[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-and-the-management-of-asb-tanzania-limited-t-a-hyatt-regency-dar-es-salaam-the-kilimanjaro":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":167,"content_type_view":168,"extra_breadcrumbs":169,"body":171,"body_blocks":182,"related_pages":186},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":165,"translations":166},{"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-conservation-hotel-domestic-and-allied-workers-union-chodawu-and-the-management-of-asb-tanzania-limited-t-a-hyatt-regency-dar-es-salaam-the-kilimanjaro","3ac55492-9a25-11e4-b28d-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-and-the-management-of-asb-tanzania-limited-t-a-hyatt-regency-dar-es-salaam-the-kilimanjaro\u002Fcollective-bargaining-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-and-the-management-of-asb-tanzania-limited-t-a-hyatt-regency-dar-es-salaam-the-kilimanjaro\u002F","Collective Bargaining Agreement between Conservation, Hotel, Domestic and Allied Workers Union (CHODAWU) and the Management of ASB Tanzania Limited T\u002FA Hyatt Regency Dar Es Salaam, the Kilimanjaro","TZA ASB Tanzania Limited - 2013","Tanzania - TZA ASB Tanzania Limited - 2013","TZA ASB Tanzania Limited - 2013 - Hospitality, catering, tourism",{"name":41,"data":42},"MEMORUNDUM OF AGREEMENT BETWEEN CONSERVATION -  2013-22.html","\n              \n              \n              \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 BETWEEN CONSERVATION, HOTEL, DOMESTIC AND\nALLIED WORKERS UNION (CHODAWU) AND THE MANAGEMENT OF ASB TANZANIA LIMITED T\u002FA\nHYATT REGENCY DAR ES SALAAM, THE KILIMANJARO.\u003C\u002Fh1>\n\n\u003Ch2>1. INTRODUCTION:\u003C\u002Fh2>\n\n\u003Cp>We the Conservation, Hotel, Domestic, Social Services and Consultancy\nWorkers Union, (CHODAWU) referred to hereinafter as “the Union” and the\nmanagement of ASB TANZANIA Limited T\u002FA Hyatt Regency Dar es Salaam, The\nKilimanjaro referred to hereinafter as “the employer”, certify by words and\nsignatures that we have willingly agreed on the following in this collective\nbargaining agreement:\u003C\u002Fp>\n\n\u003Ch2>2. RECOGNITION:\u003C\u002Fh2>\n\n\u003Cp>2.1 The management recognizes CHODAWU, (the union) as the workplace\nrepresentatives, representing the entire staff of ASB Tanzania Limited T\u002FA\nHyatt Regency Dar es Salaam, The Kilimanjaro.\u003C\u002Fp>\n\n\u003Cp>2.2 CHODAWU on the other hand, recognizes ASB Tanzania Limited T\u002FA Hyatt\nRegency Dar es Salaam, The Kilimanjaro as the only employer who has the\nauthority to employ, instruct and lead all employees of ASB Tanzania Limited\nT\u002FA Hyatt Regency Dar es Salaam, The Kilimanjaro.\u003C\u002Fp>\n\n\u003Ch2>3. COVERAGE:\u003C\u002Fh2>\n\n\u003Cp>3.1 This agreement shall apply to all Union members and is extended to all\nTanzanian employees of the Hotel (hereinafter known as the Bargaining Unit) who\nare non members, employed by ASB Tanzania Limited T\u002FA Hyatt Regency Dar es\nSalaam, The Kilimanjaro.\u003C\u002Fp>\n\n\u003Cp>3.2 This contract does not cover the employees who are employed on,\ntemporary contract.\u003C\u002Fp>\n\n\u003Ch2>4. EFFECTIVE DATE AND DURABILITY OF THIS CONTRACT:\u003C\u002Fh2>\n\n\u003Cp>4.1 Both parties agree that this contract is valid for a period of two years\neffective ………., and will last up to…….. and may be renewed by either\nparty giving the other one month notice. Any party that wishes to change any of\nthe contents of this contract must give the counter part one month prior notice\nand the reasoning behind. The proposed change(s) will be subject to discussion\nbetween the parties to this contract.\u003C\u002Fp>\n\n\u003Cp>4.2 These changes will be amended upon renewal of this contract.\u003C\u002Fp>\n\n\u003Cp>4.3 This agreement shall remain valid for another period of two years after\nthe period stated in paragraph 4.1 if no notice of renewal is served\u002Freceived\nby either party.\u003C\u002Fp>\n\n\u003Cp>4.4 It was agreed that all future contracts will start from the ……….\nof any given year.\u003C\u002Fp>\n\n\u003Ch2>5. EMPLOYMENT STATUS:\u003C\u002Fh2>\n\n\u003Cp>5.1 Employees of ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The\nKilimanjaro shall be paid salary on a monthly basis and under a contract for an\nunspecified period of time or a contract for specific period of time for\nprofessionals and management cadre (till either party terminates for any reason\nrecognized under law).\u003C\u002Fp>\n\n\u003Cp>5.2 Temporary employment shall not last more than three months of employment\nand should only be for emergency situations. Those on fixed term contract,\nhired for specific assignment requiring special skills are not subject to this\nprovision. The duration and end of their assignment depends on the pre-agreed\ncommencement and expiry dates.\u003C\u002Fp>\n\n\u003Ch2>6. MEETINGS BETWEEN CHODAWU FIELD BRANCH AND HOTEL MANAGEMENT\u003C\u002Fh2>\n\n\u003Cp>6.1 There will be conducted meetings between CHODAWU Field Branch leaders\nand Hotel management team on monthly\u002Fquarterly basis to discuss matters\naffecting promotion of productivity and efficiency, harmonious working\nrelations and employee’s welfare. Under special circumstances meetings will\nbe held more frequently as agreed between the parties of this agreement. Either\nparty will forward proposed dates and agenda for the meetings with at least\nthree days notice days.\u003C\u002Fp>\n\n\u003Ch2>7. PEACE OBLIGATION\u003C\u002Fh2>\n\n\u003Cp>7.1 Both parties hereto undertake to honor this Agreement and to promote\nindustrial peace and authentic hospitality. CHODAWU Field Branch on its part\nwill ensure that Employees assist Management in fulfilling its obligations,\navoiding waste of resources, respecting the confidentiality of certain matters\nincluding trade secrets, act honestly and work for continued and increased\nproductivity; and that both parties realize their obligations to Owners of the\nCompany (Shareholders), Managers (Management), Guests (Clients), Fellow\nEmployees and Society at large.\u003C\u002Fp>\n\n\u003Cp>8.1 Terminated staff will be entitled to receive the following benefits:\u003C\u002Fp>\n\n\u003Cp>a. One month salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>b. Any leave pay accrued during any incomplete leave cycle\u003C\u002Fp>\n\n\u003Cp>c. Any annual leave pay due to an employee under section 31 of the\nEmployment and Labour Relations Act 2004 for leave that the employee has not\ntaken\u003C\u002Fp>\n\n\u003Cp>d. Any remuneration for work done before termination.\u003C\u002Fp>\n\n\u003Cp>e. Any service charge due to an employee\u003C\u002Fp>\n\n\u003Cp>f. Any severance pay due under section 42 of the Employment and Labour\nRelations Act 2004\u003C\u002Fp>\n\n\u003Cp>g. Any transport allowance that may be due under section 43 of the\nEmployment and Labour Relations Act 2004\u003C\u002Fp>\n\n\u003Cp>h.Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Ch2>8. TERMINATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>8.1 In any event of termination, the following should be considered:\u003C\u002Fp>\n\n\u003Cp>Time in employment: ............Termination Notice: .......Payment in Lieu\nof notice\u003C\u002Fp>\n\n\u003Cp>- Six month and above ..........Two month ......................Two\nmonths\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>8.2 Terminated staff will be entitled to receive the following benefits:\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age provided they are still at school, recognized by\nthe employer, to the domicile.\u003C\u002Fp>\n\n\u003Cp>c. Transport of belongings not more than five tons.\u003C\u002Fp>\n\n\u003Cp>d. Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Cp>8.3 An employee wishes to stop his \u002F her employment will follow the terms as\nper CAP 7.1 of this contract.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. RETRENCHMENT\u003C\u002Fh2>\n\n\u003Cp>9.1 Both parties have agreed to protect and defend employment whenever\npossible and to avoid possibilities of retrenchment of employees.\u003C\u002Fp>\n\n\u003Cp>8.1 If retrenchment is unavoidable the two parties shall follow the\nLast–in-first-out (LIFO) system. In addition, the following criteria shall be\nconsidered:\u003C\u002Fp>\n\n\u003Cp>1) Performance and experience\u003C\u002Fp>\n\n\u003Cp>2) Length of service\u003C\u002Fp>\n\n\u003Cp>3) The need to retain key jobs\u003C\u002Fp>\n\n\u003Cp>4) Experience or skills\u003C\u002Fp>\n\n\u003Cp>5) Affirmative action and qualifications\u003C\u002Fp>\n\n\u003Cp>8.3 Retrenchment should take place after the management of ASB Tanzania\nLimited T\u002FA Hyatt Regency Dar es Salaam, The Kilimanjaro consults CHODAWU\nbranch and regional level for solution other than retrenchment.\u003C\u002Fp>\n\n\u003Cp>8.4 If the solution as in CAP 8.2 fails, the FILO system (first in last out)\nshall be applied.\u003C\u002Fp>\n\n\u003Cp>8.4 Retrenched employees shall receive first preference should a position\nbecome vacant within the first six months of retrenchment.\u003C\u002Fp>\n\n\u003Cp>8.5 The retrenched employees will be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>a. Severance Pay: Every retrenched employee shall be given Severancy Pay of\nan amount equal to 2 weeks basic wage for each completed year of continuous\nservice with the Hotel up to a maximum of ten years.\u003C\u002Fp>\n\n\u003Cp>b. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nless than twenty one years of age provided they are still at school, recognized\nby the employer, to the domicile.\u003C\u002Fp>\n\n\u003Cp>c. Repatriation Costs: Every employee of the Hotel who has a contract of\nemployment and who has been recruited outside Dar es Salaam by the Hotel or by\nany person acting on behalf of the Hotel shall have the right to be repatriated\nat the expense of the Hotel to his place of domicile. Transport of belongings\nshall not be more than five tons.\u003C\u002Fp>\n\n\u003Cp>Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Ch2>8. RETRENCHMENT\u003C\u002Fh2>\n\n\u003Cp>8.2 Both sides agree on punctuality and responsibility of restricting\nexisting workforce to retrenchments.\u003C\u002Fp>\n\n\u003Cp>8.2 Retrenchment should take place after the management of LSG Sky Chefs\nconsults the CHODAWU branch and regional level for solution other than\nretrenchment.\u003C\u002Fp>\n\n\u003Cp>8.3 If the solution as in CAP 8.2 fails, the FILO system (first in last out)\nshall be applied.\u003C\u002Fp>\n\n\u003Cp>8.4 Retrenched employees shall receive first preference should a position\nbecome vacant within the first six months of retrenchment.\u003C\u002Fp>\n\n\u003Cp>8.6 The retrenched employees will be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\u003C\u002Fp>\n\n\u003Cp>b. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age provided they are still at school, recognized by\nthe employer, to the domicile.\u003C\u002Fp>\n\n\u003Cp>c. Transport of belongings not more than five tons.\u003C\u002Fp>\n\n\u003Cp>d. Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Ch2>9. SALARY AND SALARY INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>9.1 The minimum wages rate shall be Tshs 500,000\u002F=. Any review will be\nsubject to good financial position of the Hotel.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9.2 Salary increases to all eligible employees will take place every year\neffective from the date employees contracts are renewed but subject to\nperformance of the Hotel during the year and the performance rating of the\nemployee.\u003C\u002Fp>\n\n\u003Cp>9.3 Salaries for all other employees will be upgraded based on such factors\nas: positions held in the organization, number of years in service, performance\nrating and qualification. Therefore, the exact percentage increase for each\nStaff will depend on the above factors.\u003C\u002Fp>\n\n\u003Cp>9.4 Bonus may be paid to employees based on company’s business and\nindividual performance at the end of each year after management and union\nconsultation.\u003C\u002Fp>\n\n\u003Ch2>9. SALARY AND SALARY INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Both Parties have agreed on 40% increment over the next two years. Following\nthis agreement the minimum wages will be as follows:\u003C\u002Fp>\n\n\u003Cp>9.1 For new employees and those on probation, the salaries will be as\nfollows:\u003C\u002Fp>\n\n\u003Cp>Basic salary: Tanzania shillings 400,000.00\u003C\u002Fp>\n\n\u003Cp>Housing allowance:............... Tanzania shillings 20,000.00\u003C\u002Fp>\n\n\u003Cp>Transport allowance..............Tanzania shillings 10,000.00\u003C\u002Fp>\n\n\u003Cp>Total .......................................Tanzania shillings\n430,000.00\u003C\u002Fp>\n\n\u003Cp>9.2 Minimum salary for all Staff (after probation) will be as follows:\u003C\u002Fp>\n\n\u003Cp>Basic salary: ..........................Tanzania shillings 570,000.00\u003C\u002Fp>\n\n\u003Cp>Housing allowance: .............Tanzania shillings 30,000.00\u003C\u002Fp>\n\n\u003Cp>Transport allowance............Tanzania shillings 20,000.00\u003C\u002Fp>\n\n\u003Cp>Total .....................................Tanzania shillings 602,000.00\u003C\u002Fp>\n\n\u003Cp>9.3 Salaries for all other employees will be upgraded based on such factors\nas: positions held in the organization, number of years in service, performance\nrating and qualification. Therefore, the exact percentage increase for each\nStaff will depend on the above factors.\u003C\u002Fp>\n\n\u003Cp>9.4 Salary increase will be once in two years time and will commence on the\n1 April of each year\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cdiv class=\"cbaClause\" id=\"clause-COSTLIV_trigger\">\u003Cp>9.5 All future increments will depend on the employer’s business\nperformance and Country’s economic performance, e.g. inflationary rates.\nShould the official inflation of April 2013 be above 18%, Management undertakes\nto do a salary adjustment to counter the effect of this (ie. If the inflation\nrate will be 21%, the management will give a difference of 3% on the 01 April,\n2013. If the inflation rate will be below 18%, no increase will be given on the\n01 April, 2013.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9.6 Bonus may be paid to employees based on company’s business and\nindividual performance at the end of each year after management and union\nconsultation.\u003C\u002Fp>\n\n\u003Ch2>10. SERVICE CHARGE\u003C\u002Fh2>\n\n\u003Cp>The Company shall operate a service charge system levied at the rate of 10%\non food accommodation and,beverage revenue that shall be distributed equally to\nall employees other than Management Staff , without deductions for\nbreakages.\u003C\u002Fp>\n\n\u003Ch2>11. WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>11.1 ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The Kilimanjaro\noperation has seven working days per week. Due to the nature of business,\nSaturdays and Sundays are not recognized as off days. Working hours per week is\nforty five hours only. All gazette public holidays not falling on a Saturday or\nSunday are recognized by the Hotel and employees on duty on such a day shall be\ngiven an extra day off or paid a double daily rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cp>11.2 Employees may, based on operational needs, be required to work\novertime. Such overtime will be compensated with time off or pay, adding 50% to\ntime oof or pay for the overtime hours.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>10.3 Extra time exceeding forty five hours per week will be compensated with\nequal time off or payments depending on agreement between employee and Team\nLeader. Payments will be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>Working days: x 1.5 salary per one hour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>All Gazette Holidays x 2 per one hour salary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The law restrictions will be applicable in terms of excessive overtime.\u003C\u002Fp>\n\n\u003Cp>10.4 Both sides agree to create strategies for the good result of the\ncompany and give training to the employees on economical strategy and their\nresponsibility to boost the company’s income.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>10.5Night Work Allowance: An Employee shall be paid 5% of his\u002Fher per hourly\nbasic wage for each hour worked at night between 20h00 and 06h00.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>10. WORKING TIME\u003C\u002Fh2>\n\n\u003Cp>10.1 LSG Sky Chefs operation has seven working days per week. Working hours\nper week is forty hours only. It was agreed that Management should implement\nthis without increasing the current manpower structure. Holidays and public\nholidays recognized by the government will be off days.\u003C\u002Fp>\n\n\u003Cp>10.2 Extra time exceeding forty hours per week will be compensated with\nequal time off or payments depending on agreement between employee and\nSupervisor. Payments will be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>Working days: x 1.5 salary per one hour.\u003C\u002Fp>\n\n\u003Cp>Holiday as per CAP 10.1 in this contract x 2 per one hour salary.\u003C\u002Fp>\n\n\u003Cp>The law restrictions will be applicable in terms of excessive overtime.\u003C\u002Fp>\n\n\u003Cp>10.3 Both sides agree to create strategies for the good result of the\ncompany LSG Sky Chefs and give training to the employees on economical strategy\nand their responsibility to boost the company’s income.\u003C\u002Fp>\n\n\u003Cp>10.4 We agree that competent staff can create goals on implementation and\ncome up with acceptable business plans.\u003C\u002Fp>\n\n\u003Cp>10.5 Night Work Allowance: An Employee shall be paid 25% of his\u002Fher per\nhourly wage for each hour worked at night between 20h00 and 06h00.\u003C\u002Fp>\n\n\u003Ch2>11 RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>11.1 We agree that the voluntary and compulsory retirement age will be sixty\nyears (60). An Employee who has been diagnosed unfit for work by the Company\nPhysician recognized by the Government will be categorized as being terminally\nill and therefore will qualify for Early Retirement.\u003C\u002Fp>\n\n\u003Cp>11.2 The Hotel reserves the right to retain an employee even if he\u002Fshe\nexceeds the age of 60 years provided the employee is willing to continue with\nhis\u002Fher service.\u003C\u002Fp>\n\n\u003Cp>11.3 An employee ready for retirement has the right to receive six months\nnotice in writing.\u003C\u002Fp>\n\n\u003Ch2>12 RETIREMENT GRATUITY\u003C\u002Fh2>\n\n\u003Cp>12.1 An employee retiring according to CAP 11.0. will be paid thirty percent\n(30%) of His\u002F Her annual salary of his\u002Fher retiring year in service.\u003C\u002Fp>\n\n\u003Cp>12.2 Retired staff will be paid all his statutory terminal benefits together\nwith transport as outlined here below:\u003C\u002Fp>\n\n\u003Cp>a) Repatriation cost for his\u002Fher spouse up to a maximum of four children\nless than 21 years of age to place of domicile\u003C\u002Fp>\n\n\u003Cp>b) Retirement compensation for an amount equal to one month basic wage for\neach completed year of continuous service with the Hotel up to a maximum of ten\nyears.\u003C\u002Fp>\n\n\u003Cp>c) Transport of belongings not more than five tons\u003C\u002Fp>\n\n\u003Cp>d) Other statutory terminal benefits as prescribed by the law.\u003C\u002Fp>\n\n\u003Ch2>11 RETIREMENET\u003C\u002Fh2>\n\n\u003Cp>We agree that the retirement age will be sixty years (60). An Employee who\nhas been diagnosed unfit for work by the Company Physician recognized by the\nGovernment will be categorized as being terminally ill and therefore will\nqualify for Early Retirement\u003C\u002Fp>\n\n\u003Cp>An employee ready for retirement has the right to receive six months notice\nin writing.\u003C\u002Fp>\n\n\u003Ch2>12 GRATUITY\u003C\u002Fh2>\n\n\u003Cp>12.1 An employee retiring according to CAP 11.0. will be paid thirty percent\n(30%) of His\u002F Her annual salary of his\u002Fher retiring year in service.\u003C\u002Fp>\n\n\u003Cp>12.2 Retired staff will be paid all his statutory terminal benefits together\nwith transport as outlined here below:\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service. b. Transport of\nhis\u002Fher family (him\u002Fher, wife, Husband and four children under twenty one years\nof age recognized by the employer, provided they are school going, to the\ndomicile. c. Transport of belongings not more than five tons. d. Other\nstatutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Ch2>13 ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>On employment of twelve months, an employee is entitled to have twenty eight\nconsecutive days paid leave (28). Leave may only be accumulated with prior\napproval\u003C\u002Fp>\n\n\u003Cp>of the management.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>13.1 An Employee going on annual leave will be entitled to a leave travel\nallowance of Tshs Tshs 100,000\u002F= paid once every year.\u003C\u002Fp>\n\n\u003Ch2>14 COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>We agree that paid compassionate leave of 4 days will be granted to an\nemployee resulting from sickness of a child or spouse, bereaved by child\u002F\nfather \u002F mother \u002F sister \u002Fbrother\u002F wife \u002F husband and Grand parents.\u003C\u002Fp>\n\n\u003Cp>14.1On birth of a child, legal Father, proof should be submitted to the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>14.2 The employee shall bring in the confirmation to management within or\nimmediately after the incidence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13 ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cp>On employment of twelve months, an employee is entitled to have twenty eight\nconsecutive days paid leave (28). Any retained leave will result from an\nemployee written request to the management and accepted or request from the\nmanagement due to workforce.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>13.1 An Employee going on annual leave will be entitled to the following\nbenefits:\u003C\u002Fp>\n\n\u003Cp>a. He\u002Fshe will be paid One month basic salary. b.He\u002Fshe will be paid\ntransport assistance for his\u002Fher Wife\u002FHusband together with four children under\ntwenty one years of age, provided they are School going. c. The employee is\nbound to submit the receipts for the amount of leave travel fare within one\nmonth period from the date of return from leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14 COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cp>We agree that paid compassionate leave of 7 days will be granted to an\nemployee resulting from sickness of a child or spouse, bereaved by child\u002F\nfather \u002F mother \u002F sister \u002Fbrother\u002F wife \u002F husband and Grand parents.\u003C\u002Fp>\n\n\u003Cp>14.1 On birth of a child, legal Father, proof should be submitted to the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>14.2 The employee shall bring in the confirmation to management within or\nimmediately after the incidence.\u003C\u002Fp>\n\n\u003Ch2>15. OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>15.1Employees of ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The\nKilimanjaro will undergo medical checkups before employment by the physician\nrecognized by the employer, annual medical checkups organized by OSHA and all\nfood handlers will undergo medical checkups after every six months period\norganized by Municipal Council\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>15.2. The employees and their families will get medical insurance services\naccording to the Hotel existing policy from medical insurance provider with\nwhom the Employer has contracted.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>15.3 The employer will provide equipment to the employees depending on\nworking environments (needs of his\u002Fher work)\u003C\u002Fp>\n\n\u003Cp>15.4 The employer will provide uniform. The uniforms shall be provided\nannually and each employee shall receive pairs of the uniform depending on\ndepartment heads proposals.\u003C\u002Fp>\n\n\u003Cp>15.5 The employer in consultation with the Union shall make arrangement for\nchecking work place environments on routine basis. This will prevent and or\nminimize any hazards at work place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>15.6 In case of injury on duty the injured person will attend medical\ntreatment until recovery and paid salary payable by insurance or NSSF.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.6 HIV AIDS\u003C\u002Fp>\n\n\u003Cp>The Tanzanian Government has announced HIV \u002F AIDS as a National major\nproblem disease and the government had warned everybody to be aware of the\ndisease, which does not have a cure. We ASB Tanzania Limited T\u002FA Hyatt Regency\nDar Es Salaam, The Kilimanjaro and CHODAWU and other non government\norganizations together we join the government to fight on the disease so as to\nimprove our production and prolong staff’s and their family’s life of those\nwho are effected with the disease. In order to achieve that CHODAWU and ASB\nTanzania Limited T\u002FA Hyatt Regency Dar es Salaam management we agree that:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>1. We shall advise all associates to check their health always.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. The Employer will assist to link the Infected Employee together with\nhis\u002Fher spouse and children to a NGO to provide the necessary support and\nguidance.\u003C\u002Fp>\n\n\u003Cp>3. There will be no staff who will be discriminated against due to their\ninfected status, The infected staff will continue working until they are\ncertified unfit to work by Physicians.\u003C\u002Fp>\n\n\u003Cp>4. In any circumstance where HIV\u002FAIDS Virus infects an employee of ASB\nTanzania Limited T\u002FA Hyatt Regency Dar es Salaam, the company will not\nterminate this employee until the employee is incapable to perform his\u002Fher\nresponsibility. At that point the employer will consider the said employee for\nearly retirement and pay the employee terminal benefits as per CAP 11 and\n12.\u003C\u002Fp>\n\n\u003Ch2>16. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Sick leave will be granted depending on medical reports from Medical\nDoctor’s advises and will be as follows:\u003C\u002Fp>\n\n\u003Cp>First 63 days: Full monthly salary\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Next 63 days: Half monthly salary\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>16.1 After 126 days, if the employee has not recovered then this staff\nmember will be considered as retiring from service and will be entitled to\nretirement payments as per company policy and the Medical Doctor’s advice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>17. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Maternity leave of eighty four days for a single child and one hundred days\nfor more than one child will be of full payment and will be provided before or\nafter delivery. An employee shall give notice to the employer of her intention\nto take maternity leave at least 3 months before the expected date of birth and\nsuch notice shall be supported by a medical certificate. An employee shall be\nentitled to maternity leave once in every 3 years and maximum of 4 maternity\nleaves with one employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>17.1 After delivery, the delivered employee shall be allowed to breast feed\nthe child during working hours up to a maximum of two hours per day for a\nperiod of at least 30 days to facilitate feeding and close care of the new\nborn.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>17.2 A male employee will be entitled to 3 days paternity leave upon the\nbirth of a Child. The days should be taken within seven days of the delivery or\notherwise if agreed with Management for business operational reasons.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>18. CHODAWU CONTRIBUITION\u003C\u002Fh2>\n\n\u003Cp>We have agreed that all the CHODAWU Contribution deducted from its members\nwill be submitted at the end of the month to the general secretary as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>90% to the general secretary.\u003C\u002Fp>\n\n\u003Cp>5% to the branch secretary,\u003C\u002Fp>\n\n\u003Cp>5% to Trade Union Congress of Tanzania (TUCTA),\u003C\u002Fp>\n\n\u003Ch2>19. MEALS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>19.1 Meals shall be provided free of charge to all employees on duty in the\ncafeteria.\u003C\u002Fp>\n\n\u003Cp>19.2 The meals will include, breakfast, midmorning tea, lunch, afternoon tea\nand dinner according to the employees working hours\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. GRIEVANCE \u002F CONFLICTS PROCEDURE:\u003C\u002Fh2>\n\n\u003Cp>20.1 Any dispute may happen at work place between the employer and employee.\nSuch disputes will be executed in accordance to the provisions of Employment\nand labour relations act number 6 of 2004, code of good practice.\u003C\u002Fp>\n\n\u003Ch2>21. DEATH \u002F BURIAL\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>We agree that on a Tanzanian employee’s death, the employer will provide\nTshs 700,000\u002F= for meeting expenses like Coffin\u002Fshroud\u002F wreath of flowers. The\nEmployer will also provide transportation of the body to the place of domicile,\nand Tanzania shillings 500,000\u002F- payable by the Employer’s medical insurance\nprovider. The employer shall also pay to the next of kin terminal benefits of\nthe employee who has passed away.\u003C\u002Fp>\n\n\u003Cp>21.1 Should a spouse, die a condolence of Tanzania shillings 350,000\u002F- will\nbe paid by the Company and Tanzania shillings 500,000\u002F- payable by the\nEmployer’s medical insurance provider for a spouse who is insured.\u003C\u002Fp>\n\n\u003Cp>21.2 Should a Child die a condolence of Tanzania shillings 350,000\u002F- will be\npaid by the Company and Tanzania shillings 500,000\u002F- payable by the\nEmployer’s medical insurance provider for a child who is insured.\u003C\u002Fp>\n\n\u003Cp>21.3 Should an Employees Parent die a condolence of Tanzania shillings\n350,000\u002F- will be paid to employee by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>22.1 The Employer and the Union recognizes that a disciplinary procedure is\nessential for the conduct of the Company's affairs and for the safety and\nwell-being of all members of staff, and the public. Disciplinary procedures\nhelp to promote fairness and order in the treatment of individuals and in the\nconduct of industrial relations.\u003C\u002Fp>\n\n\u003Cp>22.2 The key principle underlying this disciplinary code is that Employer\nand Employees should treat one another with mutual respect. It places a premium\non both employment justice and efficient operation of the business.\u003C\u002Fp>\n\n\u003Cp>22.3 While Employees should be protected from arbitrary or other unfair\nactions, the Employer is entitled to satisfactory conduct and work performance\nfrom the Employees. The procedure is therefore intended to operate in cases\nwhere it is alleged that the conduct or behavior of a member of staff falls\nbelow acceptable standards.\u003C\u002Fp>\n\n\u003Cp>22.4 All disciplinary measure should be taken in line with the code of good\npractice on Disciplinary Procedures from the section 99 of the Employment and\nLabour Relations Act of 2004 and incorporates the Cardinal principles of\nnatural justice. They also reflect to overall Company’s Human Resources\npolicy.\u003C\u002Fp>\n\n\u003Cp>22.5 The Company recognizes the role, purpose, and rights of staff Trade\nUnions in the disciplinary process.\u003C\u002Fp>\n\n\u003Cp>22.6 Any disciplinary sanction beyond verbal warning\u002F reprimand and\ncounseling should be done having given the opportunity to the employee to make\nhis representation. For example, before issuing a written warning an employee\nshould be informed of the reasons and have time to defend himself\u002Fherself\nassisted by a representative.\u003C\u002Fp>\n\n\u003Cp>22.7 Repeated written warnings on the same misconduct and or such serious\nmisconducts that may warrant final written warning or termination or dismissal\nshould be preceded by formal hearing chaired by a Senior Manager.\u003C\u002Fp>\n\n\u003Cp>22.8 Any decision made on the disciplinary process should be based on both\nprocedural and substantive fairness. The employee will have the right of appeal\nwhen aggrieved by any decision to the higher level of Management and or any\nother labour tribunals as per ELRA provisions.\u003C\u002Fp>\n\n\u003Ch2>23. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>23.1 The provisions of this contract are applicable and binding to all\nEmployees of ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The\nKilimanjaro covered herein as per section 3 sub sections 3.1.\u003C\u002Fp>\n\n\u003Cp>23.2 Should there be any conflicting provision with any other agreements\nbetween Employees and the Employer including those in the employees’\ncontracts of employment, the terms of this agreement shall supersede all other\nprior agreements.\u003C\u002Fp>\n\n\u003Cp>23.3 If any one of the aforementioned clauses of this agreement are deemed\ninvalid or unenforceable, this shall not affect the rest of the provisions, and\nthe clause thus deemed invalid or unenforceable shall be interpreted in a\nmanner which reflects as closely as possible the intentions expressed by the\nparties in the relevant clause.\u003C\u002Fp>\n\n\u003Cp>23.4 The terms set out in the Basic Conditions of the Tanzania Employment\nand Labour Relations Act of 2004, will be complied with, in respect of any\nmatter not expressly provided for in this contract of employment or may have\nbeen unforeseen and supersede any clause that would be found to conflict with\nthe provisions of the law of the country.\u003C\u002Fp>\n\n\u003Ch2>16. OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cp>15.1 Employee of LSG Sky Chefs will undergo medical check up before\nemployment by the physician recognized by the employer. The employer will carry\nmedical attention to family of the employees consisting of the employee,\nwife\u002Fhusband\u002F children under twenty one years of age provided they are school\ngoing and dependant, recognized by employer. The employee shall attend medical\naffairs (treatments) at the Hospital under contract with the employer upon\npresentation of employer’s sick sheet or medical identity issued by the\nHospital on employers request. The employer has the right to carry out medical\ncheck- ups any time to its staffs on his\u002Fher decision.\u003C\u002Fp>\n\n\u003Cp>15.2 The employer will provide equipment to the employees depending on\nworking environments (needs of his\u002Fher work)\u003C\u002Fp>\n\n\u003Cp>15.3 The employer will provide uniform. The uniforms shall be provided\nannually and each employee shall receive pairs of the uniform depending on\ndepartment heads proposals.\u003C\u002Fp>\n\n\u003Cp>15.4 The employer in consultation with the Union shall make arrangement for\nchecking work place environments on routine basis. This will prevent and or\nminimize any hazards at work place.\u003C\u002Fp>\n\n\u003Cp>15.5a The employer shall avail insurance scheme to its employees. Also\ninsurance training should be established to all employees by the insurance\ncompany under contract with LSG Sky Chefs.\u003C\u002Fp>\n\n\u003Cp>15.5b In case of injury on duty the injured person will attend medical\ntreatment until recovery and paid salary payable by insurance or NSSF.\u003C\u002Fp>\n\n\u003Cp>15.7 HIV AIDS\u003C\u002Fp>\n\n\u003Cp>The Tanzanian Government has announced HIV \u002F AIDS as a National major\nproblem disease and the government had warned everybody to be aware of the\ndisease, which does not have a cure. We LSG SKY CHEFS Dar Es Salaam Unit and\nCHODAWU and other non government organization together we join the government\nto fight on the disease so as to improve our production and prolong staffs and\ntheir family life of those who are effected with the disease. In order to\nachieve that CHODAWU and LSG SKY CHEFS Management we agree that:\u003C\u002Fp>\n\n\u003Cp>5. We shall advise staff members to check their health always.\u003C\u002Fp>\n\n\u003Cp>6. Staff who is able to reveal their HIV status will be provided with TSH.\n500,000\u002F- to help them sustain their condition. This provision will be used by\nthe Employee to empower themselves in terms of increasing the understanding of\ntheir status therefore encouraging their fellow workers.\u003C\u002Fp>\n\n\u003Cp>7. The Employer will assist to link the Infected Employee together with\nhis\u002Fher spouse and children to a NGO to provide the necessary support and\nguidance.\u003C\u002Fp>\n\n\u003Cp>8. There will be no staff who will be discriminated against due to their\ninfected status, The infected staff will continue working until they are\ncertified unfit to work by the Company Physician.\u003C\u002Fp>\n\n\u003Cp>9. In any circumstance where HIV\u002FAIDS Virus infects an employee of LSG Sky\nChefs, the company will not terminate this employee until the employee is\nincapable to perform his\u002Fher responsibility. At that point the employer will\nconsider the said employee for early retirement and pay the employee terminal\nbenefits as per CAP 12.1 and 12.2.\u003C\u002Fp>\n\n\u003Ch2>16. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>Sick leave will be granted depending on company physician advises and will\nbe as follows:\u003C\u002Fp>\n\n\u003Cp>First Three months: Full monthly salary\u003C\u002Fp>\n\n\u003Cp>Next Three months: Half monthly salary\u003C\u002Fp>\n\n\u003Cp>16.1 After six months as in CAP 12.0. of this contract if the employee has\nnot recovered then this staff member will be considered as retiring from\nservice and will be entitled to retirement payments as per company policy and\nthe physicians advise.\u003C\u002Fp>\n\n\u003Ch2>17. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cp>Maternity leave of eighty four days for a single child and one hundred days\nfor more than one child will be of full payment and will be provided before or\nafter delivery depending on the company physician, once in 3 years and maximum\nof 4 maternity leave with one employer.\u003C\u002Fp>\n\n\u003Cp>17.1 After delivery, the delivered employee will be working for six hours\nfor a period of 30 days to facilitate feeding and close care of the new\nborn.\u003C\u002Fp>\n\n\u003Cp>17.2 A male employee will be entitled to 3 days paternity leave upon the\nbirth of a Child. The days should be taken within seven days of the delivery or\notherwise if agreed with Management for business operational reasons.\u003C\u002Fp>\n\n\u003Ch2>18. CHODAWU CONTRIBUITION\u003C\u002Fh2>\n\n\u003Cp>We have agreed that all the CHODAWU Contribution deducted from its member\nwill be submitted at the end of month to the general secretary as follows:-\u003C\u002Fp>\n\n\u003Cp>90% to the general secretary.\u003C\u002Fp>\n\n\u003Cp>5% to the branch secretary,\u003C\u002Fp>\n\n\u003Cp>5% to Trade Union Congress of Tanzania (TUCTA),\u003C\u002Fp>\n\n\u003Ch2>19. LOANS:\u003C\u002Fh2>\n\n\u003Cp>The employer will grant to the employees loans whenever possible according\nto availability of funds, to help the employees in the following:\u003C\u002Fp>\n\n\u003Cp>- School fees\u003C\u002Fp>\n\n\u003Cp>- Home rebuilding after a disaster\u003C\u002Fp>\n\n\u003Cp>- Home improvement.\u003C\u002Fp>\n\n\u003Cp>- The employer may facilitate bank credit schemes in favour of Employees\nassuring repayment by monthly installments and channeling the final benefits\nthrough the bank if any for settling of any loan balances.\u003C\u002Fp>\n\n\u003Cp>19.1 The loan amount is subject to approval by the General Manager.\u003C\u002Fp>\n\n\u003Cp>19.2 The maximum time frame for the loan repayment will be twelve months\n(12). The loan amount shall not exceed three times the Employees monthly\nremuneration.\u003C\u002Fp>\n\n\u003Cp>19.3 Both Parties agree that this current practice will be replaced by Staff\nowned scheme known as Savings and Credit Cooperative Society (SACOS). However,\nit has mutually been agreed that the practice will remain applicable until the\nproposed SACOS is fully established and running.\u003C\u002Fp>\n\n\u003Ch2>20. MEALS:\u003C\u002Fh2>\n\n\u003Cp>20.1 Meals will be provided by the employer free of charge.\u003C\u002Fp>\n\n\u003Cp>20.2 The Management will explore the possibility of providing suitable\nfruits and cold beverages aside from water whenever possible.\u003C\u002Fp>\n\n\u003Ch2>21. GRIEVANCE \u002F CONFLICTS PROCEDURE:\u003C\u002Fh2>\n\n\u003Cp>21.1 Any dispute may happen at work place between the employer and employee.\nSuch disputes will be executed in accordance to the provisions of Employment\nand labour relations act number 6 of 2004, code of good practice.\u003C\u002Fp>\n\n\u003Ch2>22. THE UNION:\u003C\u002Fh2>\n\n\u003Cp>22.1 The employer will provide the Trade Union access to office facilities\nas per laws CAP 8 (c) chapter 574.\u003C\u002Fp>\n\n\u003Cp>22.2 The trade union representatives together with heads of departments will\nselect the best worker from each department and an overall winner will be voted\nby the entire staff and the best worker will represent the company at the May\nDay venue.\u003C\u002Fp>\n\n\u003Cp>22.3 The over all winners will be awarded with TSH 1 000,000 (In words; One\nmillion shillings only) by the guest of honor at the May Day venue while the\nrest will be awarded with Tshs. 500,000\u002F- (In words; Five hundred thousand\nonly) each, on special occasion planned by the employer.\u003C\u002Fp>\n\n\u003Cp>22.4 The Employer and the Union will select three names of best workers of\ntrade union branch committee, and thereafter the general workers meeting will\nvote and announce one of the three to be the best “Trade Unionist” of the\nyear. The Employer will award the Winner TZS 500, 000.00 (In words; Five\nhundred thousand only).\u003C\u002Fp>\n\n\u003Ch2>23. LONG SERVICE AWARD:\u003C\u002Fh2>\n\n\u003Cp>The employer will award the Employee for five consecutive years of service\nas follows:-\u003C\u002Fp>\n\n\u003Cp>1. Employees one months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for ten consecutive years of service as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>1. Employees two months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for fifteen consecutive years of\nservice as follows:-\u003C\u002Fp>\n\n\u003Cp>1. Employees three months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock.\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for twenty consecutive years of service\nas follows:-\u003C\u002Fp>\n\n\u003Cp>1. Employees four months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock.\u003C\u002Fp>\n\n\u003Ch2>24. DEATH \u002F FUNERAL:-\u003C\u002Fh2>\n\n\u003Cp>We agree that on an employees death, the employer will provide with Coffin\u002F\nshroud\u002F wreath of flowers and meet all other expenses together with\ntransportation of the body to domicile, employer will award condolence of\nTanzania shillings 2,000,000\u002F- to the latte’s family. The employer should\nalso provide the following:\u003C\u002Fp>\n\n\u003Cp>a. Transport for family he\u002Fher and parents to domicile.\u003C\u002Fp>\n\n\u003Cp>b. Transport of belongings to domicile\u003C\u002Fp>\n\n\u003Cp>c. Pay all other terminal benefits as per retired employee.\u003C\u002Fp>\n\n\u003Cp>24.1 Should a spouse, die a condolence of Tanzania shillings 500,000\u002F- will\nbe paid by the Company and Tanzania shillings 2,000,000\u002F- payable by\ninsurance.\u003C\u002Fp>\n\n\u003Cp>24.2 Should a Child die a condolence of Tanzania shillings 500,000\u002F- will be\npaid by the Company and Tanzania shillings 1,000,000\u002F- payable by insurance.\u003C\u002Fp>\n\n\u003Cp>24.3 Should an Employees Parent die a condolence of Tanzania shillings\n500,000\u002F- will be paid to employee by the Company.\u003C\u002Fp>\n\n\u003Ch2>25. MARRIAGES\u003C\u002Fh2>\n\n\u003Cp>25.1 In case of marriages the company will contribute a wedding cake for its\nemployee.\u003C\u002Fp>\n\n\u003Ch2>26. STAFF TRAVEL\u003C\u002Fh2>\n\n\u003Cp>26.1 If an employee has to attend or represent the company on meeting,\nsports, seminar, and training, Labour court, etc outside the airport parameters\nthe management will pay the costs involved as per Company policy and an out of\nstation allowance of TZS 40,000.00 for local travels and USD 80 for\ninternational travel. This is subject to changes as per Company policy\nchanges.\u003C\u002Fp>\n\n\u003Ch2>27. DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>27.1 The Employer and the Union recognizes that a disciplinary procedure is\nessential for the conduct of the Company's affairs and for the safety and\nwell-being of all members of staff, and the public. Disciplinary procedures\nhelp to promote fairness and order in the treatment of individuals and in the\nconduct of industrial relations.\u003C\u002Fp>\n\n\u003Cp>27.2 The key principle underlying this disciplinary code is that Employer\nand Employees should treat one another with mutual respect. It places a premium\non both employment justice and efficient operation of the business.\u003C\u002Fp>\n\n\u003Cp>27.3 While Employees should be protected from arbitrary or other unfair\nactions, the Employer is entitled to satisfactory conduct and work performance\nfrom the Employees. The procedure is therefore intended to operate in cases\nwhere it is alleged that the conduct or behavior of a member of staff falls\nbelow acceptable standards.\u003C\u002Fp>\n\n\u003Cp>27.4 All disciplinary measure should be taken in line with the code of good\npractice on Disciplinary Procedures from the section 99 of the Employment and\nLabour Relations Act of 2004 and incorporates the Cardinal principles of\nnatural justice. They also reflect to overall Company’s Human Resources\npolicy.\u003C\u002Fp>\n\n\u003Cp>27.5 The Company recognizes the role, purpose, and rights of staff Trade\nUnions in the disciplinary process.\u003C\u002Fp>\n\n\u003Cp>27.6 Any disciplinary sanction beyond verbal warning\u002F reprimand and\ncounseling should be done having given the opportunity to the employee to make\nhis representation. For example, before issuing a written warning employee\nshould be informed of the reasons and have time to defend himself assisted by a\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>27.7 Repeated written warnings on the same misconduct and or such serious\nmisconducts that may warrant final written warning or termination or dismissal\nshould be preceded by formal hearing chaired by Senior Manager.\u003C\u002Fp>\n\n\u003Cp>26.8 Any decision made on the disciplinary process should be based on both\nprocedural and substantive fairness. The employee will have the right of appeal\nwhen aggrieved by any decision to the higher level of Management and or any\nother labour tribunals as per ELRA provisions.\u003C\u002Fp>\n\n\u003Ch2>28. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>28.1 The provisions of this contract are applicable and binding to all\nEmployees of LSG Sky Chefs covered herein as per section 3 sub sections 3.1.\u003C\u002Fp>\n\n\u003Cp>28.2 Should there be any conflicting provision with any other agreements\nbetween Employees and the Employer including those in the employees’\ncontracts of employment, the terms of this agreement shall supersede all other\nprior agreements.\u003C\u002Fp>\n\n\u003Cp>28.3 If any one of the aforementioned clauses of this agreement are deemed\ninvalid or unenforceable, this shall not affect the rest of the provisions, and\nthe clause thus deemed invalid or unenforceable shall be interpreted in a\nmanner which reflects as closely as possible the intentions expressed by the\nparties in the relevant clause.\u003C\u002Fp>\n\n\u003Cp>28.4 The terms set out in the Basic Conditions of the Tanzanian Employment\nand Labour Relations Act of 2004, will be complied with, in respect of any\nmatter not expressly provided for in this contract of employment or may have\nbeen unforeseen and supersede any clause that would be found to conflict with\nthe provisions of the law of the country.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This contract has been signed on this ………………day of\n………………………….. 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On behalf of ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The\nKilimanjaro management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>General Manager\u003C\u002Fp>\n\n\u003Cp>Director of Finance \u003C\u002Fp>\n\n\u003Cp>ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The Kilimanjaro\nTanzania\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Director of Personnel & Administration \u003C\u002Fp>\n\n\u003Cp>ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The Kilimanjaro\nTanzania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On behalf of Conservation, Hotel, Domestic and Allied Workers Union.\u003C\u002Fp>\n\n\u003Cp>Union Branch Chairman or Secretary CHODAWU\u003C\u002Fp>\n\n\u003Cp>........................................................................\u003C\u002Fp>\n\n\u003Cp>General Secretary CHODAWU – Head Office\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"overtimeallowanceperc1_general":56,"dayspweek":60,"hourspweek_select":64,"childcare":66,"shiftallowanceperc1":70,"STRUCINCR_trigger":74,"funeralpay":78,"maxsicknesspayperc":82,"OVERTIME_trigger":86,"holidaysdays":90,"COSTLIV_trigger":94,"healthinsurance":98,"healthandsafetytraining":102,"ANNLEAVE_trigger":106,"healthandsafetypolicy":110,"overtimeallowanceperc1":114,"hourspweek":117,"sicknesspay":119,"dayspweek_select":122,"healthinsurancerelatives":124,"paidpaternityleave":126,"NOCTPREM_trigger":130,"sicknessmaxdaysnr":132,"overtimeallowancetype_general":135,"LOWWAGE_trigger":137,"contractseverancepay1":139,"wageincreasefirmperformance":143,"hivpolicy":145,"mealvouchers":149,"sicknessmaxdays":153,"paidmaternityleave":155,"contractseverancepay":157,"PAIDLEAV_trigger":161,"paidpaternityleaveduration":163},{"bindId":45,"name":46,"text":47},"disabilitypay","15.6 In case of injury on duty the injur","15.6 In case of injury on duty the injured person will attend medical\ntreatment until recovery and paid salary payable by insurance or NSSF.",{"bindId":49,"name":50,"text":51},"lowwageamount","9.1 The minimum wages rate shall be Tshs","9.1 The minimum wages rate shall be Tshs 500,000\u002F=. Any review will be\nsubject to good financial position of the Hotel.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","Maternity leave of eighty four days for ","Maternity leave of eighty four days for a single child and one hundred days\nfor more than one child will be of full payment and will be provided before or\nafter delivery. An employee shall give notice to the employer of her intention\nto take maternity leave at least 3 months before the expected date of birth and\nsuch notice shall be supported by a medical certificate. An employee shall be\nentitled to maternity leave once in every 3 years and maximum of 4 maternity\nleaves with one employer.",{"bindId":57,"name":58,"text":59},"overtimeallowanceperc1_general","10.3 Extra time exceeding forty five hou","10.3 Extra time exceeding forty five hours per week will be compensated with\nequal time off or payments depending on agreement between employee and Team\nLeader. Payments will be calculated as follows:\n\nWorking days: x 1.5 salary per one hour.\n\nAll Gazette Holidays x 2 per one hour salary.",{"bindId":61,"name":62,"text":63},"dayspweek","11.1 ASB Tanzania Limited T\u002FA Hyatt Rege","11.1 ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The Kilimanjaro\noperation has seven working days per week. Due to the nature of business,\nSaturdays and Sundays are not recognized as off days. Working hours per week is\nforty five hours only. All gazette public holidays not falling on a Saturday or\nSunday are recognized by the Hotel and employees on duty on such a day shall be\ngiven an extra day off or paid a double daily rate.",{"bindId":65,"name":62,"text":63},"hourspweek_select",{"bindId":67,"name":68,"text":69},"childcare","We agree that paid compassionate leave o","We agree that paid compassionate leave of 4 days will be granted to an\nemployee resulting from sickness of a child or spouse, bereaved by child\u002F\nfather \u002F mother \u002F sister \u002Fbrother\u002F wife \u002F husband and Grand parents.\n\n14.1On birth of a child, legal Father, proof should be submitted to the\nmanagement.\n\n14.2 The employee shall bring in the confirmation to management within or\nimmediately after the incidence.",{"bindId":71,"name":72,"text":73},"shiftallowanceperc1","10.5Night Work Allowance: An Employee sh","10.5Night Work Allowance: An Employee shall be paid 5% of his\u002Fher per hourly\nbasic wage for each hour worked at night between 20h00 and 06h00.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","Both Parties have agreed on 40% incremen","Both Parties have agreed on 40% increment over the next two years. Following\nthis agreement the minimum wages will be as follows:\n\n9.1 For new employees and those on probation, the salaries will be as\nfollows:\n\nBasic salary: Tanzania shillings 400,000.00\n\nHousing allowance:............... Tanzania shillings 20,000.00\n\nTransport allowance..............Tanzania shillings 10,000.00\n\nTotal .......................................Tanzania shillings\n430,000.00\n\n9.2 Minimum salary for all Staff (after probation) will be as follows:\n\nBasic salary: ..........................Tanzania shillings 570,000.00\n\nHousing allowance: .............Tanzania shillings 30,000.00\n\nTransport allowance............Tanzania shillings 20,000.00\n\nTotal .....................................Tanzania shillings 602,000.00\n\n9.3 Salaries for all other employees will be upgraded based on such factors\nas: positions held in the organization, number of years in service, performance\nrating and qualification. Therefore, the exact percentage increase for each\nStaff will depend on the above factors.\n\n9.4 Salary increase will be once in two years time and will commence on the\n1 April of each year",{"bindId":79,"name":80,"text":81},"funeralpay","We agree that on a Tanzanian employee’s ","We agree that on a Tanzanian employee’s death, the employer will provide\nTshs 700,000\u002F= for meeting expenses like Coffin\u002Fshroud\u002F wreath of flowers. The\nEmployer will also provide transportation of the body to the place of domicile,\nand Tanzania shillings 500,000\u002F- payable by the Employer’s medical insurance\nprovider. The employer shall also pay to the next of kin terminal benefits of\nthe employee who has passed away.\n\n21.1 Should a spouse, die a condolence of Tanzania shillings 350,000\u002F- will\nbe paid by the Company and Tanzania shillings 500,000\u002F- payable by the\nEmployer’s medical insurance provider for a spouse who is insured.\n\n21.2 Should a Child die a condolence of Tanzania shillings 350,000\u002F- will be\npaid by the Company and Tanzania shillings 500,000\u002F- payable by the\nEmployer’s medical insurance provider for a child who is insured.\n\n21.3 Should an Employees Parent die a condolence of Tanzania shillings\n350,000\u002F- will be paid to employee by the Company.",{"bindId":83,"name":84,"text":85},"maxsicknesspayperc","Sick leave will be granted depending on ","Sick leave will be granted depending on medical reports from Medical\nDoctor’s advises and will be as follows:\n\nFirst 63 days: Full monthly salary",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger","11.2 Employees may, based on operational","11.2 Employees may, based on operational needs, be required to work\novertime. Such overtime will be compensated with time off or pay, adding 50% to\ntime oof or pay for the overtime hours.\n\n10.3 Extra time exceeding forty five hours per week will be compensated with\nequal time off or payments depending on agreement between employee and Team\nLeader. Payments will be calculated as follows:\n\nWorking days: x 1.5 salary per one hour.\n\nAll Gazette Holidays x 2 per one hour salary.",{"bindId":91,"name":92,"text":93},"holidaysdays","On employment of twelve months, an emplo","On employment of twelve months, an employee is entitled to have twenty eight\nconsecutive days paid leave (28). Leave may only be accumulated with prior\napproval\n\nof the management.",{"bindId":95,"name":96,"text":97},"COSTLIV_trigger","9.5 All future increments will depend on","9.5 All future increments will depend on the employer’s business\nperformance and Country’s economic performance, e.g. inflationary rates.\nShould the official inflation of April 2013 be above 18%, Management undertakes\nto do a salary adjustment to counter the effect of this (ie. If the inflation\nrate will be 21%, the management will give a difference of 3% on the 01 April,\n2013. If the inflation rate will be below 18%, no increase will be given on the\n01 April, 2013.",{"bindId":99,"name":100,"text":101},"healthinsurance","15.2. The employees and their families w","15.2. The employees and their families will get medical insurance services\naccording to the Hotel existing policy from medical insurance provider with\nwhom the Employer has contracted.",{"bindId":103,"name":104,"text":105},"healthandsafetytraining","15.1Employees of ASB Tanzania Limited T\u002F","15.1Employees of ASB Tanzania Limited T\u002FA Hyatt Regency Dar es Salaam, The\nKilimanjaro will undergo medical checkups before employment by the physician\nrecognized by the employer, annual medical checkups organized by OSHA and all\nfood handlers will undergo medical checkups after every six months period\norganized by Municipal Council",{"bindId":107,"name":108,"text":109},"ANNLEAVE_trigger","13.1 An Employee going on annual leave w","13.1 An Employee going on annual leave will be entitled to the following\nbenefits:\n\na. He\u002Fshe will be paid One month basic salary. b.He\u002Fshe will be paid\ntransport assistance for his\u002Fher Wife\u002FHusband together with four children under\ntwenty one years of age, provided they are School going. c. The employee is\nbound to submit the receipts for the amount of leave travel fare within one\nmonth period from the date of return from leave.",{"bindId":111,"name":112,"text":113},"healthandsafetypolicy","15.3 The employer will provide equipment","15.3 The employer will provide equipment to the employees depending on\nworking environments (needs of his\u002Fher work)\n\n15.4 The employer will provide uniform. The uniforms shall be provided\nannually and each employee shall receive pairs of the uniform depending on\ndepartment heads proposals.\n\n15.5 The employer in consultation with the Union shall make arrangement for\nchecking work place environments on routine basis. This will prevent and or\nminimize any hazards at work place.",{"bindId":115,"name":58,"text":116},"overtimeallowanceperc1","10.3 Extra time exceeding forty five hours per week will be compensated with\nequal time off or payments depending on agreement between employee and Team\nLeader. Payments will be calculated as follows:\n\nWorking days: x 1.5 salary per one hour.",{"bindId":118,"name":62,"text":63},"hourspweek",{"bindId":120,"name":84,"text":121},"sicknesspay","Sick leave will be granted depending on medical reports from Medical\nDoctor’s advises and will be as follows:\n\nFirst 63 days: Full monthly salary\n\nNext 63 days: Half monthly salary",{"bindId":123,"name":62,"text":63},"dayspweek_select",{"bindId":125,"name":100,"text":101},"healthinsurancerelatives",{"bindId":127,"name":128,"text":129},"paidpaternityleave","17.2 A male employee will be entitled to","17.2 A male employee will be entitled to 3 days paternity leave upon the\nbirth of a Child. The days should be taken within seven days of the delivery or\notherwise if agreed with Management for business operational reasons.",{"bindId":131,"name":72,"text":73},"NOCTPREM_trigger",{"bindId":133,"name":84,"text":134},"sicknessmaxdaysnr","Sick leave will be granted depending on medical reports from Medical\nDoctor’s advises and will be as follows:\n\nFirst 63 days: Full monthly salary\n\nNext 63 days: Half monthly salary\n\n16.1 After 126 days, if the employee has not recovered then this staff\nmember will be considered as retiring from service and will be entitled to\nretirement payments as per company policy and the Medical Doctor’s advice.",{"bindId":136,"name":88,"text":89},"overtimeallowancetype_general",{"bindId":138,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":140,"name":141,"text":142},"contractseverancepay1","8.2 Terminated staff will be entitled to","8.2 Terminated staff will be entitled to receive the following benefits:\n\na. One month salary for every completed year in service.",{"bindId":144,"name":96,"text":97},"wageincreasefirmperformance",{"bindId":146,"name":147,"text":148},"hivpolicy","1. We shall advise all associates to che","1. We shall advise all associates to check their health always.",{"bindId":150,"name":151,"text":152},"mealvouchers","19.1 Meals shall be provided free of cha","19.1 Meals shall be provided free of charge to all employees on duty in the\ncafeteria.\n\n19.2 The meals will include, breakfast, midmorning tea, lunch, afternoon tea\nand dinner according to the employees working hours",{"bindId":154,"name":84,"text":134},"sicknessmaxdays",{"bindId":156,"name":54,"text":55},"paidmaternityleave",{"bindId":158,"name":159,"text":160},"contractseverancepay","8.1 In any event of termination, the fol","8.1 In any event of termination, the following should be considered:\n\nTime in employment: ............Termination Notice: .......Payment in Lieu\nof notice\n\n- Six month and above ..........Two month ......................Two\nmonths\n\n\n\n8.2 Terminated staff will be entitled to receive the following benefits:\n\na. One month salary for every completed year in service.\n\nb. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age provided they are still at school, recognized by\nthe employer, to the domicile.\n\nc. Transport of belongings not more than five tons.\n\nd. Other statutory terminal benefits as prescribed by law.\n\n8.3 An employee wishes to stop his \u002F her employment will follow the terms as\nper CAP 7.1 of this contract.",{"bindId":162,"name":92,"text":93},"PAIDLEAV_trigger",{"bindId":164,"name":128,"text":129},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA ASB Tanzania 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            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2013-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\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                        ASB Tanzania 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                        Conservation, Hotel, Domestic and Allied Workers’ Union (CHODAWU)\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 53 %\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: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \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: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 4 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 7.0\n            \u003C\u002Fdiv>\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            \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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 105 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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",[170],{"title":37,"slug":33},[172],{"type":173,"data":174},"call_to_action_body_block",{"title":175,"description":176,"variant":177,"link":178},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":175,"url":179,"description":175,"rel":180,"type":181},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[183],{"type":173,"data":184},{"title":175,"description":176,"variant":177,"link":185},{"title":175,"url":179,"description":175,"rel":180,"type":181},[]]