[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-east-african-elevator-company-limited-and-communication-and-transport-worker-s-union-of-tanzania":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":168,"content_type_view":169,"extra_breadcrumbs":170,"body":172,"body_blocks":183,"related_pages":187},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":166,"translations":167},{"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-east-african-elevator-company-limited-and-communication-and-transport-worker-s-union-of-tanzania","af785ab2-4875-11e3-b342-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-east-african-elevator-company-limited-and-communication-and-transport-worker-s-union-of-tanzania\u002Fcollective-bargaining-agreement-between-east-african-elevator-company-limited-and-communication-and-transport-worker-s-union-of-tanzania\u002F","Collective Bargaining Agreement between East African Elevator Company Limited and Communication and Transport Worker’s Union of Tanzania - 2012","TZA East Africa Elevators -","Tanzania - TZA East Africa Elevators -","TZA East Africa Elevators - - Construction, technical consultancy",{"name":41,"data":42},"East Africa Elevators.html","\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>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN EAST AFRICAN ELEVATOR COMPANY\nLIMITED AND COMMUNICATION AND TRANSPORT WORKER’S UNION OF TANZANIA\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.0 PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1\u003C\u002Fp>\n\n\u003Cp> Status quo:This Collective Agreement is made between East African\u003C\u002Fp>\n\n\u003Cp>Elevator Company Limited hereinafter referred to as the “EMPLOYER”\nforming the first part to the Agreement and the Communication and Transport\nWorkers’ Union [COTWU (T)] of Tanzania (hereinafter referred to as the\nUnion), forming the second part of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.2\u003C\u002Fp>\n\n\u003Cp> Status quo:The agreement embraces. “Negotiations and Consultations” on\nthe rules and procedures through which negotiations and consultations shall be\nconducted, Salaries and Wages, other Terms and Conditions of Employment\napplicable to workers employed and confirmed by the Company except those on\nprobation and daily paid workers, and those with specific contract terms of\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.3\u003C\u002Fp>\n\n\u003Cp> Status quo:In this agreement however, where any word or clause contravenes\nthe provisions or requirements of any of the existing Labour Laws or\nRegulations or Orders of the Country or Offers relatively inferior treatment or\nterms to those provided for; then the laws or Regulations shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.0.0 PRODUCTIVITY PERFOMANCE AND EFFICCIENCY.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.1\u003C\u002Fp>\n\n\u003Cp> Status quo:It is agreed that after successful conclusions of these\ndiscussions, the Union shall assist the employer in:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.2\u003C\u002Fp>\n\n\u003Cp> Status quo:Ensuring that the proper plans to increases productivity are\nimplemented as drawn by the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.3\u003C\u002Fp>\n\n\u003Cp> Status quo:Preventing employees from indulging in acts which are\ndetrimental to productivity (e. g. waste of materials, theft, negligence\nlateness, absenteeism, insubordination etc.) and reporting such acts or any\nother threats against the company and or its properly and advising the\nmanagement on how to handle such situations should they arise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.4 \u003C\u002Fp>\n\n\u003Cp>Status quo:Take necessary measures to prevent negligent and destruction of\ncompany property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.0.0CHANGES IN LABOUR LEGISLATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.1Status quo:In the event of any change, directive, new law, etc, the\nCompany and the Union shall meet as soon as possible to change, amend or remove\nthat part of the Agreement which is in conflict with the respective Labour\nLegislations. It is agreed that such changes or amendments shall be to render\nthe Agreement legally acceptable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.00 COMMUNICATION TO EMPLOYEES:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1 Status quo:Management shall undertake to inform all employees of any\npolicy changes affecting them as communicated to them by relevant\nauthorities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.0 DEFINITIONS AND INTERPRETATION:\u003C\u002Fh2>\n\n\u003Cp>In this agreement, unless the context otherwise requires:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.1 “Employer\u002FCompany”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean East African Elevator Company Limited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2 “Union”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Communication and Transport Workers Union of\nTanzania [COTWU (T)].\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3 “Country”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Sovereign State Geographically known as Tanzania\nMain Land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.4 “General Manager\u002FDirector” - Shall mean Chief Executive Officer of\nEast African Elevator Company Limited or any officer delegated by the General\nManager to carry out special functions on his behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.5“Management”– Shall mean Chief Executive Officer and Head of\nDepartments and as provided by the labour laws.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.6“General Secretary”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the General Secretary of the Communication and\nTransport Workers’ Union of Tanzania [COTWU (T)] or any other Officer or\nOfficers duly authorized and delegated by the General Secretary to act or carry\nout official functions on his behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.7“Union Representative”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean the General Secretary of the Communication and\nTransport Workers’ Union of Tanzania [COTWU (T)] or any other Officers or\nOfficers duly authorized and delegated by the General Secretary to act or carry\nout Union functions on his behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.8“Employee”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean any person or persons employed by East African\nElevator Company Limited under the permanent conditions only or as defined\nunder the labour laws or Regulations of the Country\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.9“Union Member”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean any employee of the Company who is a member of the\nUnion and as defined by the Law of the Country.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.10“Commissioner”\u003C\u002Fp>\n\n\u003Cp>“Status quo” – Shall mean the Commissioner dealing with labour\nmatters.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11 “Labour Court of Tanzania”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Labour Division of the High Court of\nTanzania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.12 “Council\u002FBargaining Unit”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean the Management\u002FUnion Joint Industrial Council\nwithin East African Elevator Company Limited through which the Management and\nthe Union meet to negotiate for improvement of Salaries and other terms and of\nconditions of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.13 “Salaries and Wages”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean salary scale, wages rates, overtimes and any other\nallowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.14 “Others Terms and Conditions of Service”\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Status quo - Shall mean work rules and or regulations, hour and places of\nwork. Leave packages, travel concessions, meals and other catering concessions,\npensions and other related retirement emoluments that may be agreed upon\nbetween the parties from time to time and or Regulations relevant to these\nfacilities in the Country.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.15 “Collective Agreement”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean the Article or Document embracing all items on\nwhich the Management and the Union have reached an understanding voluntarily\nthrough negotiations or any other Agreement reached by the parties through\nsimilar means.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.16 “Grievance”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean a complaint or complaints and or a feeling or\nfeelings of dissatisfaction by either an employee (s) or employer, against any\naction or treatment or occurrence considered unfair by the party\ncomplaining.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.17 “Grievance Settlement Procedures”\u003C\u002Fp>\n\n\u003Cp>Status quo –Shall mean any procedures and or procedures laid down by the\nparties to cater for the settlement of grievance or settlement of disputes and\nas define under the provisions of the Laws of the Country\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.18 “Trade Dispute”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean any dispute or differences or disagreement or\nmisunderstanding between an employee or employees on salaries or wages or other\nterms and conditions of employment or as define under the laws of the\nCountry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.19“Strike\u002FGo Slow”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean cessation of work performance by a body or group\nof persons employed to carry out that function, acting in combination or\nconsented refusal or a refusal under a common understanding of any number of\npersons employed or a concerted interruption or work performance on a go slow\nbasis by number of work performance compelling their employer or any person on\nbody of persons employing them to accept or not to accept terms or conditions\naffecting employment or as defined by the law of the land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.20 “Lock Out”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean the right of an employer to lock out employees in\nrespect of a dispute of interest as defined by Law of the Land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.21“Appendix”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean an attachment or addendum to this Agreement and\nshall be read as part of the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>5.22 “Gender”\u003C\u002Fp>\n\n\u003Cp>Status quo – Gender Shall include or apply to both male female and\ngenders, unless specifically applied.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.23 “Redundancy”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean retrenchment or reduction of manpower, arising\nfrom compulsory re-organization of employees established to strengthen\ndepartment, or section or unit of operations, owing to economic circumstance\nbeyond control of the employer an as defined under relevant articles of the\nLabour Laws.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.24 “Dependent”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean husband\u002FWife and any four (4) children of an\nemployee (whether biological or legally adopted) of not more than 18 years\nunless those above years and still schooling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.25 “Repatriation Allowance”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean transportation costs of an employee, his immediate\nfamily members and his personal affects up to the place of domicile.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.26 “Place Of Domicile”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean place of birth of an employee or any other place\naccording to the registration form of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.0.0 RECRUITMENT\u002FAPPOINTMENT AND METHOD.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>6.1 A person may take up employment\u002Fbe recruited by the Employer on a\nspecific written contract of service mutually agreed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2 Status quo - In order to avoid discontent by either party any time\nduring or after a contract, each contract of service shall, as far as possible\nspecify the salary and wages and other terms and conditions attached to the\npost and that, all this information shall be briefly made out in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.0 Generally, there shall be two types of contract of service as spelt\nout hereunder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.1 Special contract of Service”\u003C\u002Fp>\n\n\u003Cp>Status quo -Whereby the appointment or engagement period shall be specified,\nwith a provision for renewal (if any). This type of contract shall have no\nregard to any age limit, provided always that the person taking up the\nemployment is not below the age required by the law of the Country. However\nthis group is not entitled to collective bargaining benefit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.2 Permanent and Pensionable Contract of service”\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Status quo –Whereby an employee takes employment on permanent and\npensionable terms. This is the type of employment in which a person can work up\nto a certain age specified by the Laws of the Country with qualification or end\nof service benefits also attached to a certain number of years of service in\nthe employment of the employer. However employees who are engaged under this\ntype of contract shall first be appointed on probation period which shall not\nexceed six months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.3 Status quo - In all case any person employed by the company shall be\nprovided with a job description.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.0 EMPLOYEE\u002FEMPLOYER OBLIGATIONS.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1 Status quo - For the purpose of good employee\u002Femployer relations and the\nfulfillment of legal requirement, both parties are expected to adhere strictly\nto their obligation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2 Status quo - The main obligation by either party in relation to\nparagraph 7.1 above are total adherence to:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2.1 Status quo - The requirement and\u002For provision of the Labour Laws or\nRules or Regulations of the Country.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2.2 Status quo - The requirement and\u002For provision of the Collective\nAgreement and any other matters mutually agreed between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2.3 Status quo - The requirement of any Company written rules or the\nLabour Laws or regulations known to the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.0 WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>8.1 Status quo - The Company shall have five working days per week with a\ntotal of 45 working hours, Sunday and Public holidays shall be treated as rest\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>8.2 Status quo - Work shall commence at 8.00 hours to 17.00 hours and lunch\nbreak shall be between 13.00 hours to 14.00hours. However timing schedule of\nwork will change for those employees under shift work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.0 STAFF\u002FSERVICE REGULATIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1 Status quo - There shall be written rules which stipulate almost all\nwhat is required of an employee as Guidance which forms part of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2 Status quo - East African Elevator Company Limited has more than one\nstation area of operation and as such some employees may be moved from one area\nto another.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3 Whereas movement of this nature is at the discretion of Management, this\nshall be done on prior consultation with the General Secretary of the union\nwhere transfer of the Chairman, Secretary and Committee Members of the Union\nField Branch is involved.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.4 Status quo - In all cases, any move to transfer an employee to\nanother\u003C\u002Fp>\n\n\u003Cp>station should be communicated to the Union Branch field so Office or that\nit is made aware of it to adjust its records for Union Membership purposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.0 An employee transferred shall be paid:\u003C\u002Fp>\n\n\u003Cp>9.5.1 Status quo - Two months gross salary as disturbance allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.2 Status quo - Transport costs for the employee and his\u002Fher spouse,\nchildren and personal effects cum household removals of an average of 3\ntons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.3 Status quo – Company shall either arrange for the employee’s\naccommodation at the new duty station or pay the employee per diem allowance\nfor a period of one month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.4 Status quo – Be paid meal allowance (according to the grade of the\nemployee) on each traveling day per employee plus husband\u002Fwife and four\ndependants for a maximum of 3 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.0 EMPLOYMENT REMUNERATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.1 Status quo - While in the service of the Company, an employee, shall\nqualify for the employment remuneration as stated hereunder, the specified\namounts or figures of which are revisable from time to time through mutual\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2 Annual increase of salaries shall be affected in consideration of the\nfollowing.\u003C\u002Fp>\n\n\u003Cp>10.2.1 Status quo - Any changes in Labour Laws as regards to minimum pay\n(Policies, Rules and orders), the employees contribution to the overall Company\nresults and as per annual staff appraisal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.2 Status quo - Cost of living index\u002FInflation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.3 Status quo - Ability to pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11.0 OVERTIME PAYMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>11.1 Status quo - This is compensation to workers for work done beyond\nnormal working hours and is computed daily as follows.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1.1 Ordinary Overtime\u003C\u002Fp>\n\n\u003Cp>Status quo - Extra hours worked during ordinary days shall be paid at time\nand half, i.e. normal rate plus 50%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1.2 Double Overtime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Status quo - All hours worked on a Public Holiday, Saturday, Sunday or\nemployee’s normal day of rest shall be paid at double the normal rate i.e.\nnormal rate plus 100%.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1.3 Night work\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Status quo – The employer shall pay 5% of that employee’s basic wage for\neach hour worked at night and if the hours worked are overtime hours, the 5%\nshall be calculated on the employee’s overtime rate (as specified in Section\n20 (4) of Labour Laws.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12.0.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1 Responsibility\u002FActing allowance\u003C\u002Fp>\n\n\u003Cp>Status quo - Where an employee is required to temporarily perform a job in\namore senior or higher position for a minimum of 15 days within one calendar\nmonth which increases the workload, he will be communicated to in writing by\nManagement. The employee shall be paid additional 30% of his monthly salary\nprorated as Responsibility allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13.0 SUBSISTENCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>13.1 An employee traveling on duty to up-country stations will be entitled\nto the following payments:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>13.1.1 Status quo - Shall be paid fare to and from the station by the\neffective means of transport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.1.2 Shall be paid out of station allowance per day as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Category\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>In the Country TSHS\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Heads of Departments\u003C\u002Ftd>\n      \u003Ctd>60,000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Senior Staff\u002FManagers\u003C\u002Ftd>\n      \u003Ctd>50,000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Supervisors\u003C\u002Ftd>\n      \u003Ctd>45,000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Technicians\u002Fothers\u003C\u002Ftd>\n      \u003Ctd>40,000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14.0 ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>14.1 Status quo - Bonus shall be paid to the workers according to\nperformance of the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15.0 TERMINATION OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>15.1 Status quo - Termination of service shall means discontinuation of\nservice of an employee by the employer or by the employee through giving a\nnotice or absconding.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16.0 NOTICE\u003C\u002Fh2>\n\n\u003Cp>16.1 The employer\u002Femployee shall write a letter for the action stating\nelaborately the reasons for termination with a copy to the Union Field Branch\nCommittee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.2 The employer\u002Femployee shall give 30 days notice or payment of one\nmonth’s basic salary in lieu of the notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.0 TERMINAL BENEFITS ON TERMINATION OF EMPLOYMENT BY EMPLOYER ON GROUNDS\nOTHER THAN DISCIPLINARY ACTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.1 Payment shall be:-\u003C\u002Fp>\n\n\u003Cp>17.1.1 Status quo - One month’s gross salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>17.1.2 Status quo - Payment of any leave days accrued\u003C\u002Fp>\n\n\u003Cp>17.1.3 Status quo - Any salary due to the day of termination\u003C\u002Fp>\n\n\u003Cp>17.1.4 Status quo - Facilitation, assistant of Social Security Fund (NSSF)\nand other Pension’s Scheme’s benefits.\u003C\u002Fp>\n\n\u003Cp>17.1.5 Status quo - Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>17.1.6 Status quo - Handshake allowance of 2 month current gross salary for\neach year of service up to a maximum of 15 years.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>17.1.7 Severance pay as defined by the Employment and Labour Relations Act\n2004 Section 42.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.1.8 The Terminated Employee shall be paid his terminal Benefits before or\non the last day of work. Failure to that the Terminated employee shall continue\nreceiving salaries with other benefits until the date when his\u002Fher benefits\nshall be paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18.0 REDUNDANCY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.1 Status quo - This shall mean discontinuation of employee’s service\nthrough reduction of Company labour force after necessity to o so has been\nestablished an mutually agreed.\u003C\u002Fp>\n\n\u003Cp>18.2 Status quo - Both parties i.e. employer and employee’s Trade Union\nmust do their best to make sure this does not happen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.3 The Management shall do the following before any redundancy\u002F\nRetrenchment exercise takes place:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.3.1 Explain clearly in writing to the Union two month’s prior to the\nimplementation of the intending exercise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.3.2 Spell out the number of employees to be affected.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.4 Criteria for Redundancy\u002FRetrenchment\u003C\u002Fp>\n\n\u003Cp>18.4.1. Both parties must agree on the criteria for exercise centering on\nthe following:-\u003C\u002Fp>\n\n\u003Cp>18.4.1.1 First in Last out (FILO) method\u003C\u002Fp>\n\n\u003Cp>18.4.1.2 Voluntary redundancy\u002Fdeparture\u003C\u002Fp>\n\n\u003Cp>18.4.1.3 Weaker performer\u003C\u002Fp>\n\n\u003Cp>18.4.1.4 The Management shall prepare the list and inform the Union field\nbranch.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19.0 REDUNDANCY RETRENCHMENT TERMINAL BENEFITS\u003C\u002Fh2>\n\n\u003Cp>19.1 The company shall pay the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.2 Status quo - One month notice to the employee or payment of one months\nsalary in lieu thereof\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.3 Status quo - Two (2) months gross salary for each year worked up to a\nmaximum of 10 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.4 Status quo - Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.5 Status quo - Shall be paid travel meal allowance per employee plus\nhusband\u002Fwife and 4 dependants at the ruling rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.6 To pay severance allowance at the rate of 20 days for each year of\nservice for a maximum of 20 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20.0 BURIAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>20.1 ON DEATH OF AN EMPLOYEE\u003C\u002Fp>\n\n\u003Cp>20.1.1 Status quo - The Company shall meet the costs of coffin and sanda\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.1.2 Status quo – Payment of any leave due to the deceased.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.1.3 Status quo – One month’s gross salary as condolence to the\nbereaved Family\u002Fdependants.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.1.4 Severance pay as per clause 19.1.5 of this Collective Bargaining\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.1.5 Status quo – Facilitation of NSSF pension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.1.6 Status quo – Company shall provide transport to the place of\nburial\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.2 ON DEATH OF DEPENDANTS\u003C\u002Fp>\n\n\u003Cp>Status quo – Dependants shall be restricted to the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.2.1 Status quo – Husband or wife\u003C\u002Fp>\n\n\u003Cp>20.2.2 Children under 18 years or still dependant\u003C\u002Fp>\n\n\u003Cp>20.2.3 Status quo – Father or mother\u003C\u002Fp>\n\n\u003Cp>20.2.4 Status quo – Father in-law or mother in-law\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.2.5 Status quo – The Company meets the following costs in respect of\nthe death of the above mentioned dependants:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.2.5.1 Status quo – Coffin and sanda\u003C\u002Fp>\n\n\u003Cp>20.2.5.2 Status quo – Transport up to the place of burial\u003C\u002Fp>\n\n\u003Cp>20.2.5.3 Status quo – One month’s gross salary as condolence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21.0 RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.1 Status quo – The compulsion retirement age is 60 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.2 Status quo – Handshake allowance shall be 2 months gross salary for\neach year of service up to a maximum of 15 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.3 Status quo – Other benefits shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.3.1 Status quo – One month’s gross salary\u003C\u002Fp>\n\n\u003Cp>21.3.2 Status quo – Payment of any leave due\u003C\u002Fp>\n\n\u003Cp>21.3.3 Status quo – Payment of salary due upto the date of retirement\u003C\u002Fp>\n\n\u003Cp>21.3.4 Status quo – Repatriation allowance i.e. transportation costs for\nthe employee, his\u002Fher family and personal effects upto the place of\ndomicile.\u003C\u002Fp>\n\n\u003Cp>21.3.5 Status quo – Severance allowance at the rate of seven days gross\nsalary per year of service multiplied by the number of years of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.3.6 Status quo – Facilitation of NSSF Pension benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22.0 EARLY VOLUNTARY RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.1 Provided an employee has served the company for at least 10 years and\nis 55 years of age may apply for Early Retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.2 Status quo – The employee shall give 3 months notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.3 Status quo – The employee shall be paid leave days accrued.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.4 Status quo – The employee shall be paid gross salary to the day of\nretirement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.5 Status quo – Facilitation, assistance of Social Security Fund (NSSF)\nand other Pension Scheme’s benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.6 Status quo – Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>22.7 Status quo – Handshake allowance of two months of gross salary for\nevery year of service up to a maximum of 5 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23.0 TERMINATION OF SERVICE ON MEDICAL GROUNDS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.1 Status quo – This is discontinuation of service as a result of\nill-health, physical or mental incapacitation as approved by a recognized\nMedical Board\u002Fgovernment Hospital. The employer may seek another opinion from\nanother doctor or Medical Institution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2 Status quo – Termination shall be as per the provisions of the\nemployment Labour Regulation Act of 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.3 Status quo – Handshake allowance of two months of gross salary for\nevery year of service up to a maximum of 5 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.4 The terminated employees shall be paid his\u002Fher terminal benefit before\nor on the last day of work. Failure of which the terminated shall continual\nreceiving monthly salaries and other employment benefits until the date when\nfinal benefits shall be paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24.0 SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>24.1 Status quo – Sick leave shall be computed as per the Employment\nLabour Regulation Act of 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.2 Status quo – When an employee exhausts the sick leave and sickness\ncontinues, his\u002Fher service may be terminated on medical grounds and be entitled\nto payments of terminal benefits as stipulated in 17.0 to 23.3 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25.0 LEAVE ENTITLEMENTS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.1 Status quo – Leave Accrual\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.1.1Status quo – No leave shall be accumulated for more than two years,\nunless at the request and agreement of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.1.2 Status quo – Any employee who proceeds on leave shall be paid\nhis\u002Fher gross salary in advance only if the pay day falls during the leave\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.1.3 Status quo – If an employee wishes to go on leave he shall make an\napplication on the prescribed form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.1.4 Status quo – Employee shall not pay employee an amount of money in\nsubstitution of the annual leave to which employee agree to such payment (as\nspecified in section 31(7) of labour laws).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.2 Leave Travel\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>25.2.1 Status quo – Annual leave may be granted on application. The\nCompany shall bear travel costs as listed below.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.2.1.1 Status quo – The employees proceeding on leave shall be entitled\nfare of T.shs 250,000\u002F= for each annual leave and to be reviewed\naccordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.3 Maternity\u002FPaternity Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>25.3.1 Status quo – A female employee shall be entitled to 84 calendar\ndays leave on full pay once in every three years\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>25.3.2 In case of illness which arises as a result of pregnancy and results\nin a female employee being temporarily incapable of performing her duties, such\nan employee shall be entitled to sick leave in accordance with the provisions\nof this agreement on recommendation of a Medical Doctor\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>25.3.3 Status quo – Female employees will be allowed two hours for breast\nfeeding for 12 months after maternity leave\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>25.3.4 Status quo – Male employees will be entitled to paternity leave of\nseven calendar days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.4 Compassionate Leave \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee shall be entitled to 5 working days leave which is not deducted\nfrom annual leave. Compassionate leave shall be granted upon death of spouse,\nfather\u002Fmother, direct brother\u002Fsister and direct dependant.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26.0 MEDICAL SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>26.1 Status quo – The company shall bear medical costs at Fee Paying wards\nand\u002For clinics to all employees, their spouses and own\u002Flegal adopted children\nup to a maximum of 4 children of not more than 18 years old. Except for\nchildren above 18 years who are dependants of their parents for reasons of\npursuing school. This will be applicable to identified Hospitals except in\nemergency cases the employer shall reimburse 100% of medical costs provided\nthat the costs have been communicated to the company with collaterals\n(evidence).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>26.2 Status quo – An employee referred to a distant hospital within\nTanzania which is out of his or her place of work or stay shall be paid\ntransport\u002Ffare only to and from the hospital. The company shall also pay for\ntreatment expenses, accommodation and meals.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27.0 ACCIDENTS COMPENSATION AND DEATH BENEFITS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>27.1Status quo – Coverage and Policy – as per East African Elevator\nCompany Limited insurance policy on workmen’s Compensation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>27.2Status quo – All accidents encountered by employees at any time shall\nbe reported immediately, provided that those occurring at work places shall be\nreported first to the employer and those occurring at different place during\nexecution of official duty shall be reported to the police or other authority\nnearby.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28.0 LOANS, TYPES, ELIGIBILITY AND REPAYMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.1 Status quo – The Company may provide loan to permanent employees\nafter considering the financial position of the company and the ability of the\nemployee to repay the loan amount.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.2 Type of loans that may be accessed:\u003C\u002Fp>\n\n\u003Cp>28.2.1 Status quo – Motor vehicle\u003C\u002Fp>\n\n\u003Cp>28.2.2 Status quo – Motor cycle\u003C\u002Fp>\n\n\u003Cp>28.2.3 Status quo – Bicycle\u003C\u002Fp>\n\n\u003Cp>28.2.4 Status quo - School fees\u003C\u002Fp>\n\n\u003Cp>28.2.5 Status quo - Furniture\u003C\u002Fp>\n\n\u003Cp>28.2.6 Status quo - Building materials.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.3 Status quo – Repayment period –s shall be up to 12 months and in\nspecial cases extended to 24 months as long as the deductions are not more than\n2\u002F3 of his\u002Fher net salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29.0 PROTECTIVE CLOTHING\u002FUNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>29.1Status quo – Management shall provide suitable or appropriate\nprotective clothing to relevant employees effective by 6th month of the\nfinancial year and this is two pairs per year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30.0 LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>30.1 The Company shall give long service award to employees on completing\ncontinued service of 10 to 25 years respectively, whereby the award values will\nbe as follow:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 years of serviceTshs 1,000,000\u002F=\u003C\u002Fp>\n\n\u003Cp>15 years of service Tshs 1,500,000\u002F=\u003C\u002Fp>\n\n\u003Cp>20 years of service Tshs 2,000,000\u002F=\u003C\u002Fp>\n\n\u003Cp>25 years of serviceTshs 2,500,000\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Management and the Union shall meet to make arrangement in awarding the\ndeserving employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>30.2 Best Workers Awards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>30.2. 1 Status quo – There shall be a system of selecting and awarding the\nworkers annually as may be set up and best decided by the Management and the\nField Trade Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>30.2.2 Status quo – The Management and Union at Branch level shall\ndetermine on best worker. The annual best worker shall be awarded not less than\nTshs 500,000\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>30.2.3 Status quo – The best workers shall be awarded at May Day\nCelebrations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31.0 CERTIFICATES OF SERVICE AND RECORD REQUIRED\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>31.1 Status quo – On termination of service, employees shall be issued\nwith a certificate of service with the following information stated:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>31.1.1 Status quo – Name of Employer\u003C\u002Fp>\n\n\u003Cp>31.1.2 Status quo – Name of Employee\u003C\u002Fp>\n\n\u003Cp>31.1.3 Status quo – Nature of Duty\u003C\u002Fp>\n\n\u003Cp>31.1.4 Status quo – Date of Engagement\u003C\u002Fp>\n\n\u003Ch2>32.0 GRIEVANCE SETTLEMENT AND PROCEDURES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>32.1 Status quo – Where either party to this agreement is not in agreement\nwith an action by the other on matters of concern to Industrial Relations in\nthe Company, or where either party feels that the other is acting contrary to\nprovisions of this Agreement, the party so dissatisfied shall seek the\nassistance of the Commission for Medication and Arbitration or Labour court.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>32.2 Status quo – However, before a party takes the action discussed under\nthe preceding paragraph, it shall give notice to the other of the intention to\ndo so. This notice shall not be less than 21 days and shall give a brief\nexplanation of the grounds of discontent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33.0 AMENDMENT AND PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>33.1 Status quo – Any clause and or provision within this agreement may be\namended or modified at the request of either party, provided always that the\nparty so seeking amendment shall give written notice of not less than 3 months\nto the other of the intention to do so and that such amendment shall be\nmutually discussed and agreed by the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34.0 EFFECTIVE DATE, DURATION\u003C\u002Fh2>\n\n\u003Cp>34.1 This Agreement comes into force on\n…………..……………………. and shall run for 2 years up to\n………………………….………………….\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>34.2 Status quo - Notwithstanding paragraph 34.1 this Agreement shall stand\neffective until replaced by another.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>34.3 Status quo – Parties undertake to effect negotiations on a new\nAgreement 3 months before expiry of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>34.4 The Parties hereto have set their hands in Dar es Salaam on this\n…………………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the presence of subscribing witnesses:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>EAST AFRICAN ELEVATOR\u003C\u002Fp>\n\n\u003Cp>COMPANY LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUSTIN A. LYATUU\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\u002FDIRECTORBUHARI R. SEMVUA\u003C\u002Fp>\n\n\u003Cp>DEPUTY SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>COMMUNICATION ANDTRANSPORT WORKERS UNION OF TANZANIA “ COTWU (T)”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HAMIS MAPUA\u003C\u002Fp>\n\n\u003Cp>EAST AFRICAN ELEVATOR COMPANY LTD\u003C\u002Fp>\n\n\u003Cp>COTWU (T) FIELD BRANCH CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witnessed by:\u003C\u002Fp>\n\n\u003Cp>EAST AFRICAN ELEVATOR\u003C\u002Fp>\n\n\u003Cp>COMPANY LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witnessed by:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>VICTOR B. MSAKI\u003C\u002Fp>\n\n\u003Cp>OFFICE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NATHALIS F. GWADA\u003C\u002Fp>\n\n\u003Cp>EAST AFRICAN ELEVATOR COMPANY LTD\u003C\u002Fp>\n\n\u003Cp>COTWU (T) FIELD BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated this ………………….. day of ………..……..\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\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var d=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",m=\"body\",p=\"&\",s=\"&ci=\",t=\",\",u=\"?\",v=\"Content-Type\",w=\"Microsoft.XMLHTTP\",x=\"Msxml2.XMLHTTP\",y=\"POST\",z=\"application\u002Fx-www-form-urlencoded\",A=\"img\",B=\"input\",C=\"load\",D=\"oh=\",E=\"on\",F=\"pagespeed_url_hash\",G=\"url=\";f.pagespeed=f.pagespeed||{};var H=f.pagespeed,I=function(a,b,c){this.c=a;this.e=b;this.d=c;this.b=this.f();this.a={}};I[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[m].clientHeight,width:f.innerWidth||g[h].clientWidth||g[m].clientWidth}};I[l].g=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[m].parentNode||g[m]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[m].parentNode||g[m]).scrollLeft)}};I[l].h=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.g(a);var b=a.top.toString()+t+a.left.toString();if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};I[l].i=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(x)}catch(c){try{b=new ActiveXObject(w)}catch(e){}}if(!b)return!1;b.open(y,this.c+(-1==this.c.indexOf(u)?u:p)+G+d(this.e));b.setRequestHeader(v,z);b.send(a);return!0};I[l].k=function(){for(var a=[A,B],b=[],c={},e=0;e\u003Ca[k];++e)for(var q=g.getElementsByTagName(a[e]),n=0;n\u003Cq[k];++n){var r=q[n].getAttribute(F);r&&(q[n].getBoundingClientRect&&this.h(q[n]))&&!(r in c)&&(b.push(r),c[r]=!0)}if(0!=b[k]){a=D+this.d;a+=s+d(b[0]);for(e=1;e\u003Cb[k];++e){c=t+d(b[e]);if(131072\u003Ca[k]+c[k])break;a+=c}H.criticalImagesBeaconData=a;this.i(a)}};H.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(E+b,c);else{var e=a[E+b];a[E+b]=function(){c.call(this);e&&e.call(this)}}};H.l=function(a,b,c){var e=new I(a,b,c);H.j(f,C,function(){f.setTimeout(function(){e.k()},0)})};H.criticalImagesBeaconInit=H.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-east-african-elevator-company-limited-and-communication-and-transport-worker-s-union-of-tanzania\u002Fcollective-bargaining-agreement-between-east-african-elevator-company-limited-and-communication-and-transport-worker-s-union-of-tanzania\u002Fannotate','SkBrK9JthN');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            \n            ",{"hourspday_select":44,"paidmaternityleaveduration":48,"WAGES_determined":52,"ONCERISE_trigger":56,"maternity_nursing_breaks_duration":60,"dayspweek":64,"childcare":68,"shiftallowanceperc1":72,"equalityotherclause":76,"nursingmothers":80,"hourspday":82,"funeralpay":84,"WORKFAM_trigger":88,"contracttrialperiod":90,"maternityotherclause":94,"pensionfund":98,"OVERTIME_trigger":102,"healthcareaccess":106,"healthinsurance":110,"COMMUTE_trigger":114,"SUNDAY_trigger":118,"ANNLEAVE_trigger":122,"maternity_nursing_breaks_length":126,"healthandsafetypolicy":128,"contracttrial":132,"sicknesspay":134,"dayspweek_select":138,"SCHEDULE_trigger":140,"paidpaternityleave":142,"schedulesrestpw":146,"NOCTPREM_trigger":148,"healthcareaccessrelatives":150,"SENIOR_trigger":153,"paidmaternityleave":157,"contractseverancepay":159,"PAIDLEAV_trigger":163},{"bindId":45,"name":46,"text":47},"hourspday_select","8.2 Status quo - Work shall commence at ","8.2 Status quo - Work shall commence at 8.00 hours to 17.00 hours and lunch\nbreak shall be between 13.00 hours to 14.00hours. However timing schedule of\nwork will change for those employees under shift work.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","25.3.1 Status quo – A female employee sh","25.3.1 Status quo – A female employee shall be entitled to 84 calendar\ndays leave on full pay once in every three years",{"bindId":53,"name":54,"text":55},"WAGES_determined","6.1 A person may take up employment\u002Fbe r","6.1 A person may take up employment\u002Fbe recruited by the Employer on a\nspecific written contract of service mutually agreed.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","14.1 Status quo - Bonus shall be paid to","14.1 Status quo - Bonus shall be paid to the workers according to\nperformance of the company.",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_duration","25.3.3 Status quo – Female employees wil","25.3.3 Status quo – Female employees will be allowed two hours for breast\nfeeding for 12 months after maternity leave",{"bindId":65,"name":66,"text":67},"dayspweek","8.1 Status quo - The Company shall have ","8.1 Status quo - The Company shall have five working days per week with a\ntotal of 45 working hours, Sunday and Public holidays shall be treated as rest\ndays.",{"bindId":69,"name":70,"text":71},"childcare","An employee shall be entitled to 5 worki","An employee shall be entitled to 5 working days leave which is not deducted\nfrom annual leave. Compassionate leave shall be granted upon death of spouse,\nfather\u002Fmother, direct brother\u002Fsister and direct dependant.",{"bindId":73,"name":74,"text":75},"shiftallowanceperc1","Status quo – The employer shall pay 5% o","Status quo – The employer shall pay 5% of that employee’s basic wage for\neach hour worked at night and if the hours worked are overtime hours, the 5%\nshall be calculated on the employee’s overtime rate (as specified in Section\n20 (4) of Labour Laws.",{"bindId":77,"name":78,"text":79},"equalityotherclause","5.22 “Gender” Status quo – Gender Shall ","5.22 “Gender”\n\nStatus quo – Gender Shall include or apply to both male female and\ngenders, unless specifically applied.",{"bindId":81,"name":62,"text":63},"nursingmothers",{"bindId":83,"name":46,"text":47},"hourspday",{"bindId":85,"name":86,"text":87},"funeralpay","20.1 ON DEATH OF AN EMPLOYEE 20.1.1 Stat","20.1 ON DEATH OF AN EMPLOYEE\n\n20.1.1 Status quo - The Company shall meet the costs of coffin and sanda\n\n\n\n20.1.2 Status quo – Payment of any leave due to the deceased.\n\n\n\n20.1.3 Status quo – One month’s gross salary as condolence to the\nbereaved Family\u002Fdependants.\n\n\n\n20.1.4 Severance pay as per clause 19.1.5 of this Collective Bargaining\nAgreement.\n\n\n\n20.1.5 Status quo – Facilitation of NSSF pension.\n\n\n\n20.1.6 Status quo – Company shall provide transport to the place of\nburial",{"bindId":89,"name":50,"text":51},"WORKFAM_trigger",{"bindId":91,"name":92,"text":93},"contracttrialperiod","Status quo –Whereby an employee takes em","Status quo –Whereby an employee takes employment on permanent and\npensionable terms. This is the type of employment in which a person can work up\nto a certain age specified by the Laws of the Country with qualification or end\nof service benefits also attached to a certain number of years of service in\nthe employment of the employer. However employees who are engaged under this\ntype of contract shall first be appointed on probation period which shall not\nexceed six months.",{"bindId":95,"name":96,"text":97},"maternityotherclause","25.3.2 In case of illness which arises a","25.3.2 In case of illness which arises as a result of pregnancy and results\nin a female employee being temporarily incapable of performing her duties, such\nan employee shall be entitled to sick leave in accordance with the provisions\nof this agreement on recommendation of a Medical Doctor",{"bindId":99,"name":100,"text":101},"pensionfund","Status quo - Shall mean work rules and o","Status quo - Shall mean work rules and or regulations, hour and places of\nwork. Leave packages, travel concessions, meals and other catering concessions,\npensions and other related retirement emoluments that may be agreed upon\nbetween the parties from time to time and or Regulations relevant to these\nfacilities in the Country.",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","11.1 Status quo - This is compensation t","11.1 Status quo - This is compensation to workers for work done beyond\nnormal working hours and is computed daily as follows.\n\n\n\n11.1.1 Ordinary Overtime\n\nStatus quo - Extra hours worked during ordinary days shall be paid at time\nand half, i.e. normal rate plus 50%.\n\n\n\n11.1.2 Double Overtime\n\nStatus quo - All hours worked on a Public Holiday, Saturday, Sunday or\nemployee’s normal day of rest shall be paid at double the normal rate i.e.\nnormal rate plus 100%.",{"bindId":107,"name":108,"text":109},"healthcareaccess","26.1 Status quo – The company shall bear","26.1 Status quo – The company shall bear medical costs at Fee Paying wards\nand\u002For clinics to all employees, their spouses and own\u002Flegal adopted children\nup to a maximum of 4 children of not more than 18 years old. Except for\nchildren above 18 years who are dependants of their parents for reasons of\npursuing school. This will be applicable to identified Hospitals except in\nemergency cases the employer shall reimburse 100% of medical costs provided\nthat the costs have been communicated to the company with collaterals\n(evidence).\n\n\n\n26.2 Status quo – An employee referred to a distant hospital within\nTanzania which is out of his or her place of work or stay shall be paid\ntransport\u002Ffare only to and from the hospital. The company shall also pay for\ntreatment expenses, accommodation and meals.",{"bindId":111,"name":112,"text":113},"healthinsurance","27.1Status quo – Coverage and Policy – a","27.1Status quo – Coverage and Policy – as per East African Elevator\nCompany Limited insurance policy on workmen’s Compensation.",{"bindId":115,"name":116,"text":117},"COMMUTE_trigger","13.1.1 Status quo - Shall be paid fare t","13.1.1 Status quo - Shall be paid fare to and from the station by the\neffective means of transport.",{"bindId":119,"name":120,"text":121},"SUNDAY_trigger","Status quo - All hours worked on a Publi","Status quo - All hours worked on a Public Holiday, Saturday, Sunday or\nemployee’s normal day of rest shall be paid at double the normal rate i.e.\nnormal rate plus 100%.",{"bindId":123,"name":124,"text":125},"ANNLEAVE_trigger","25.2.1 Status quo – Annual leave may be ","25.2.1 Status quo – Annual leave may be granted on application. The\nCompany shall bear travel costs as listed below.\n\n\n\n25.2.1.1 Status quo – The employees proceeding on leave shall be entitled\nfare of T.shs 250,000\u002F= for each annual leave and to be reviewed\naccordingly.",{"bindId":127,"name":62,"text":63},"maternity_nursing_breaks_length",{"bindId":129,"name":130,"text":131},"healthandsafetypolicy","29.1Status quo – Management shall provid","29.1Status quo – Management shall provide suitable or appropriate\nprotective clothing to relevant employees effective by 6th month of the\nfinancial year and this is two pairs per year.",{"bindId":133,"name":92,"text":93},"contracttrial",{"bindId":135,"name":136,"text":137},"sicknesspay","24.1 Status quo – Sick leave shall be co","24.1 Status quo – Sick leave shall be computed as per the Employment\nLabour Regulation Act of 2004.\n\n\n\n24.2 Status quo – When an employee exhausts the sick leave and sickness\ncontinues, his\u002Fher service may be terminated on medical grounds and be entitled\nto payments of terminal benefits as stipulated in 17.0 to 23.3 above.",{"bindId":139,"name":66,"text":67},"dayspweek_select",{"bindId":141,"name":66,"text":67},"SCHEDULE_trigger",{"bindId":143,"name":144,"text":145},"paidpaternityleave","25.3.4 Status quo – Male employees will ","25.3.4 Status quo – Male employees will be entitled to paternity leave of\nseven calendar days.",{"bindId":147,"name":66,"text":67},"schedulesrestpw",{"bindId":149,"name":74,"text":75},"NOCTPREM_trigger",{"bindId":151,"name":108,"text":152},"healthcareaccessrelatives","26.1 Status quo – The company shall bear medical costs at Fee Paying wards\nand\u002For clinics to all employees, their spouses and own\u002Flegal adopted children\nup to a maximum of 4 children of not more than 18 years old. Except for\nchildren above 18 years who are dependants of their parents for reasons of\npursuing school. This will be applicable to identified Hospitals except in\nemergency cases the employer shall reimburse 100% of medical costs provided\nthat the costs have been communicated to the company with collaterals\n(evidence).",{"bindId":154,"name":155,"text":156},"SENIOR_trigger","30.1 The Company shall give long service","30.1 The Company shall give long service award to employees on completing\ncontinued service of 10 to 25 years respectively, whereby the award values will\nbe as follow:-\n\n\n\n10 years of serviceTshs 1,000,000\u002F=\n\n15 years of service Tshs 1,500,000\u002F=\n\n20 years of service Tshs 2,000,000\u002F=\n\n25 years of serviceTshs 2,500,000\u002F=\n\n\n\nThe Management and the Union shall meet to make arrangement in awarding the\ndeserving employees.",{"bindId":158,"name":50,"text":51},"paidmaternityleave",{"bindId":160,"name":161,"text":162},"contractseverancepay","17.1.7 Severance pay as defined by the E","17.1.7 Severance pay as defined by the Employment and Labour Relations Act\n2004 Section 42.",{"bindId":164,"name":124,"text":165},"PAIDLEAV_trigger","25.2.1 Status quo – Annual leave may be granted on application. The\nCompany shall bear travel costs as listed below.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA East Africa Elevators -\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\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Engineering activities and related technical consultancy\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                        East Africa Elevators\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTWUT - Muungano wa Wafanyakazi wa Usafiri na Mawasiliano wa Tanzania\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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: → 5 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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TZS 250000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → TZS 1000000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[171],{"title":37,"slug":33},[173],{"type":174,"data":175},"call_to_action_body_block",{"title":176,"description":177,"variant":178,"link":179},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":176,"url":180,"description":176,"rel":181,"type":182},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[184],{"type":174,"data":185},{"title":176,"description":177,"variant":178,"link":186},{"title":176,"url":180,"description":176,"rel":181,"type":182},[]]