirement age for permanent and pensionable\nemployees is 55 years whereby an employee may retire voluntarily and 60 years\ncompulsorily; in which case the employee will be served with a 6 months written\nnotice to retire. An employee retiring voluntarily will issue a one month\nwritten notice to that effect.\u003C\u002Fp>\n\n\u003Cp>4.5 RETIREMENT BENEFITS\u003C\u002Fp>\n\n\u003Cp>A permanent and pensionable employee who retires according to the law as\nstated above shall be entitled to the following benefits\u003C\u002Fp>\n\n\u003Cp>(a) General staff will be entitled to the company retirement benefit of 16\nmonths salaries and the Management staff on permanent and pensionable terms\nwill be entitled to 12 months salaries based on the last salary.\u003C\u002Fp>\n\n\u003Cp>In addition, both aforementioned categories will be entitled to the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>(b) Pension benefits according to the existing Pension Fund regulations.\u003C\u002Fp>\n\n\u003Cp>(c) Pay in lieu of outstanding Leave if any;\u003C\u002Fp>\n\n\u003Cp>(d) Severance allowance which is 5% of his\u002Fher last basic monthly salary for\nthe total number of years worked.\u003C\u002Fp>\n\n\u003Cp>(e) Travel assistance to the place of domicile as stated under clause 4.7\u003C\u002Fp>\n\n\u003Cp>4.6 Early Retirement for Permanent and Pensionable Employees\u003C\u002Fp>\n\n\u003Cp>In order to increase efficiency and productivity in the company an employee\non permanent and pensionable terms may be allowed to proceed on early\nretirement i.e. before reaching the voluntary or compulsory retirement age due\nto decreased productivity either due to poor health, advanced age or due to any\nother reason.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.6.1 EARLY RETIREMENT BENEFITS\u003C\u002Fp>\n\n\u003Cp>A Staff or member of the Management who is allowed to proceed on early\nretirement will be paid the normal retirement benefits mentioned above under\nClause 4.5 and in addition will be entitled to the following terminal benefits\ndepending on the number of years worked as follows:\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>Number of years worked\u003C\u002Ftd>\n      \u003Ctd>Package\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>00-10 years\u003C\u002Ftd>\n      \u003Ctd>2 months salary\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11-15 years\u003C\u002Ftd>\n      \u003Ctd>3 months salary\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 - 20 years\u003C\u002Ftd>\n      \u003Ctd>4 months salary\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21 years and above\u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>5 months salary\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.7 Travel assistance in case of termination or retirement of permanent and\npensionable employees.\u003C\u002Fp>\n\n\u003Cp>In case of termination or retirement of a permanent and pensionable\nemployees the company will pay him\u002Fher expenses of transporting by road to\nhis\u002Fher place of domicile his\u002Fher personal effects of not more than three tons\nby road based on rates prescribed by SUMATRA or the Government from time to\ntime.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.0 WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cp>(a) Each employee shall be required to work for 180 hours per month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Any extra duty hours worked beyond 180 hours per month will deserve\nextra\u002Fover time pay according to the prevailing Labour Legislations.\u003C\u002Fp>\n\n\u003Cp>i. All employees falling under the basic salary of TAS 650,000.00 will\nqualify for overtime pay or days off as deemed appropriate.\u003C\u002Fp>\n\n\u003Cp>ii. As for shift working employees, working hours will be 180 hours\nincluding Saturdays, Sundays and even public holidays provided that they will\ntake an off when appropriate during working days.\u003C\u002Fp>\n\n\u003Cp>iii. Employees falling above the basic salary of TAS 650,000.00 and\nManagement members will not be entitled to overtime pay or days off but will\nhave 36 days leave per year.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.0 ANNUAL LEAVE, COMPASSIONATE, EMERGENCY AND SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) Annual leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>i. Employees falling under the monthly basic salary of TAS 650,000.00 as a\nbasic monthly salary will be entitled to 28 days annual leave per leave\ncycle.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. Employees above the monthly basic salary TAS 650,000.00 as a basic\nmonthly salary shall be entitled to 36 days leave per annum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iii. Leave accumulation for any leave cycle is not permissible save with the\napproval of the Chief Executive Officer where there is a justification to do\nso.\u003C\u002Fp>\n\n\u003Cp>iv. The employer will pay leave travel assistance only to permanent and\npensionable employees and their family members made up of one spouse and\nmaximum of four children under the age of 18 road travel expenses once in every\ntwo years to their respective places of domicile based on rates prescribed by\nSUMATRA or the Government from time to time.\u003C\u002Fp>\n\n\u003Cp>(b) Compassionate leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>i. Compassionate leave with full pay but not exceeding 5 days will be\ngranted in case of a bereavement of close family member such as , mother,\nfather or child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. Such leave will also be granted to an employee upon first marriage, or\nin case of being faced with hazards such as fire, floods or earthquakes etc.\u003C\u002Fp>\n\n\u003Cp>iii. Compassionate leave will not be part of the annual leave.\u003C\u002Fp>\n\n\u003Cp>(c) Emergency Leave\u003C\u002Fp>\n\n\u003Cp>i. Emergency leave not exceeding 10 days and which are deductible from\nannual leave may be granted in case of sickness of wife, husband, father,\nmother, child or close relative in addition to those mentioned in paragraph\n(b).\u003C\u002Fp>\n\n\u003Cp>ii. If an annual leave will have been taken, then the emergency days leave\nwill be deducted from the next annual leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(d) Maternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>i. A pregnant employee shall be entitled to 84 days maternity leave upon the\nCertification of the Doctor or 100 days paid maternity leave if the employee\ngives birth to more than one child at the same time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. Maternity leave may be taken once or anytime between the seventh month\nof pregnancy and delivery day provided that throughout the expectant period the\nemployee may;\u003C\u002Fp>\n\n\u003Cp>•Take part of the entitled leave before delivery and the remaining leave\ndays after delivery\u003C\u002Fp>\n\n\u003Cp>•Take all the leave days or part before the seventh month of pregnancy\nupon her doctor’s written recommendation.\u003C\u002Fp>\n\n\u003Cp>iii. A female employee will not be entitled to paid maternity leave more\nthan once in three years.\u003C\u002Fp>\n\n\u003Cp>iv. The condition in paragraph (iii) notwithstanding, a female employee\nshall be entitled for a paid maternity leave in between the three years in the\nevent of an unplanned miscarriage or death of the baby during the first year of\nbirth.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(c) Paternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>Every male staff whose wife gives birth shall be entitled to 3 days\npaternity leave within seven days of birth.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(f) Sick Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>i. An employee who is indisposed, and is excused from duty for medical\ngrounds shall be entitled to full month salary pay for the first 63 days after\nwhich will be paid half month salary for another 63 days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. In the event that the sickness, excuse from duty or hospitalization\nbeyond the prescribed period in paragraph (i), management will be obliged to\ndecide on whether to effect retirement on sickness \u002Fhealth grounds or else\nthrough the employee’s personal consciousness upon receiving a doctor’s\nreport.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.0 DEATHS AND FUNERALS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) In the event that any employee dies, the Company shall incur funeral\ncosts as follows:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cp>i. Actual costs of meals not exceeding TAS 500,000\u002F= during the mourning\nperiod before burial.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. Actual costs of the coffin, shroud, digging of the grave, burial cross,\nembalmment, incense etc all not exceeding TAS 500,000\u002F =\u003C\u002Fp>\n\n\u003Cp>iii. Actual transport costs of the deceased remains and dependants,\nwife\u002Fhusband up to the place of domicile.\u003C\u002Fp>\n\n\u003Cp>iv. Transport costs and traveling allowances for the company representatives\naccompanying the deceased \u002Fbereaved as would be determined by the\nManagement.\u003C\u002Fp>\n\n\u003Cp>v. Condolence to the family of TAS 600,000\u002F-\u003C\u002Fp>\n\n\u003Cp>vi. In the event of death of a close relative of staff the employer will\ngive the following assistance to both permanent and fixed term contract\nemployees:\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>Close relative\u003C\u002Ftd>\n      \u003Ctd>Amount\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Wife\u002Fhusband\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>400,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Child\u003C\u002Ftd>\n      \u003Ctd>400,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Parents\u003C\u002Ftd>\n      \u003Ctd>200,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(This amount will be given subject to delivering of the Death certificate or\nburial permit to HR department to avoid fraud)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.0 TRAVELING AND TRANSFER ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>8.1. Travelling Allowances inside the country shall be as stipulated in\nTable 1 below:-\u003C\u002Fp>\n\n\u003Cp>Table 1. Traveling Allowances\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>PLACE\u002F CATEGORY\u003C\u002Ftd>\n      \u003Ctd>CEO\u003C\u002Ftd>\n      \u003Ctd>Managers\u003C\u002Ftd>\n      \u003Ctd>Other staff\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CITY\u003C\u002Ftd>\n      \u003Ctd>150,000\u003C\u002Ftd>\n      \u003Ctd>150,000\u003C\u002Ftd>\n      \u003Ctd>100,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MUNICIPALITY\u003C\u002Ftd>\n      \u003Ctd>150,000\u003C\u002Ftd>\n      \u003Ctd>150,000\u003C\u002Ftd>\n      \u003Ctd>80,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>REGIONAL TOWNS\u003C\u002Ftd>\n      \u003Ctd>150,000\u003C\u002Ftd>\n      \u003Ctd>150,000\u003C\u002Ftd>\n      \u003Ctd>80,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DISTRICT TOWNS\u003C\u002Ftd>\n      \u003Ctd>150,000\u003C\u002Ftd>\n      \u003Ctd>100,000\u003C\u002Ftd>\n      \u003Ctd>60,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•An employee may opt for full board and lodging in which case he\u002Fshe will\nbe paid 20% of the prescribed sum to cover for stipends\u002Fincidental expenses\nsuch as tips, property services tax, laundry, taxi etc.\u003C\u002Fp>\n\n\u003Cp>Likewise an employee may opt for bed and breakfast upon which he\u002Fshe will be\npaid 50% of the prescribed sum for meals and incidentals\u002Fstipend.\u003C\u002Fp>\n\n\u003Cp>•The allowances will be paid only for the nights the employee will be out\nof the station.\u003C\u002Fp>\n\n\u003Cp>8.2 Allowance rates for employees other than management members traveling on\nduty outside the country.\u003C\u002Fp>\n\n\u003Cp>•When an employee is on training sponsorship that covers only tuition and\nlodging then actual costs of breakfast, lunch and dinner at the respective\nhotel would apply. The employee will also be entitled to $ 50 per day for\ntelephone, medicine, transport, emergency expenses etc. The Employer has the\ndiscretion of determining the status of the hotels which will be applicable to\nits employees provided that they meet acceptable standards.\u003C\u002Fp>\n\n\u003Cp>8.3 Travel outside the country for Management: -\u003C\u002Fp>\n\n\u003Cp>Management members will be paid USD 300 if travelling in Africa, USA &\nAsia (Dollar zone) or Euro 300 if travelling in Europe (Euro Zone) to meet\nhotel and food expenses (plus 40% for incidentals) in which case no any other\npayment will be made; or\u003C\u002Fp>\n\n\u003Cp>•Reimbursement of actual cost incurred for hotel accommodation, meals and\nfare;\u003C\u002Fp>\n\n\u003Cp>•If all travel cost is paid for, an imprest of $100 or Euro 100 per night\nas the case may be will be granted to cover for incidentals i.e. telephone,\ntransport and entertainment and this amount shall be accounted for in full upon\nreturn as per financial regulations, otherwise same shall be deducted from ones\nsalary. Provided that the aforementioned rates may be changed anytime by the\nemployer when it is deemed necessary to do so.\u003C\u002Fp>\n\n\u003Cp>8.4 Staff Transfers\u003C\u002Fp>\n\n\u003Cp>i. An employee who is transferred to another station shall be entitled to\nfull transfer \u002Fallowances for wife\u002Fhusband and 4 children if any not above 18\nyears assist the transfer and safe settling at the new station.\u003C\u002Fp>\n\n\u003Cp>ii. Transfer allowance shall be the same rate paid to staff on duty travel\nas stipulated under clause 8.1. For such an employee and spouse, each will be\nentitled to 14 days full per diems and the children below 18 years shall be\npaid half the rate for 14 days.\u003C\u002Fp>\n\n\u003Cp>iii. Transportation allowance, not exceeding three tones at the rates\nprescribed by the government\u002FSUMATRA from time to time will be given to a\ntransferred employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.0 TRAINING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(a) For the purpose of enabling the employee to perform effectively, there\nwill be job related training for both permanent and contract employees. The\nemployer will finance the training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Training Agreement\u002FBond\u003C\u002Fp>\n\n\u003Cp>Employees will be required to sign a training bond before if she\u002Fhe agrees\nthe conditions of the bond requiring them to be engaged for a specific period\nafter undergoing training paid for by the Employer in which case details will\nbe issued by the Employer for the type of course, cost and compulsory period of\nengagement that must be adhered to before one can decide to terminate\nemployment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.0 MEDICAL TREATMENT.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>All Company employees will be entitled to become members of the National\nHealth Insurance Fund (NHIF) whereby each employee will contribute 2% and the\nemployer will contribute 4% of the monthly basic salary towards the fund.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.0 STAFF LOANS.\u003C\u002Fh3>\n\n\u003Cp>(a) The company encourage its employees to build own houses and live a happy\nand decent life with their families. In order to enable employees to purchase\nthe necessary building materials or for other purposes the company has\nestablished a Revolving Fund amounting to TAS 100 million from which employees\ncan borrow. This fund will be reviewed from time to time as deemed appropriate\nby the Employer.\u003C\u002Fp>\n\n\u003Cp>(a) Loans from the Revolving Fund will be under the following conditions\u003C\u002Fp>\n\n\u003Cp>i. Loan not exceeding TAS 800,000\u002F= in respect of employees falling under\nthe monthly basic salary of TAS 1,000,000.00 and TAS 1,0,000\u002F= for those\nemployees above the monthly basic salary of TAS 1,000,000.00\u003C\u002Fp>\n\n\u003Cp>ii. The loan will be recovered from the employee’s salary within maximum\nof 10 months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>iii. No loan will be granted on top of a loan until the previous one has\nbeen recovered fully.\u003C\u002Fp>\n\n\u003Cp>iv. The employer will have the right to review modalities of issuing loans\nto its employees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12.0 WORKER’S COUNCIL\u002FTRADE UNION\u003C\u002Fh3>\n\n\u003Cp>(a) In order to allow workers participation in the pertinent issues of the\ncompany there will be a Workers Council established under the Presidential\nCircular No 1 of 1974. The Council Meetings shall be held at least two times in\nany financial year and the Employer will meet the resultant cost including\nmember’s allowances as shall be determined by the Employer.\u003C\u002Fp>\n\n\u003Cp>(b) There shall be one meeting between Management and COTWU (T) Branch\nLeadership every month at Swissport Tanzania PLC headquarters mainly to discuss\nand resolve issues affecting staff. In such meetings the Kilimanjaro branch\nwill be represented by the COTWU branch chairman.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.0 STAFF BONUS\u003C\u002Fh3>\n\n\u003Cp>The Company will pay a bonus to its employees as approved by the Board of\nDirectors depending on the profit accrued in the previous financial year and\nindividual performance of employees as assessed by the Management.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14.0 LONG SERVICE AWARD.\u003C\u002Fh3>\n\n\u003Cp>An Employee who works for the company continuously for an aggregate of ten\nyears from the date of first employment will be entitled to a long service\naward.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:16.55pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.55pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">SCALE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.55pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">TAS\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">330,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">340,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">350,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">360,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">370,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">380,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">390,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">400,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">410,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">420,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">430,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">440,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">450,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">SPS\n        14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">460,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">DMS\n        1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">590,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">DMS\n        2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">675,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">DMS\n        3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">849,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"137\" valign=\"top\" style=\"width:102.7pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">DMS\n        4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"Bodytext0\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:13.0pt;background:transparent\">1,400,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3 class=\"MsoNormal\"> \u003C\u002Fh3>\n\u003C\u002Fdiv>\n\n\u003Ch3>15.0 AWARD FOR OUTSTANDING PERFORMANCE\u003C\u002Fh3>\n\n\u003Cp>The Employer will award employees for outstanding performance as shall be\ndecided by the Management from time to time as a way of motivating them for\nbetter performance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.0 TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>The Employer will offer transport to its employees within Dar es Salaam,\nArusha, Mtwara and Mbeya cities from designated points in the normal\nemployee’s residential areas to and from work while on duty. The employer is\nhowever not obliged to provide transport to its employees therefore this\nfacility is purely a privilege that can be withdrawn anytime as shall be\ndecided by the Management.\u003C\u002Fp>\n\n\u003Cp>Management and Senior staff whose duties requires more flexibility hence\ncannot use general staff transport will be given loans to purchase motor\nvehicle in accordance with the prevailing company’s Car Loan Scheme.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17.0 FORMAL ATTIRE\u002FUNIFORM AND SAFETY GEAR.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) All employees will be supplied with uniform once per year according to\nthe uniform regulations designed by the Company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(b) Safety gears and uniform will be provided only where they are needed\nsuch as Ramp, Cargo and Maintenance units.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) All uniform supplied to employees under this agreement will remain the\nproperty of the Company and will be put on at all times while on duty and not\notherwise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.0 RIGHTS AND OTHER PRIVILEGES\u003C\u002Fh3>\n\n\u003Cp>Employee rights, benefits and other privileges not spelt out in this\nagreement but captured elsewhere such as in individual employment contract will\ncontinue to be honoured and improved by the Employer when it is conducive to do\nso.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19.0 DISCIPLINARY PROCEDURES\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who contravenes company regulations will have disciplinary\nmeasures taken by the Management depending on the gravity of the offence\ncommitted and Labour laws of the country shall be applied.\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall have the right to take disciplinary measures against\nany employee who contravenes employment regulations.\u003C\u002Fp>\n\n\u003Cp>(c) In the event that a Company employee is found guilty of misconduct, the\nemployer will take disciplinary measures according to the Company’s Code of\nConduct and the Labour laws of the Country.\u003C\u002Fp>\n\n\u003Cp>In any case, problems or disputes will be resolved as soon as they arise by\nway of negotiations.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20.0 CODE OF CONDUCT\u003C\u002Fh3>\n\n\u003Cp>Management will receive views and discuss with the Trade Union the Code of\nConduct, Regulations affecting staff and subsequent reviews with the view of\ncreating harmony in the company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21.0 RETRENCHMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Parties agree to strive to retain\u002Fmaintain existing job opportunities\nwhile discouraging possibilities of retrenching or terminating employees whose\nemployment contracts are still valid.\u003C\u002Fp>\n\n\u003Cp>(b) When it is necessary to retrench company employees, the Employer is\nbound to communicate and consult with Trade Union in order to do the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>i. Discuss about the necessity of retrenching employees.\u003C\u002Fp>\n\n\u003Cp>ii. Discuss the mode of retrenchment.\u003C\u002Fp>\n\n\u003Cp>iii. Discuss the benefits that will be paid to the victims of the\nretrenchment exercise.\u003C\u002Fp>\n\n\u003Cp>As a witness hereof, this agreement has been signed by the Parties hereof on\nthe dates and in the manner hereafter appearing:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of COMMUNICATION AND TRANSPORT WORKER’S UNION (TANZANIA)\nCOTWU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mathias Mjema: Secretary General COTWU(T)\u003C\u002Fp>\n\n\u003Cp>Mussa Mwakalinga: Dar es salaam Zone Secretary COTWU (T)\u003C\u002Fp>\n\n\u003Cp>Robert Nyanda: Chairman - Swissport COTWU Branch JNIA\u003C\u002Fp>\n\n\u003Cp>Fabian Mwambinga: JRO Branch COTWU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of SWISSPORT TANZANIA PLC \u003C\u002Fp>\n\n\u003Cp>_____\u003C\u002Fp>\n\n\u003Cp>Gaudence K. Temu-Chief Executive Officer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yassin Mrisho - Chief Finance Officer\u003C\u002Fp>\n\n\u003Cp>Neema Mwang’mba - HR Manager \u003C\u002Fp>\n\n\u003Cp>Ali Sarumbo -Station Managet JRO\u003C\u002Fp>\n\n\u003Cp>Date:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"paidmaternityleaveduration":44,"deathrelativesleave":48,"protectiveclothing":52,"hourspmonth_select":56,"funeralpay":60,"maxsicknesspayperc":64,"holidaysdays":68,"hourspmonth":72,"healthcareaccess":74,"healthinsurance":78,"sicknessmaxdays":80,"funeralpaytype":82,"healthandsafetypolicy":86,"sicknesspay":90,"paidpaternityleave":92,"tempagency":96,"sicknessmaxdaysnr":100,"funeralpayamount":102,"contractseverancepay1":104,"PAIDLEAV_trigger":108,"severance_perc":112,"trainingprogrammes":114,"paidmaternityleave":118,"contractseverancepay":122,"jobsecuritymothers":124,"paidpaternityleaveduration":126,"deathrelatives":130},{"bindId":45,"name":46,"text":47},"paidmaternityleaveduration","i. A pregnant employee shall be entitled","i. A pregnant employee shall be entitled to 84 days maternity leave upon the\nCertification of the Doctor or 100 days paid maternity leave if the employee\ngives birth to more than one child at the same time.",{"bindId":49,"name":50,"text":51},"deathrelativesleave","i. Compassionate leave with full pay but","i. Compassionate leave with full pay but not exceeding 5 days will be\ngranted in case of a bereavement of close family member such as , mother,\nfather or child.",{"bindId":53,"name":54,"text":55},"protectiveclothing","(b) Safety gears and uniform will be pro","(b) Safety gears and uniform will be provided only where they are needed\nsuch as Ramp, Cargo and Maintenance units.",{"bindId":57,"name":58,"text":59},"hourspmonth_select","(a) Each employee shall be required to w","(a) Each employee shall be required to work for 180 hours per month.",{"bindId":61,"name":62,"text":63},"funeralpay","(a) In the event that any employee dies,","(a) In the event that any employee dies, the Company shall incur funeral\ncosts as follows:-\n\ni. Actual costs of meals not exceeding TAS 500,000\u002F= during the mourning\nperiod before burial.\n\nii. Actual costs of the coffin, shroud, digging of the grave, burial cross,\nembalmment, incense etc all not exceeding TAS 500,000\u002F =\n\niii. Actual transport costs of the deceased remains and dependants,\nwife\u002Fhusband up to the place of domicile.\n\niv. Transport costs and traveling allowances for the company representatives\naccompanying the deceased \u002Fbereaved as would be determined by the\nManagement.\n\nv. Condolence to the family of TAS 600,000\u002F-\n\nvi. In the event of death of a close relative of staff the employer will\ngive the following assistance to both permanent and fixed term contract\nemployees:\n\n\n  \n  \n  \n  \n    \n      Close relative\n      Amount\n    \n    \n      Wife\u002Fhusband\n      400,000\n      \n    \n    \n      Child\n      400,000\n    \n    \n      Parents\n      200,000\n    \n  \n\n\n\n\n(This amount will be given subject to delivering of the Death certificate or\nburial permit to HR department to avoid fraud)",{"bindId":65,"name":66,"text":67},"maxsicknesspayperc","i. An employee who is indisposed, and is","i. An employee who is indisposed, and is excused from duty for medical\ngrounds shall be entitled to full month salary pay for the first 63 days after\nwhich will be paid half month salary for another 63 days.",{"bindId":69,"name":70,"text":71},"holidaysdays","i. Employees falling under the monthly b","i. Employees falling under the monthly basic salary of TAS 650,000.00 as a\nbasic monthly salary will be entitled to 28 days annual leave per leave\ncycle.",{"bindId":73,"name":58,"text":59},"hourspmonth",{"bindId":75,"name":76,"text":77},"healthcareaccess","All Company employees will be entitled t","All Company employees will be entitled to become members of the National\nHealth Insurance Fund (NHIF) whereby each employee will contribute 2% and the\nemployer will contribute 4% of the monthly basic salary towards the fund.",{"bindId":79,"name":76,"text":77},"healthinsurance",{"bindId":81,"name":66,"text":67},"sicknessmaxdays",{"bindId":83,"name":84,"text":85},"funeralpaytype","i. Actual costs of meals not exceeding T","i. Actual costs of meals not exceeding TAS 500,000\u002F= during the mourning\nperiod before burial.",{"bindId":87,"name":88,"text":89},"healthandsafetypolicy","(a) All employees will be supplied with ","(a) All employees will be supplied with uniform once per year according to\nthe uniform regulations designed by the Company.\n\n(b) Safety gears and uniform will be provided only where they are needed\nsuch as Ramp, Cargo and Maintenance units.\n\n(c) All uniform supplied to employees under this agreement will remain the\nproperty of the Company and will be put on at all times while on duty and not\notherwise.",{"bindId":91,"name":66,"text":67},"sicknesspay",{"bindId":93,"name":94,"text":95},"paidpaternityleave","(c) Paternity Leave Every male staff who","(c) Paternity Leave\n\nEvery male staff whose wife gives birth shall be entitled to 3 days\npaternity leave within seven days of birth.",{"bindId":97,"name":98,"text":99},"tempagency","4.3 Termination of Fixed term Contract E","4.3 Termination of Fixed term Contract Employees\n\nWhen there are sufficient reasons and it is deemed necessary to terminate\nthe services of a fixed term contract employee, the following terminal benefits\nshall be paid to him\u002Fher:-\n\ni. One month salary in lieu of notice;\n\nii. Pay in lieu of outstanding leave if any;\n\niii. Severance pay which is 7 days of his\u002Fher last monthly basic salary for\neach completed year of continuous service with employer to a maximum of 10\nyears;\n\niv. Pension contributions according to the governing regulations in force at\nthat particular moment.",{"bindId":101,"name":66,"text":67},"sicknessmaxdaysnr",{"bindId":103,"name":84,"text":85},"funeralpayamount",{"bindId":105,"name":106,"text":107},"contractseverancepay1","•Severance allowance which is 5% of his\u002F","•Severance allowance which is 5% of his\u002Fher last monthly basic salary for\nthe total number of years worked.",{"bindId":109,"name":110,"text":111},"PAIDLEAV_trigger","(a) Annual leave i. Employees falling un","(a) Annual leave\n\ni. Employees falling under the monthly basic salary of TAS 650,000.00 as a\nbasic monthly salary will be entitled to 28 days annual leave per leave\ncycle.\n\nii. Employees above the monthly basic salary TAS 650,000.00 as a basic\nmonthly salary shall be entitled to 36 days leave per annum.",{"bindId":113,"name":106,"text":107},"severance_perc",{"bindId":115,"name":116,"text":117},"trainingprogrammes","(a) For the purpose of enabling the empl","(a) For the purpose of enabling the employee to perform effectively, there\nwill be job related training for both permanent and contract employees. The\nemployer will finance the training.",{"bindId":119,"name":120,"text":121},"paidmaternityleave","(d) Maternity Leave i. A pregnant employ","(d) Maternity Leave\n\ni. A pregnant employee shall be entitled to 84 days maternity leave upon the\nCertification of the Doctor or 100 days paid maternity leave if the employee\ngives birth to more than one child at the same time.",{"bindId":123,"name":106,"text":107},"contractseverancepay",{"bindId":125,"name":46,"text":47},"jobsecuritymothers",{"bindId":127,"name":128,"text":129},"paidpaternityleaveduration","Every male staff whose wife gives birth ","Every male staff whose wife gives birth shall be entitled to 3 days\npaternity leave within seven days of birth.",{"bindId":131,"name":50,"text":51},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Bargaining Agreement between Communications and Transport Workers Union -Tanzania COTWU (T) and Swissport Tanzania PLC - 2014 - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \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                        \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                        COTWUT - Muungano wa Wafanyakazi wa Usafiri na Mawasiliano wa Tanzania\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: → Not specified\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: → 126 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\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: → Yes\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        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TZS 500000.0\n            \u003C\u002Fdiv>\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            \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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → 5 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): →  %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 180.0\n            \u003C\u002Fdiv>\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: → 5.6 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[137],{"title":37,"slug":33},[139],{"type":140,"data":141},"call_to_action_body_block",{"title":142,"description":143,"variant":144,"link":145},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":142,"url":146,"description":142,"rel":147,"type":148},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[150],{"type":140,"data":151},{"title":142,"description":143,"variant":144,"link":152},{"title":142,"url":146,"description":142,"rel":147,"type":148},[]]