[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu-and-southern-sun-dar-es-salaam":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":121,"content_type_view":122,"extra_breadcrumbs":123,"body":125,"body_blocks":136,"related_pages":140},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":119,"translations":120},{"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-hotels-domestic-social-services-and-consultancy-workers-union-chodawu-and-southern-sun-dar-es-salaam","5f35524c-8949-11e4-8099-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu-and-southern-sun-dar-es-salaam\u002Fcollective-bargaining-agreement-between-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu-and-southern-sun-dar-es-salaam\u002F","Collective Bargaining Agreement Between Conservation Hotels Domestic  Social Services and Consultancy Workers Union (Chodawu)  and Southern Sun Dar Es Salaam - 2004","TZA Southern Sun Dar es Salaam -","Tanzania - TZA Southern Sun Dar es Salaam -","TZA Southern Sun Dar es Salaam - - Hospitality, catering, tourism",{"name":41,"data":42},"SOUTHERN SUN.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>SOUTHERN SUN NEW\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN CONSERVATION, HOTELS, DOMESTIC,\nSOCIAL SERVICES AN CONSULTANCY WORKERS UNION (CHODAWU) AND SOUTHERN SUN DAR ES\nSALAAM\u003C\u002Fh1>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>1.INTRODUCTION\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>(a)This agreement is made between the Conservation, Hotels, Domestic, Social\nServices and Consultancy Workers Union (CHODAWU) (herein to be referred to as\nthe Union), representing all Employees in positions covered in this agreement\nand SOUTHERN SUN DAR ES SALAAM (herein to be referred to as Employer).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)We confirm by our signatures, which will appear at the end of this\nAgreement that we have agreed on the following terms and conditions of\nemployment and wages for all employees in positions covered in this agreement\nand SOUTHERN SUN DAR ES SALAAM (herein to be referred to as Employer)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.RECOGNITION.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)The employer accepts to recognize CHODAWU being the sole representative\nof all employees in positions covered in this agreement and employed by\nSOUTHERN SUN DAR ES SALAAM.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)CHODAWU on its side recognizes that SOUTHERN SUN DAR ES SALAAM as the\nsole employer with the responsibility of employing, directing and leading the\nworkers of SOUTHERN SUN DAR ES SALAAM.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)That within this agreement both parties agree to abide with the\nfollowing:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>oImprove the Company's service and operations.\u003C\u002Fp>\n\n\u003Cp>oImprove the workers remuneration and welfare\u003C\u002Fp>\n\n\u003Cp>oImprove the efficiency and increase labour productivity with a view of\nimproving profitability.\u003C\u002Fp>\n\n\u003Cp>oFoster peace and harmony between the employees and the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.1 COVERAGE:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>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 SOUTHERN SUN DAR ES SALAAM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.2\u003C\u002Fh3>\n\n\u003Cp> This contract does not cover the employees who are employed on, temporary\ncontract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.EFFECTIVE DATE AND DURABILITY OF THIS CONTRACT:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.1\u003C\u002Fh3>\n\n\u003Cp>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>\u003C\u002Fp>\n\n\u003Ch3>4.2\u003C\u002Fh3>\n\n\u003Cp>These changes will be amended upon renewal of this contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.3\u003C\u002Fh3>\n\n\u003Cp>This agreement shall remain valid for another period of two years after the\nperiod stated in paragraph if no notice of renewal is served\u002Freceived by either\nparty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.4\u003C\u002Fh3>\n\n\u003Cp>It was agreed that all future contracts will start from the ………. of\nany given year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5 INTERPRETATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>That in this Agreement unless the context otherwise requires the following\nwords and expression shall have the following meaning:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)Government:Shall mean the Government of United Republic of Tanzania to\nwhich the Union is established.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Court:Shall mean the Labour Court of Tanzania as established by Labour\nInstitution ACT No. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)Employer:Shall mean the Company Southern Sun Dar es salaam.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d)Union:Shall mean Conservation, Hotels, Domestic, Social Services and\nConsultancy Workers Union (CHODAWU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e)General Manager:Shall mean the General Manager of Southern Sun Dar es\nsalaam.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f)Managing Director:Shall mean the Managing Director of Southern Sun Dar es\nsalaam\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g)Management:Shall mean any Officer of the Company duly authorized by the\nManaging Director or delegated by him to act on his behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(h)General Secretary:Shall mean the General Secretary of the Conservation,\nHotels, Domestic, Social Services and Consultancy Workers Union (CHODAWU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i)Union Representative:Shall mean the any Officer of the Union duly\nauthorized by the General Secretary or delegated by him to act on his\nbehalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(j)Union Field Branch:Shall mean the field branch at a workplace or as\ndefined by the Employment and Labour Relations Act No. 6 of 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(k)Employee:Shall mean any person under the contract of Permanent or on\ncontract terms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(l)Union Member:Means any employee of the Company who has taken membership\nof or joined the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(m)Country:Means the geographical area known as United Republic of\nTanzania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(n)Spouse:Shall mean employees Wife or Husband notwithstanding that a male\nemployee has more than one wife.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(o)Immediate Family:Shall mean one wife and up to four children below 18\nyears either by birth or Adoption who are wholly dependent on the employee.\nProvided that the above does not exceed a total of six people including\nHusband, Wife and 4 Children.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(p)Written Laws:Shall mean all Ordinances, Acts of Parliament and\nConstituent Assembly of Tanzania, Subsidiary Legislation, Presidential; Orders\nas indicated in the interp………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>General Clause Ordinance Cap No. 1 of the Laws of Tanzania (as amended from\ntime to time).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(q)Domicile:Shall mean a place in the country where a person originated\n(Home)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(r)Basic Salary:Shall mean the payment with direct bearing to employment\ncompensation and shall not include the term Allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>6.SOLVING INDUSTRIAL DISPUTES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All disputes arising at work places between employer and employee shall be\ndealt with under the Employment and Labour Relations Act No. 6 of 2004 and\nLabour Court of Tanzania under Labour Institutions Act No. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.MATTERS OF TERMS AND CONDITIONS OF EMPLOYMENT.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.1Engagement.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company (Employer) shall carry out recruitment or employment form the\nLabour Market, which will be done on merit regardless of race or place of\norigin or gender. For any available vacancy the Employer shall issue an\nadvertisement through public media or personnel agencies or by any other\nsuitable and reasonable means.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On engagement the employee shall be given three copies of a letter of\nappointment. The employee shall sign the original of this letter, which shall\nclearly indicate the job title and salary offered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(The job description shall be provided to show responsibilities one is\nemployed for)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch3>7.2Probation.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)On employment all person engaged by the Employer shall be on probation in\nthe first instance, the probationary period shall not exceed six months\nduration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)During this period either side may terminate employment by giving one\nmonth's notice or one month's pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)Where the performance of an employee under probation period is found\nunsatisfactory, the probation may be extended in writing, pointing out the\nshortcomings. Such extension shall not exceed three months provided that the\nprobation period elapses and there is no written extension the employee shall\nbe deemed to have been confirmed and Extension time barred. This shall also\napply to employees engaged on specific tasks, if he\u002Fshe worked for more than\nrequired time and he\u002Fshe shall not be put under probation.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>8.EMPLOYEE COMMUNICATION.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.1\u003C\u002Fh3>\n\n\u003Cp>Communication to employees in respect of terms and condition of service,\ndisciplinary matters and house rules shall be in written form and signed for by\nthe employees as an acknowledgement of receipt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.2\u003C\u002Fh3>\n\n\u003Cp>The right to issue general communication though circulars is reserved to the\nEmployer or his appointee by way of notice and regulation, which should be\ndisplayed conspicuously on staff notice board and the contents thereof, shall\nbe taken to be sufficient.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.3\u003C\u002Fh3>\n\n\u003Cp>Refusal of an employee to accept a letter communicated to him\u002Fher shall\nconstitute an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.4\u003C\u002Fh3>\n\n\u003Cp>Where the employee has absconded or deserted, communication will be made\nthough telephones, postal address, e-mail, and a copy of such message to the\nChairman of CHODAWU Branch Office for reference.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>9.SALARY AND SALARY INCREMENT\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Both Parties have agreed that the \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">minimum\u003C\u002Fspan> wages will be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.1\u003C\u002Fh3>\n\n\u003Cp>For new employees and those on probation, the salaries will be as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic salary: Tanzania shillings 470,000.00=$294\u003C\u002Fp>\n\n\u003Cp>Housing allowance: Tanzania shillings 20,000.00=$13\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Transport allowanceTanzania shillings 10,000.00=$6\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Total Tanzania shillings 500,000.00=$313\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.2\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">Minimum\u003C\u002Fspan> salary for all Staff (after probation) will be as follows:\u003C\u002Fp>\n\n\u003Cp>Basic salary: Tanzania shillings 600,000.00=$375\u003C\u002Fp>\n\n\u003Cp>Housing allowance: Tanzania shillings 30,000.00=$19\u003C\u002Fp>\n\n\u003Cp>Transport allowanceTanzania shillings 20,000.00=$13\u003C\u002Fp>\n\n\u003Cp>Total Tanzania shillings 650,000.00=$407\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.3\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">Minimum\u003C\u002Fspan> wages for supervisor level will be as follows\u003C\u002Fp>\n\n\u003Cp>Basic salary: Tanzania shillings 850,000.00=$531\u003C\u002Fp>\n\n\u003Cp>Housing allowance: Tanzania shillings 60,000.00=$38\u003C\u002Fp>\n\n\u003Cp>Transport allowanceTanzania shillings 20,000.00=$13\u003C\u002Fp>\n\n\u003Cp>Total Tanzania shillings 930,000.00=$582\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.SERVICE CHARGE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\nto all employees other than Management Staff.\u003C\u002Fp>\n\n\u003Ch2>10.STAFF MEALS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>That the employer shall provide reasonable duty meals to the employee at the\nHotels.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch2>11.ANNUAL LEAVE.\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.1\u003C\u002Fh3>\n\n\u003Cp>All employees are entitled to 30 calendar days annual leave on completion of\ntwelve (12) Month's consecutive service. This annual leave is calculated at 2.5\ndays per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.2\u003C\u002Fh3>\n\n\u003Cp>That the employer shall pay an annual leave allowance of Tsh. 300,000.00\n=$188 per year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12.\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">MATERNITY LEAVE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">That all female employees shall be entitled to ninety (90) days leave after\nevery three years and 100 days \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">maternity leave\u003C\u002Fspan>\u003C\u002Fspan> to the birth of more than one\nchild. And that she will be entitled to two hours every working for\nbreast-feeding for three months after the \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">maternity leave\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">That a male employee shall be entitled to seven days \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">paternity leave\u003C\u002Fspan> to one\nlegal spouse.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch2>13.\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">SICK LEAVE\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>It is agreed that employees shall be entitled to \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">sick leave\u003C\u002Fspan> as recommended\nby the company's approved Doctor in each period of twelve months consecutive\nperiods as follows:\u003C\u002Fp>\n\n\u003Cp>(a)When an employee takes \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">sick leave\u003C\u002Fspan> “leave arising out of illness of\ninjury” for the first three months (90 days) he\u002Fshe will receive full pay.\u003C\u002Fp>\n\n\u003Cp>(b)If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages for\nup to three months (90 days).\u003C\u002Fp>\n\n\u003Cp>(c)If the employee continues to become sick then the employer shall\nterminate the services of such an employee on medical grounds on opinion of the\nauthorized medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>14.COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>That if an employee requests compassionate leave to attend to the needs of\nan immediate family member who is seriously ill or has died he\u002Fshe shall be\ngranted 7 (five) days paid compassionate leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.2\u003C\u002Fh3>\n\n\u003Cp>In the event of other emergencies arising, the employee is entitled to take\npart of his\u002Fher annual leave or accumulated days off which will be granted at\nmanagement discretion. It should be noted that compassionate leave if not taken\nsubsequently be claimed or survive to succeeding period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch2>15.MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthcareaccessrelatives\">\u003Cp>That the employer shall provide free medical treatment to every Employee and\nhis\u002Fher immediate family of up to four children below eighteen (18) years of\nage at a Dispensary or Hospital designated by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2\u003C\u002Fh3>\n\n\u003Cp>That is an employee in an emergency situation attends recognized Hospital\nother than one designated by the Employer then all expenses shall be reimbursed\nbut only on presenting valid receipts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.3\u003C\u002Fh3>\n\n\u003Cp>In the event of an employee being referred by the authorized Medical\nPractitioner or Lodge Clinical Officer he\u002Fshe will be entitled to the payments\nof two night allowances as follows:-\u003C\u002Fp>\n\n\u003Cp>oCities at the rate of ………………….Tshs. 70,000.00=$44\u003C\u002Fp>\n\n\u003Cp>oRegional Headquarters at the rate of Tshs. 60,000.00=$38\u003C\u002Fp>\n\n\u003Cp>oDistrict Headquarters, at the rate of Tshs. 50,000.00=$31\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And transport fare at current public transport charges or the company may\nprovide accommodation on fullboard basis at a designated center.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.4\u003C\u002Fh3>\n\n\u003Cp>That if so advised by the doctor that the employee's time for treatment has\nbeen extended the \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">maximum\u003C\u002Fspan> payment for night allowances shall not exceed five\ndays (5). All imprests must be accounted for with proper receipts on return.\nAny money unaccounted for or non-genuine claims shall be recovered from the\nemployee's salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.5\u003C\u002Fh3>\n\n\u003Cp>That in case of purchase of medicines the employee shall produce a proper\nLegal receipt for the purchases of such medicine as prescribed by the Company\ndesignated or referral doctor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.6\u003C\u002Fh3>\n\n\u003Cp>That the company's medical scheme shall not cover the following items:\u003C\u002Fp>\n\n\u003Cp>(a)Artificial Dentures\u003C\u002Fp>\n\n\u003Cp>(b)Luxury ornamental framed spectacles\u003C\u002Fp>\n\n\u003Cp>(c)Venereal Disease.\u003C\u002Fp>\n\n\u003Cp>(d)Maternity cases other than caesarian\u003C\u002Fp>\n\n\u003Cp>(e)Abortion\u003C\u002Fp>\n\n\u003Cp>(f)Alcoholism and injuries sustained while under the influence of drugs.\u003C\u002Fp>\n\n\u003Cp>(g)Self inflicted injuries.\u003C\u002Fp>\n\n\u003Cp>(h)Injuries sustained when participating in dangerous sports.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch2>16.DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.1\u003C\u002Fh3>\n\n\u003Cp>If death occurs of an employee, the Company shall provide a coffin, shroud,\ntransport for the body and immediate family to the place of burial.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.2\u003C\u002Fh3>\n\n\u003Cp>Four employees shall accompany the body to the place of burial. Such staff\nshall be provided with night allowance with the following breakdown:-\u003C\u002Fp>\n\n\u003Cp>oCities at the rate of Tshs. 70,000.00=$44\u003C\u002Fp>\n\n\u003Cp>oRegional Headquarters at the rate of Tshs. 60,000.00=$38\u003C\u002Fp>\n\n\u003Cp>oDistricts Headquarters, at the rate of Tshs. 50,000.00=$31\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.UNIFORMS.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>That the employer shall provide uniforms to all uniformed employees\naccording to the nature of their work, which shall include but not be limited\nto shoes, gloves and any other protective clothing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.2\u003C\u002Fh3>\n\n\u003Cp>The employee undertakes to look after his\u002Fher uniform, in case of loss of\ncarelessly damage the employee will meet the cost of replacement.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>18.SPECIFIC TASK EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>That if a temporary employee has been in the employment for nine consecutive\nmonths, he\u002Fshe shall be entitled to be permanent employee in accordance with\nthe provision of the Labour Relations Act No. 6 of 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee shall forthwith be entitled to all provided as to a permanent\nemployee in this agreement.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>19.CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>That where the employer terminates an employee's service he\u002Fshe shall be\nissued with a certificate of service unless the employee has not completed\nhis\u002Fher probationary period, the certificate shall contain the following:\u003C\u002Fp>\n\n\u003Cp>(a)The name of the employee\u003C\u002Fp>\n\n\u003Cp>(b)The date when employment commenced.\u003C\u002Fp>\n\n\u003Cp>(c)The date when employment ceased.\u003C\u002Fp>\n\n\u003Cp>(d)The nature and usual place of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20.TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.1\u003C\u002Fh3>\n\n\u003Cp>That, the employer will provide transport to Lodge staff where accommodation\nis not provided within the lodge premises so that employees reach their\nrespective place of accommodation\u002Fwork in safety after day\u002F\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">night work\u003C\u002Fspan> and in\nthe morning for the start of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21.INCIDENTAL ALLOWANCE:-\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i)Where an employee travels on duty and accommodation and food is provided\nan incidental allowance shall be paid to him or her at the rate of Tsh.\n25000=$16 per day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Where an employee travels on duty within East Africa and outside\nTanzania and\u003C\u002Fp>\n\n\u003Cp>accommodation and food is provided, an incidental allowance shall be paid to\nhim\u002Fher at\u003C\u002Fp>\n\n\u003Cp>the rate of Tsh.50000=$31\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>22.ACTING ALLOWANCE.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an employee is required in writing to act in a position of higher\ngrade for a period of 21 or more days, he\u002Fshe shall receive, in addition to\ncurrent earnings, ninety percent (90%) of the difference between his\u002Fher salary\nand the salary of the person that they shall be replacing in an acting\ncapacity, provided that the employee who so acts, assumes full responsibility\nand duties covered by the appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When an employee acts in a position of a higher grade for a period of more\nthan one year he\u002Fshe shall be confirmed to that position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2>23.TERMINATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In any event of termination, the following should be considered:\u003C\u002Fp>\n\n\u003Cp>Time in employment: Termination Notice: Payment in\u003C\u002Fp>\n\n\u003Cp>- Six month and above Two month Two months\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>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>\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>An employee wishes to stop his \u002F her employment will follow the terms as per\nCAP 7.2 (b) of this contract.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>24.RETRENCHMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Both sides agree on punctuality and responsibility of restricting existing\nworkforce to retrenchments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.1\u003C\u002Fh3>\n\n\u003Cp>Retrenchment should take place after the management of Southern Sun Dar es\nsalaam consults the CHODAWU branch and regional level for solution other than\nretrenchment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.2\u003C\u002Fh3>\n\n\u003Cp>If retrenchment is unavoidable the two parties shall In addition, the\nfollowing criteria shall be considered:\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 \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">skill\u003C\u002Fspan>s\u003C\u002Fp>\n\n\u003Cp>5)Affirmative action and qualifications\u003C\u002Fp>\n\n\u003Cp>6)FILO System (First In Last Out)\u003C\u002Fp>\n\n\u003Cp>(If the solution as in CAP 8.2 fails, the FILO system (first in last out)\nshall be applied).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.3\u003C\u002Fh3>\n\n\u003Cp>Retrenched employees shall receive first preference should a position become\nvacant within the first six months of retrenchment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.4\u003C\u002Fh3>\n\n\u003Cp>The retrenched employees will be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>\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\u003C\u002Fp>\n\n\u003Cp>under twenty one years of age provided they are still at school,\u003C\u002Fp>\n\n\u003Cp>recognized by the 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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25.RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26.GRATUITY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee retiring according to CAP 25 will be paid thirty percent (30%)\nof His\u002F Her annual salary of his\u002Fher retiring year in service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Retired staff will be paid all his statutory terminal benefits together with\ntransport as outlined here below:\u003C\u002Fp>\n\n\u003Cp>\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 recognized by the employer, provided they are\nschool going, 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>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>27.STAFF \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">TRAINING\u003C\u002Fspan> \u002F \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">SKILL\u003C\u002Fspan> DEVELOPMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The company undertakes to train and develop its employees to equip and or\nimprove them in their day to day activities for efficiency.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>28.STAFF WELFARE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Long service awards: as the company recognizes servicing of its employees\nfrom 5 years by presenting a suitably inscribed certificate and cash award as a\ntoken of the company's appreciation and esteem for the service rendered by the\nemployee as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>o5 Years: two months' salary\u003C\u002Fp>\n\n\u003Cp>o10 Years: three months salary\u003C\u002Fp>\n\n\u003Cp>o15 Years: four months' salary\u003C\u002Fp>\n\n\u003Cp>o20 Years: five months salary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.1BEST WORKERS AWARD:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer will provide the Trade Union access to office facilities as per\nlaws CAP 8 (c) chapter 574.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.2\u003C\u002Fh3>\n\n\u003Cp>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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.3\u003C\u002Fh3>\n\n\u003Cp>The over all three winners will be awarded as CAP 30.1 by the guest of honor\nat the May Day venue while the rest will be awarded with Tshs. 600,000\u002F- (In\nwords; Six hundred thousand only) each, on special occasion planned by the\nemployer $ 375.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.4\u003C\u002Fh3>\n\n\u003Cp>The Employer and the Union will select three names of best workers of trade\nunion branch committee, and thereafter the general workers meeting will vote\nand announce one of the three to be the best “Trade Unionist” of the year.\nThe Employer will award the Winner TZS 800, 000.00 (In words; Five hundred\nthousand only) $ 500 .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30.MAY DAY BEST WORKERS AWARD:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall recognize the May Day Celebrations and provide suitable\nawards to best workers as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.1\u003C\u002Fh3>\n\n\u003Cp>Best Employee of the year at hotel Level\u002Fregional\u002FSouthern Sun Dar es salaam\nto be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-First Tshs. 1000,000.00=$625\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Second Tshs. 800,000.00=$500\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Third Tshs. 600,000.00=$375\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31.\u003C\u002Fh2>\n\n\u003Cp>The Southern Sun Dar es salaam CHODAWU Branch Committee shall meet after\nevery quarter of the year to discuss matters of the staff and the company. The\nsecond and fourth meeting will be done jointly with Southern Sun Dar es\nsalaam.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32.\u003C\u002Fh2>\n\n\u003Cp>This agreement will be subject to review should any clause contravene the\nLabour Institutions Act No. 6 of 2004 and Employment and Labour Relations Act\nNo. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SOUTHERN SUN DAR ES SALAAM For and on behalf of\u003C\u002Fp>\n\n\u003Cp>Conservation, Hotels, Domestic, Social Services and Consultancy Workers\n(CHODAWU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Mr…………………………………\u003C\u002Fp>\n\n\u003Cp>Managing Director Southern Sun Dar es salaam\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Mr. Said S. Wamba,\u003C\u002Fp>\n\n\u003Cp>General Secretary\u003C\u002Fp>\n\n\u003Cp>2.Mr. …………………………………\u003C\u002Fp>\n\n\u003Cp>General Manager Southern Sun Dar es salaam\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Mr. ………………………………………..\u003C\u002Fp>\n\n\u003Cp>Regional Secretary\u003C\u002Fp>\n\n\u003Cp>3.Mr. …………………………………..\u003C\u002Fp>\n\n\u003Cp>Group Human Resource Manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Mr. ……………………………………….\u003C\u002Fp>\n\n\u003Cp>Chairman Southern Sun Dar es salaam CHODAWU Committee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Mr. ………………………………………\u003C\u002Fp>\n\n\u003Cp>Human Resource Manager Southern Sun Dar es salaam 4.Mr.\n…………………………………………..\u003C\u002Fp>\n\n\u003Cp>Secretary Southern Sun Dar es salaam CHODAWU Committee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"contracttrialperiod":44,"maternity_nursing_breaks_length":48,"maternity_nursing_breaks_duration":52,"childcare":54,"nursingmothers":58,"funeralpay":60,"TRAINING_trigger":64,"healthcareaccess":68,"COMMUTE_trigger":72,"ANNLEAVE_trigger":76,"MEDICAL_trigger":79,"healthandsafetypolicy":83,"contracttrial":87,"sicknesspay":89,"paidpaternityleave":93,"SICDIS_trigger":97,"healthcareaccessrelatives":101,"trainingprogrammes":104,"paidmaternityleave":108,"WAGES_trigger":110,"contractseverancepay":113,"paidpaternityleaveduration":117},{"bindId":45,"name":46,"text":47},"contracttrialperiod","7.2Probation. (a)On employment all perso","7.2Probation.\n\n\n\n(a)On employment all person engaged by the Employer shall be on probation in\nthe first instance, the probationary period shall not exceed six months\nduration.\n\n\n\n(b)During this period either side may terminate employment by giving one\nmonth's notice or one month's pay in lieu of notice.\n\n\n\n(c)Where the performance of an employee under probation period is found\nunsatisfactory, the probation may be extended in writing, pointing out the\nshortcomings. Such extension shall not exceed three months provided that the\nprobation period elapses and there is no written extension the employee shall\nbe deemed to have been confirmed and Extension time barred. This shall also\napply to employees engaged on specific tasks, if he\u002Fshe worked for more than\nrequired time and he\u002Fshe shall not be put under probation.",{"bindId":49,"name":50,"text":51},"maternity_nursing_breaks_length","That all female employees shall be entit","That all female employees shall be entitled to ninety (90) days leave after\nevery three years and 100 days maternity leave to the birth of more than one\nchild. And that she will be entitled to two hours every working for\nbreast-feeding for three months after the maternity leave.",{"bindId":53,"name":50,"text":51},"maternity_nursing_breaks_duration",{"bindId":55,"name":56,"text":57},"childcare","That if an employee requests compassiona","That if an employee requests compassionate leave to attend to the needs of\nan immediate family member who is seriously ill or has died he\u002Fshe shall be\ngranted 7 (five) days paid compassionate leave.",{"bindId":59,"name":50,"text":51},"nursingmothers",{"bindId":61,"name":62,"text":63},"funeralpay","16.DEATH OF AN EMPLOYEE 16.1 If death oc","16.DEATH OF AN EMPLOYEE\n\n\n\n16.1\n\nIf death occurs of an employee, the Company shall provide a coffin, shroud,\ntransport for the body and immediate family to the place of burial.\n\n\n\n16.2\n\nFour employees shall accompany the body to the place of burial. Such staff\nshall be provided with night allowance with the following breakdown:-\n\noCities at the rate of Tshs. 70,000.00=$44\n\noRegional Headquarters at the rate of Tshs. 60,000.00=$38\n\noDistricts Headquarters, at the rate of Tshs. 50,000.00=$31",{"bindId":65,"name":66,"text":67},"TRAINING_trigger","27.STAFF TRAINING \u002F SKILL DEVELOPMENT Th","27.STAFF TRAINING \u002F SKILL DEVELOPMENT\n\n\n\nThe company undertakes to train and develop its employees to equip and or\nimprove them in their day to day activities for efficiency.",{"bindId":69,"name":70,"text":71},"healthcareaccess","That the employer shall provide free med","That the employer shall provide free medical treatment to every Employee and\nhis\u002Fher immediate family of up to four children below eighteen (18) years of\nage at a Dispensary or Hospital designated by the employer.\n\n\n\n15.2\n\nThat is an employee in an emergency situation attends recognized Hospital\nother than one designated by the Employer then all expenses shall be reimbursed\nbut only on presenting valid receipts.\n\n\n\n15.3\n\nIn the event of an employee being referred by the authorized Medical\nPractitioner or Lodge Clinical Officer he\u002Fshe will be entitled to the payments\nof two night allowances as follows:-\n\noCities at the rate of ………………….Tshs. 70,000.00=$44\n\noRegional Headquarters at the rate of Tshs. 60,000.00=$38\n\noDistrict Headquarters, at the rate of Tshs. 50,000.00=$31\n\n\n\nAnd transport fare at current public transport charges or the company may\nprovide accommodation on fullboard basis at a designated center.\n\n\n\n15.4\n\nThat if so advised by the doctor that the employee's time for treatment has\nbeen extended the maximum payment for night allowances shall not exceed five\ndays (5). All imprests must be accounted for with proper receipts on return.\nAny money unaccounted for or non-genuine claims shall be recovered from the\nemployee's salary.\n\n\n\n15.5\n\nThat in case of purchase of medicines the employee shall produce a proper\nLegal receipt for the purchases of such medicine as prescribed by the Company\ndesignated or referral doctor.",{"bindId":73,"name":74,"text":75},"COMMUTE_trigger","Transport allowanceTanzania shillings 10","Transport allowanceTanzania shillings 10,000.00=$6",{"bindId":77,"name":78,"text":78},"ANNLEAVE_trigger","11.ANNUAL LEAVE.",{"bindId":80,"name":81,"text":82},"MEDICAL_trigger","15.MEDICAL TREATMENT 15.1 That the emplo","15.MEDICAL TREATMENT\n\n\n\n15.1\n\nThat the employer shall provide free medical treatment to every Employee and\nhis\u002Fher immediate family of up to four children below eighteen (18) years of\nage at a Dispensary or Hospital designated by the employer.\n\n\n\n15.2\n\nThat is an employee in an emergency situation attends recognized Hospital\nother than one designated by the Employer then all expenses shall be reimbursed\nbut only on presenting valid receipts.\n\n\n\n15.3\n\nIn the event of an employee being referred by the authorized Medical\nPractitioner or Lodge Clinical Officer he\u002Fshe will be entitled to the payments\nof two night allowances as follows:-\n\noCities at the rate of ………………….Tshs. 70,000.00=$44\n\noRegional Headquarters at the rate of Tshs. 60,000.00=$38\n\noDistrict Headquarters, at the rate of Tshs. 50,000.00=$31\n\n\n\nAnd transport fare at current public transport charges or the company may\nprovide accommodation on fullboard basis at a designated center.\n\n\n\n15.4\n\nThat if so advised by the doctor that the employee's time for treatment has\nbeen extended the maximum payment for night allowances shall not exceed five\ndays (5). All imprests must be accounted for with proper receipts on return.\nAny money unaccounted for or non-genuine claims shall be recovered from the\nemployee's salary.\n\n\n\n15.5\n\nThat in case of purchase of medicines the employee shall produce a proper\nLegal receipt for the purchases of such medicine as prescribed by the Company\ndesignated or referral doctor.\n\n\n\n15.6\n\nThat the company's medical scheme shall not cover the following items:\n\n(a)Artificial Dentures\n\n(b)Luxury ornamental framed spectacles\n\n(c)Venereal Disease.\n\n(d)Maternity cases other than caesarian\n\n(e)Abortion\n\n(f)Alcoholism and injuries sustained while under the influence of drugs.\n\n(g)Self inflicted injuries.\n\n(h)Injuries sustained when participating in dangerous sports.",{"bindId":84,"name":85,"text":86},"healthandsafetypolicy","That the employer shall provide uniforms","That the employer shall provide uniforms to all uniformed employees\naccording to the nature of their work, which shall include but not be limited\nto shoes, gloves and any other protective clothing.",{"bindId":88,"name":46,"text":47},"contracttrial",{"bindId":90,"name":91,"text":92},"sicknesspay","It is agreed that employees shall be ent","It is agreed that employees shall be entitled to sick leave as recommended\nby the company's approved Doctor in each period of twelve months consecutive\nperiods as follows:\n\n(a)When an employee takes sick leave “leave arising out of illness of\ninjury” for the first three months (90 days) he\u002Fshe will receive full pay.\n\n(b)If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages for\nup to three months (90 days).\n\n(c)If the employee continues to become sick then the employer shall\nterminate the services of such an employee on medical grounds on opinion of the\nauthorized medical practitioner.",{"bindId":94,"name":95,"text":96},"paidpaternityleave","That a male employee shall be entitled t","That a male employee shall be entitled to seven days paternity leave to one\nlegal spouse.",{"bindId":98,"name":99,"text":100},"SICDIS_trigger","13.SICK LEAVE It is agreed that employee","13.SICK LEAVE\n\n\n\nIt is agreed that employees shall be entitled to sick leave as recommended\nby the company's approved Doctor in each period of twelve months consecutive\nperiods as follows:\n\n(a)When an employee takes sick leave “leave arising out of illness of\ninjury” for the first three months (90 days) he\u002Fshe will receive full pay.\n\n(b)If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages for\nup to three months (90 days).\n\n(c)If the employee continues to become sick then the employer shall\nterminate the services of such an employee on medical grounds on opinion of the\nauthorized medical practitioner.",{"bindId":102,"name":70,"text":103},"healthcareaccessrelatives","That the employer shall provide free medical treatment to every Employee and\nhis\u002Fher immediate family of up to four children below eighteen (18) years of\nage at a Dispensary or Hospital designated by the employer.",{"bindId":105,"name":106,"text":107},"trainingprogrammes","The company undertakes to train and deve","The company undertakes to train and develop its employees to equip and or\nimprove them in their day to day activities for efficiency.",{"bindId":109,"name":50,"text":51},"paidmaternityleave",{"bindId":111,"name":112,"text":112},"WAGES_trigger","9.SALARY AND SALARY INCREMENT",{"bindId":114,"name":115,"text":116},"contractseverancepay","23.TERMINATION In any event of terminati","23.TERMINATION\n\n\n\nIn any event of termination, the following should be considered:\n\nTime in employment: Termination Notice: Payment in\n\n- Six month and above Two month Two months\n\n\n\nTerminated 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\nAn employee wishes to stop his \u002F her employment will follow the terms as per\nCAP 7.2 (b) of this contract.",{"bindId":118,"name":95,"text":96},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Southern Sun Dar es Salaam -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\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                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \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                        Southern Sun Dar es Salaam\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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 270 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \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: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TZS 300000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TZS 10000.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → \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",[124],{"title":37,"slug":33},[126],{"type":127,"data":128},"call_to_action_body_block",{"title":129,"description":130,"variant":131,"link":132},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":129,"url":133,"description":129,"rel":134,"type":135},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[137],{"type":127,"data":138},{"title":129,"description":130,"variant":131,"link":139},{"title":129,"url":133,"description":129,"rel":134,"type":135},[]]