[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-lsg-sky-chefs-branch-and-the-management-of-lsg-sky-chefs-and-conservation-hotels-domestic-and-social-services-union-chodawu---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":173,"content_type_view":174,"extra_breadcrumbs":175,"body":177,"body_blocks":188,"related_pages":192},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":171,"translations":172},{"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-lsg-sky-chefs-branch-and-the-management-of-lsg-sky-chefs-and-conservation-hotels-domestic-and-social-services-union-chodawu---2014","03a5032e-de1f-11e5-99e6-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-lsg-sky-chefs-branch-and-the-management-of-lsg-sky-chefs-and-conservation-hotels-domestic-and-social-services-union-chodawu---2014\u002Fcollective-bargaining-agreement-between-lsg-sky-chefs-branch-and-the-management-of-lsg-sky-chefs-and-conservation-hotels-domestic-and-social-services-union-chodawu---2014\u002F","Collective Bargaining Agreement between LSG Sky Chefs (Branch and the Management of LSG Sky Chefs) and Conservation, Hotels, Domestic and Social Services Union (CHODAWU) - 2014","TZA LSG Sky Chefs - 2014","Tanzania - TZA LSG Sky Chefs - 2014","TZA LSG Sky Chefs - 2014 - Hospitality, catering, tourism",{"name":41,"data":42},"CHODAWU vs LSG SKY CHEFS.html - 2014.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>CONSERVATION, HOTELS, DOMESTIC AND SOCIAL SERVICES UNION (CHODAWU) LSG SKY\nCHEFS- BRANCH AND THE MANAGEMENT OF LSG SKY CHEFS - 2014\u003C\u002Fh1>\n\n\u003Ch2>1. INTRODUCTION:\u003C\u002Fh2>\n\n\u003Cp>We the conservation, Hotels, Domestic, Social Services and Consultancy\nWorkers Union, (CHODAWU) referred to hereinafter as \"the Union\" and the\nmanagement of LSG Sky Chefs referred to hereinafter as “the employer”,\ncertify by words and signatures that we have willingly \"agreed on the following\nin this collective bargaining contract:\u003C\u002Fp>\n\n\u003Ch2>2. RECOGNITION:\u003C\u002Fh2>\n\n\u003Cp>2.1 The management recognizes CHODAWU, (the union) as the workplace\nrepresentatives, representing the entire staff of LSG Sky Chefs LTD\u003C\u002Fp>\n\n\u003Cp>2.2 CHODAWU on the other hand, recognizes LSG Sky Chefs as the only employer\nwho has the authority to employ, instruct and lead all employee's of LSG Sky\nChefs.\u003C\u002Fp>\n\n\u003Ch2>3. COVERAGE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>3.1 This contract covers all Union members and is extended to non members,\nemployed by LSG Sky Chefs LTD.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunionsign\">\u003Cp>3.2 This contract does not cover the employees who are employed as,\ntemporary contract, and senior management employees The senior management can\nbe members and contribute to the Union, but shall not be part of the bargaining\nunit.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. EFFECTIVE DATEANDDURABILITY OF THIS CONTRACT:\u003C\u002Fh2>\n\n\u003Cp>4.1 Both Parties agree that this contract starts effective 01April 2014, and\nwill last up to 31 March 2016 Any party that wishes to change any of the\ncontents of this contract must give the counter part one month prior notice and\nthe reasoning behind. The proposed change(s) will be subject to discussion\nbetween the Parties to this contract.\u003C\u002Fp>\n\n\u003Cp>4.2 These changes will be amended upon renewal of this contract.\u003C\u002Fp>\n\n\u003Cp>4.3 The contract will expire upon substitution by new contract properly\nsigned by both parties and registered by the Labour court, otherwise it will be\nrespected.\u003C\u002Fp>\n\n\u003Cp>4 4 It was agreed that all future contracts will start from the 01 April of\nany given year.\u003C\u002Fp>\n\n\u003Ch2>5. EMPLOYMENT STATUS:\u003C\u002Fh2>\n\n\u003Cp>5.1Employees of LSG Sky Chefs will be paid on permanent basis after the\nprobation period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>An employee will be on probation for three months before permanent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.2 Temporary employment shall not last more than three months of employment\nand should only be for emergency situations. Those on fixed term contract,\nhired for specific assignment requiring special skills are not subject to this\nprovision. The duration and end of their assignment depends on the pre-agreed\ncommencement and expiry dates.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>5.3 Staff that are promoted will be on a probationary period for three\nmonths. On completion of the probationary period the promoted staff will be\nevaluated by Management and if successful they will be entitled to a salary\nreview. If the promoted person does not successfully complete the probationary\nperiod, then he\u002Fshe will be reinstated back to his\u002Fher previous position.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>6.1 When an employee is required to temporarily act in a position different\nto his job\u003C\u002Fp>\n\n\u003Cp>description, an acting allowance will be payable as per Managements\ndiscretion, provided that the Employee takes total responsibility for the post\nover a period of not less than ten (10) days. This arrangement should be agreed\nupon in writing between the Employer and Employeein advance.\u003C\u002Fp>\n\n\u003Ch2>7. TERMINATION\u003C\u002Fh2>\n\n\u003Cp>7.1In any event of termination, the following should be considered:\u003C\u002Fp>\n\n\u003Cp>Time in employment:....Termination Notice:....Payment in Lieu of notice\u003C\u002Fp>\n\n\u003Cp>- Six month and above ..Two month................Two months\u003C\u002Fp>\n\n\u003Cp>7.2 Terminated staff will be entitled to receive the following benefits:\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\u003C\u002Fp>\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>7.3 An employee wishes to stop his \u002F her employment will follow the terms as\nper CAP 7.1 of this contract.\u003C\u002Fp>\n\n\u003Ch2>8. RETRENCHMENT\u003C\u002Fh2>\n\n\u003Cp>8.1Both sides agree on punctuality and responsibility of restricting\nexisting workforce to retrenchments.\u003C\u002Fp>\n\n\u003Cp>8.2 Retrenchment should take place after the management of LSG Sky Chefs\nconsults the CHODAWU branch and regional level for solution other than\nretrenchment.\u003C\u002Fp>\n\n\u003Cp>8.3 If the solution as in CAP 8.2 fails, the FILO system (first in last out)\nshall be applied\u003C\u002Fp>\n\n\u003Cp>8.4 Retrenched employees shall receive first preference should a position\nbecome vacant within the two years of retrenchment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>8 5 The retrenched employees will be paid as follows -\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\u003C\u002Fp>\n\n\u003Cp>b. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age provided they are still at school, recognized by\nthe employer, to the domicile.\u003C\u002Fp>\n\n\u003Cp>c. Transport of belongings not more than five tons.\u003C\u002Fp>\n\n\u003Cp>d. Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. SALARY AND SALARY INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Both Parties have agreed Tsh 1500,000 ( one million and five hundred\nthousand as the minimum wages for the next two years \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9 1 Salaries for all other employees will be upgraded based on such factors\nas: positions held in the organization, number of years in service, performance\nrating and qualification. Therefore, the exact percentage increase for each\nStaff will depend on the above factors.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>9.2 Salary increase will be once in two years time and will commence on the\n1 April of each year\u003C\u002Fp>\n\n\u003Cp>9.3 All future increments will depend on the employer's business performance\nand Country’s economic performance, e.g. inflationary rates. Should the\nofficial inflation of April 2014 be above 9%, Management undertakes to do a\nsalary adjustment to counter the effect of this (ie If the inflation rate will\nbe 11%, the management will give a difference of 3% on the 01 April, 2015. If\nthe inflation rate will be below 9%, no increase will be given on the 01 April,\n2015.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>9.4 Bonus may be paid to employees based on company's business and\nindividual performance at the end of each year after management and union\nconsultation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.5 Service charge 5% of monthly sales of company will be distributed\nequally to all employees on 15th of the month\u003C\u002Fp>\n\n\u003Ch2>10. WORKING TIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>10.1 LSG Sky Chefs operation has seven working days per week. Working hours\nper week is forty hours only. It was agreed that Management should implement\nthis without increasing the current manpower structure. Holidays and public\nholidays recognized by the government will be off days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.2 Extra time exceeding forty hours per week will be compensated with\nequal time off or payments depending on agreement between employee and\nSupervisor. Payments will be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>Working days:\u003C\u002Fp>\n\n\u003Cp>Holiday as per CAP 10.1 in this contract\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>The law restrictions will be applicable in terms of excessive\novertime. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>10.3 Both sides agree to create strategies for the good result of the\ncompany LSG Sky Chefs and give training to the employees on economical strategy\nand their responsibility to boost the company's income.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.4 We agree that competent staff can create goals on implementation and\ncome up with ■ acceptable business plans.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>10.5 Night Work Allowance: An Employee shall be paid 25% of his\u002Fher per\nhourly wage for each hour worked at night between 20h00 and 06h00.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11 RETIREMENET\u003C\u002Fh2>\n\n\u003Cp>'We agree that the retirement age will be sixty years (60). An Employee who\nhas been diagnosed unfit for work by the Company Physician recognized by the\nGovernment will be categorized as being terminally ill and therefore will\nqualify for Early Retirement\u003C\u002Fp>\n\n\u003Cp>An employee ready for retirement has the right to receive six months notice\nin writing.\u003C\u002Fp>\n\n\u003Ch2>12 GRATUITY\u003C\u002Fh2>\n\n\u003Cp>12.1 An employee retiring according to CAP 11.0. will be paid thirty percent\n(30%) of His\u002F Her annual salary of his\u002Fher retiring year in service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-pensionfund\">\u003Cp>12.2 Retired staff will be paid all his statutory terminal benefits together\nwith transport as outlined here below:\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\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>\u003C\u002Fdiv>\n\n\u003Ch2>13 ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>On employment of twelve months, an employee is entitled to have thirty two\nconsecutive days paid leave (32). Any retained leave will result from an\nemployee written request to the management and accepted or request from the\nmanagement due to workforce.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>13.1 An Employee going on annual leave will be entitled to the following\nbenefits:\u003C\u002Fp>\n\n\u003Cp>a. He\u002Fshe will be paid One month basic salary.\u003C\u002Fp>\n\n\u003Cp>b. He\u002Fshe will be paid transport assistance for his\u002Fher Wife\u002FHusband\ntogether with four children under twenty one years of age, provided they are\nSchool going.\u003C\u002Fp>\n\n\u003Cp>c. The employee is bound to submit the receipts for the amount of leave\ntravel fare within one month period from the date of return from leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14 COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>• We agree that paid compassionate leave of 7 days will be granted to an\nemployee resulting from sickness of a child or spouse, bereaved by child\u002F\nfather \u002F mother \u002F sister \u002Fbrother\u002F wife \u002F husband and Grand parents.\u003C\u002Fp>\n\n\u003Cp>14.1On birth of a child, legal Father, proof should be submitted to the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>14.2 The employee shall bring in the confirmation to management within or\nimmediately after the incidence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>15.1 Employee of LSG Sky Chefs will undergo medical check up before\nemployment by the physician recognized by the employer. The employer will carry\nmedical attention to family of the employees consisting of the employee,\nwife\u002Fhusband\u002F children under twenty one years of age provided they are school\ngoing and dependant, recognized by employer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The employee shall attend medical affairs (treatments) at the Hospital under\ncontract with the employer upon presentation of employer’s sick sheet or\nmedical identity issued by the Hospital on employers request. The employer has\nthe right to carry out medical check ups any time to its staffs on his\u002Fher\ndecision.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.2 The employer will provide equipment to the employees depending on\nworking environments (needs of his\u002Fher work)\u003C\u002Fp>\n\n\u003Cp>15.3 The employer will provide uniform. The uniforms shall be provided\nannually and each employee shall receive pairs of the uniform depending on\ndepartment heads proposals.\u003C\u002Fp>\n\n\u003Cp>15.4 The employer in consultation with the Union shall make arrangement for\nchecking work place environments on routine basis. This will prevent and or\nminimize any hazards at work place.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>15.5a The employer shall avail insurance scheme to its employees. Also\ninsurance training should be established to all employees by the insurance\ncompany under contract with LSG Sky Chefs.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>15.5b In case of injury on duty the injured person will attend medical\ntreatment until recovery and paid salary payable by insurance or NSSF.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.6 HIV AIDS\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Tanzanian Government has announced HIV \u002F AIDS as a National major\nproblem disease and the government had warned everybody to be aware of the\ndisease, which does not have a cure. We LSG SKY CHEFS Dar Es Salaam Unit and\nCHODAWU and other non government organization together we join the government\nto fight on the disease so as to improve our production and prolong staffs and\ntheir family life of those who are effected with the disease. In order to\nachieve that CHODAWU and LSG SKY CHEFS Management we agree that:\u003C\u002Fp>\n\n\u003Cp>l. We shall advise staff members to check their health always.\u003C\u002Fp>\n\n\u003Cp>2. Staff who is able to reveal their HIV status will be provided with TSH.\n500,000\u002F- to help them sustain their condition. This provision will be used by\nthe Employee to empower themselves in terms of increasing the understanding of\ntheir status therefore encouraging their fellow workers.\u003C\u002Fp>\n\n\u003Cp>1. The Employer will assist to link the Infected Employee together with\nhis\u002Fher spouse and children to a NGO to provide the necessary support and\nguidance.\u003C\u002Fp>\n\n\u003Cp>2. There will be no staff who will be discriminated against due to their\ninfected status, The infected staff will continue working until they are\ncertified unfit to work by the Company Physician.\u003C\u002Fp>\n\n\u003Cp>3. In any circumstance where HIV\u002FAIDS Virus infects an employee of LSG Sky\nChefs, the company will not terminate this employee until the employee is\nincapable to perform his\u002Fher responsibility. At that point the employer will\nconsider the said employee for early retirement and pay the employee terminal\nbenefits as per CAP\u003C\u002Fp>\n\n\u003Cp>12.1 and 12.2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Sick leave will be granted depending on company physician advises and will\nbe as follows First Three months: Full monthly salary and Next Three months:\nHalf monthly salary\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>16.1 After six months as in CAP 12.0. of this contract if the employee has\nnot recovered then this staff member will be considered as retiring from\nservice and will be entitled to retirement payments as per company policy and\nthe physicians advise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Maternity leave of eighty four days for a single child and one hundred days\nfor more than one child will be of full payment and will be provided before or\nafter delivery depending on the company physician, once in 3 years and maximum\nof 4 maternity leave with one employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>17.1 After delivery, the delivered employee will be working for six hours\nfor a period of 30 days to facilitate feeding and close care of the new\nborn.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>17.2 A male employee will be entitled to 3 days paternity leave upon the\nbirth of a Child. The days should be taken within seven days of the delivery or\notherwise if agreed with Management for business operational reasons.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. CHODAWU CONTRIBUTION\u003C\u002Fh2>\n\n\u003Cp>We have agreed that all the CHODAWU Contribution deducted from its member\nand union service charges dedacted 2% of basic salary from non members will be\nsubmitted at the end of month to the general secretary as follows:-\u003C\u002Fp>\n\n\u003Cp>90% to the general secretary\u003C\u002Fp>\n\n\u003Cp>5% to the branch secretary,\u003C\u002Fp>\n\n\u003Cp>5% to Trade Union Congress of Tanzania (TUCTA),\u003C\u002Fp>\n\n\u003Ch2>19. LOANS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>The employer will grant to the employees loans whenever possible according\nto availability of funds, to help the employees in the following:\u003C\u002Fp>\n\n\u003Cp>o School fees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>o Home rebuilding after a disaster\u003C\u002Fp>\n\n\u003Cp>o Home improvement.\u003C\u002Fp>\n\n\u003Cp>o The employer may facilitate bank credit schemes in favour of Employees\nassuring repayment by monthly installments and channeling the final benefits\nthrough the bank if any for settling of any loan balances.\u003C\u002Fp>\n\n\u003Cp>19.1 The loan amount is subject to approval by the General Manager.\u003C\u002Fp>\n\n\u003Cp>19.2 The maximum time frame for the loan repayment will be twelve months\n(12). The loan amount shall not exceed three times the Employees monthly\nremuneration.\u003C\u002Fp>\n\n\u003Cp>19.3 Both Parties agree that this current practice will be replaced by Staff\nowned scheme known as Savings and Credit Cooperative Society (SACOS). However,\nit has mutually been agreed that the practice will remain applicable until the\nproposed SACOS is fully established and running.\u003C\u002Fp>\n\n\u003Ch2>20. MEALS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>20.1Meals will be provided by the employer free of charge.\u003C\u002Fp>\n\n\u003Cp>20.2 The Management will explore the possibility of providing suitable\nfruits and cold beverages aside from water whenever possible.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21. GRIEVANCE \u002F CONFLICTS PROCEDURE:\u003C\u002Fh2>\n\n\u003Cp>21.1 Any dispute may happen at work place between the employer and employee.\nSuch disputes will be executed in accordance to the provisions of Employment\nand labour relations act number 6 of 2004, code of good practice.\u003C\u002Fp>\n\n\u003Ch2>22. THE UNION:\u003C\u002Fh2>\n\n\u003Cp>22.1 The employer will provide the Trade Union access to office facilities\nas per laws CAP 8 (c) chapter 574.\u003C\u002Fp>\n\n\u003Cp>22.2 The trade union representatives together with heads of departments will\nselect the best worker from each department and an overall winner will be voted\nby the entire staff and the best worker will represent the company at the May\nDay venue.\u003C\u002Fp>\n\n\u003Cp>22.3 The over all winners will be awarded with TSH 2 000,000 (In words; Two\nmillion shillings only) by the guest of honor at the May Day venue while the\nrest will be awarded with Tshs 1000,000\u002F- (In words; One million only) each, on\nspecial occasion planned by the employer.\u003C\u002Fp>\n\n\u003Cp>22.4 The Employer and the Union will select three names of best workers of\ntrade union branch committee, and thereafter the general workers meeting will\nvote and announce one of the three to be the best “Trade Unionist\" of the\nyear. The Employer will award the Winner TZS 1000, 000.00 (In words, One\nmillion only).\u003C\u002Fp>\n\n\u003Ch2>23. LONG SERVICE AWARD:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The employer will award the Employee for five consecutive years of service\nas follows:-\u003C\u002Fp>\n\n\u003Cp>1. Employees one months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for ten consecutive years of service as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>1. Employees two months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for fifteen consecutive years of\nservice as follows;-\u003C\u002Fp>\n\n\u003Cp>1. Employees three months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock.\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for twenty consecutive years of service\nas follows:-\u003C\u002Fp>\n\n\u003Cp>1. Employees four months basic salary\u003C\u002Fp>\n\n\u003Cp>2. Wall clock.\u003C\u002Fp>\n\n\u003Cp>The employer will award the employee for twenty five consecutive years of\nservice as follows\u003C\u002Fp>\n\n\u003Cp>1 Employees five months basic salary\u003C\u002Fp>\n\n\u003Cp>2 Wall clock\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>24 LIFE INSURANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Both management and CHODAWU believe in the importance of having in place a\ncover to employee in case of unforeseen incident which may result to death of\nemployee at work or else where while in the employment of the company It is\nagreed that management and CHODAWU\u003C\u002Fp>\n\n\u003Cp>will organized life insurance cover for all employees which will be\ncontributed for by both • employee and employer on monthly basis\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. DEATH \u002F FUNERAL:-\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>We agree that on an employees death, the employer will provide with Coffin\u002F\nshroud\u002F wreath of flowers and meet all other expenses together with\ntransportation of the body to domicile, Also an employer and union will select\nfour employees to represent the company in funeral ceremony if they said the\nceremony is out of Dar es salaam regional and if ceremony is within Dar es\nsalaam regional employer will organize transport for the staff to attend\nfuneral ceremony Employer will award condolence of Tanzania shillings\n2,000,000\u002F- to the latte’s family\u003C\u002Fp>\n\n\u003Cp>The employer should also provide the following:\u003C\u002Fp>\n\n\u003Cp>a. Transport for family he\u002Fher and parents to domicile.\u003C\u002Fp>\n\n\u003Cp>b. Transport of belongings to domicile\u003C\u002Fp>\n\n\u003Cp>c. Pay all other terminal benefits as per retired employee.\u003C\u002Fp>\n\n\u003Cp>24.1 Should a spouse, die a condolence of Tanzania shillings 500,000\u002F- will\nbe paid by the Company and Tanzania shillings 2,000,000\u002F- payable by\ninsurance.\u003C\u002Fp>\n\n\u003Cp>24.2 Should a Child die a condolence of Tanzania shillings 500,000\u002F- will be\npaid by the Company and Tanzania shillings 2,000,000\u002F- payable by insurance\u003C\u002Fp>\n\n\u003Cp>24.3 Should an Employees Parent die a condolence of Tanzania shillings\n2000,000\u002F- will be paid to employee by the Company\u003C\u002Fp>\n\n\u003Cp>24.4 In case employee bereaved by parents, spouse or child out of Dar es\nsalaam the employer and union will select two employee to represent the company\nto the place of funeral ceremony and if the funeral within the Dar es salaam\nregional Employer will organize transport for staff will attend funeral\nceremony \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>MARRIAGES\u003C\u002Fp>\n\n\u003Cp>25.1 In case of marriages the company will contribute a wedding cake for its\nemployee.\u003C\u002Fp>\n\n\u003Ch2>26. STAFF TRAVEL\u003C\u002Fh2>\n\n\u003Cp>26.1 If an employee has to attend or represent the company on meeting,\nsports, seminar, and training, Labour court, etc outside the airport parameters\nthe management will pay the costs involved as per Company policy and an out of\nstation allowance of TZS 80,000.00 for local travels and USD 100 for\ninternational travel. This is subject to changes as per\u003C\u002Fp>\n\n\u003Cp>Company policy changes.\u003C\u002Fp>\n\n\u003Ch2>27. DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>27.1 The Employer and the Union recognizes that a disciplinary procedure is\nessential for the conduct of the Company's affairs and for the safety and\nwell-being of all members of staff, and the public. Disciplinary procedures\nhelp to promote fairness and order in the treatment of individuals and in the\nconduct of industrial relations.\u003C\u002Fp>\n\n\u003Cp>27.2 The key principle underlying this disciplinary code is that Employer\nand Employees should treat one another with mutual respect. It places a premium\non both employment justice and efficient operation of the business.\u003C\u002Fp>\n\n\u003Cp>27.3 While Employees should be protected from arbitrary or other unfair\nactions, the Employer is entitled to satisfactory conduct and work performance\nfrom the Employees. The procedure is therefore intended to operate in cases\nwhere it is alleged that the conduct or behavior of a member of staff falls\nbelow acceptable standards.\u003C\u002Fp>\n\n\u003Cp>27.4 All disciplinary measure should be taken in line with the code of good\npractice on Disciplinary Procedures from the section 99 of the Employment and\nLabour Relations Act of 2004 and incorporates the Cardinal principles of\nnatural justice. They also reflect to overall Company's Human Resources\npolicy.\u003C\u002Fp>\n\n\u003Cp>27.5 The Company recognizes the role, purpose, and rights of staff Trade\nUnions in the\u003C\u002Fp>\n\n\u003Cp>disciplinary process. \u003C\u002Fp>\n\n\u003Cp>27.6 Any disciplinary sanction beyond verbal warning\u002F reprimand and\ncounseling should be done having given the opportunity to the employee to make\nhis representation. For example, before issuing a written warning employee\nshould be informed of the reasons and have time to defend himself assisted by a\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>27.7 Repeated written warnings on the same misconduct and or such serious\nmisconducts that may warrant final written warning or termination or dismissal\nshould be preceded by formal hearing chaired by Senior Manager.\u003C\u002Fp>\n\n\u003Cp>27.8 Any decision made on the disciplinary process should be based on both\nprocedural and substantive fairness. The employee will have the right of appeal\nwhen aggrieved by any decision to the higher level of Management and or any\nother labour tribunals as per ELRA provisions\u003C\u002Fp>\n\n\u003Ch2>28. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>28.1 The provisions of this contract are applicable and binding to all\nEmployees of LSG Sky Chefs covered herein as per section 3 sub sections 3.1.\u003C\u002Fp>\n\n\u003Cp>28.2 Should there be any conflicting provision with any other agreements\nbetween Employees and the Employer including those in the employees’\ncontracts of employment, the terms of this agreement shall supersede all other\nprior agreements.\u003C\u002Fp>\n\n\u003Cp>28.3 If any one of the aforementioned clauses of this agreement are deemed\ninvalid or unenforceable, this shall not affect the rest of the provisions, and\nthe clause thus deemed invalid or unenforceable shall be interpreted in a\nmanner which reflects as closely as possible the intentions expressed by the\nparties in the relevant clause.\u003C\u002Fp>\n\n\u003Cp>28.4 The terms set out in the Basic Conditions of the Tanzanian Employment\nand Labour Relations Act of 2004, will be complied with, in respect of any\nmatter not expressly provided for in this contract of employment or may have\nbeen unforeseen and supersede any clause that would be found to conflict with\nthe provisions of the law of the country.\u003C\u002Fp>\n\n\u003Cp>On behalf of LSG Sky Chefs management.\u003C\u002Fp>\n\n\u003Cp>General ManagerGeneral Manager\u003C\u002Fp>\n\n\u003Cp>LSG - Dar es salaam, TanzaniaLSG - Sub Saharan Africa.\u003C\u002Fp>\n\n\u003Cp>Human Resources Director LSG Sub Saharan AfricaHuman Resources Manager LSG -\nDar es salaam, Tanzania.\u003C\u002Fp>\n\n\u003Cp>On behalf of Conservation, Hotel, Domestic and Allied Workers Union\u003C\u002Fp>\n\n\u003Cp>Union Branch Chairman or Secretary CHODAWU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•General Secretary CHODAWU - Head Office\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"trainingprogrammes":48,"WAGES_determined":52,"ONCERISE_trigger":56,"hourspweek_select":60,"childcare":64,"STRUCINCR_trigger":68,"funeralpay":72,"LOWWAGE_provision":76,"pensionfund":80,"paidmaternityleavepay":84,"healthcareaccess":88,"healthinsurance":92,"healthandsafetytraining":96,"ANNLEAVE_trigger":100,"coverunionsign":104,"healthandsafetypolicy":108,"contracttrial":112,"sicknesspay":116,"paidpaternityleave":120,"educationtuition":124,"PAIDLEAV_trigger":128,"NOCTPREM_trigger":132,"LOWWAGE_trigger":136,"coverunion_trigger":138,"MAXHOURS_trigger":142,"hivpolicy":146,"SENIOR_trigger":150,"mealvouchers":154,"sicknessmaxdays":158,"paidmaternityleave":161,"contractseverancepay":163,"jobsecuritymothers":167},{"bindId":45,"name":46,"text":47},"disabilitypay","15.5b In case of injury on duty the inju","15.5b In case of injury on duty the injured person will attend medical\ntreatment until recovery and paid salary payable by insurance or NSSF.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","10.3 Both sides agree to create strategi","10.3 Both sides agree to create strategies for the good result of the\ncompany LSG Sky Chefs and give training to the employees on economical strategy\nand their responsibility to boost the company's income.",{"bindId":53,"name":54,"text":55},"WAGES_determined","5.3 Staff that are promoted will be on a","5.3 Staff that are promoted will be on a probationary period for three\nmonths. On completion of the probationary period the promoted staff will be\nevaluated by Management and if successful they will be entitled to a salary\nreview. If the promoted person does not successfully complete the probationary\nperiod, then he\u002Fshe will be reinstated back to his\u002Fher previous position.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","9.4 Bonus may be paid to employees based","9.4 Bonus may be paid to employees based on company's business and\nindividual performance at the end of each year after management and union\nconsultation.",{"bindId":61,"name":62,"text":63},"hourspweek_select","10.1 LSG Sky Chefs operation has seven w","10.1 LSG Sky Chefs operation has seven working days per week. Working hours\nper week is forty hours only. It was agreed that Management should implement\nthis without increasing the current manpower structure. Holidays and public\nholidays recognized by the government will be off days.",{"bindId":65,"name":66,"text":67},"childcare","• We agree that paid compassionate leave","• We agree that paid compassionate leave of 7 days will be granted to an\nemployee resulting from sickness of a child or spouse, bereaved by child\u002F\nfather \u002F mother \u002F sister \u002Fbrother\u002F wife \u002F husband and Grand parents.\n\n14.1On birth of a child, legal Father, proof should be submitted to the\nmanagement.\n\n14.2 The employee shall bring in the confirmation to management within or\nimmediately after the incidence.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","9.2 Salary increase will be once in two ","9.2 Salary increase will be once in two years time and will commence on the\n1 April of each year\n\n9.3 All future increments will depend on the employer's business performance\nand Country’s economic performance, e.g. inflationary rates. Should the\nofficial inflation of April 2014 be above 9%, Management undertakes to do a\nsalary adjustment to counter the effect of this (ie If the inflation rate will\nbe 11%, the management will give a difference of 3% on the 01 April, 2015. If\nthe inflation rate will be below 9%, no increase will be given on the 01 April,\n2015.",{"bindId":73,"name":74,"text":75},"funeralpay","We agree that on an employees death, the","We agree that on an employees death, the employer will provide with Coffin\u002F\nshroud\u002F wreath of flowers and meet all other expenses together with\ntransportation of the body to domicile, Also an employer and union will select\nfour employees to represent the company in funeral ceremony if they said the\nceremony is out of Dar es salaam regional and if ceremony is within Dar es\nsalaam regional employer will organize transport for the staff to attend\nfuneral ceremony Employer will award condolence of Tanzania shillings\n2,000,000\u002F- to the latte’s family\n\nThe employer should also provide the following:\n\na. Transport for family he\u002Fher and parents to domicile.\n\nb. Transport of belongings to domicile\n\nc. Pay all other terminal benefits as per retired employee.\n\n24.1 Should a spouse, die a condolence of Tanzania shillings 500,000\u002F- will\nbe paid by the Company and Tanzania shillings 2,000,000\u002F- payable by\ninsurance.\n\n24.2 Should a Child die a condolence of Tanzania shillings 500,000\u002F- will be\npaid by the Company and Tanzania shillings 2,000,000\u002F- payable by insurance\n\n24.3 Should an Employees Parent die a condolence of Tanzania shillings\n2000,000\u002F- will be paid to employee by the Company\n\n24.4 In case employee bereaved by parents, spouse or child out of Dar es\nsalaam the employer and union will select two employee to represent the company\nto the place of funeral ceremony and if the funeral within the Dar es salaam\nregional Employer will organize transport for staff will attend funeral\nceremony ",{"bindId":77,"name":78,"text":79},"LOWWAGE_provision","Both Parties have agreed Tsh 1500,000 ( ","Both Parties have agreed Tsh 1500,000 ( one million and five hundred\nthousand as the minimum wages for the next two years ",{"bindId":81,"name":82,"text":83},"pensionfund","12.2 Retired staff will be paid all his ","12.2 Retired staff will be paid all his statutory terminal benefits together\nwith transport as outlined here below:\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 recognized by the employer, provided they are\nschool going, to the domicile.\n\nc. Transport of belongings not more than five tons.\n\nd. Other statutory terminal benefits as prescribed by law.",{"bindId":85,"name":86,"text":87},"paidmaternityleavepay","Maternity leave of eighty four days for ","Maternity leave of eighty four days for a single child and one hundred days\nfor more than one child will be of full payment and will be provided before or\nafter delivery depending on the company physician, once in 3 years and maximum\nof 4 maternity leave with one employer.",{"bindId":89,"name":90,"text":91},"healthcareaccess","The employee shall attend medical affair","The employee shall attend medical affairs (treatments) at the Hospital under\ncontract with the employer upon presentation of employer’s sick sheet or\nmedical identity issued by the Hospital on employers request. The employer has\nthe right to carry out medical check ups any time to its staffs on his\u002Fher\ndecision.",{"bindId":93,"name":94,"text":95},"healthinsurance","Both management and CHODAWU believe in t","Both management and CHODAWU believe in the importance of having in place a\ncover to employee in case of unforeseen incident which may result to death of\nemployee at work or else where while in the employment of the company It is\nagreed that management and CHODAWU\n\nwill organized life insurance cover for all employees which will be\ncontributed for by both • employee and employer on monthly basis",{"bindId":97,"name":98,"text":99},"healthandsafetytraining","15.5a The employer shall avail insurance","15.5a The employer shall avail insurance scheme to its employees. Also\ninsurance training should be established to all employees by the insurance\ncompany under contract with LSG Sky Chefs.",{"bindId":101,"name":102,"text":103},"ANNLEAVE_trigger","13.1 An Employee going on annual leave w","13.1 An Employee going on annual leave will be entitled to the following\nbenefits:\n\na. He\u002Fshe will be paid One month basic salary.\n\nb. He\u002Fshe will be paid transport assistance for his\u002Fher Wife\u002FHusband\ntogether with four children under twenty one years of age, provided they are\nSchool going.\n\nc. The employee is bound to submit the receipts for the amount of leave\ntravel fare within one month period from the date of return from leave.",{"bindId":105,"name":106,"text":107},"coverunionsign","3.2 This contract does not cover the emp","3.2 This contract does not cover the employees who are employed as,\ntemporary contract, and senior management employees The senior management can\nbe members and contribute to the Union, but shall not be part of the bargaining\nunit.",{"bindId":109,"name":110,"text":111},"healthandsafetypolicy","15.1 Employee of LSG Sky Chefs will unde","15.1 Employee of LSG Sky Chefs will undergo medical check up before\nemployment by the physician recognized by the employer. The employer will carry\nmedical attention to family of the employees consisting of the employee,\nwife\u002Fhusband\u002F children under twenty one years of age provided they are school\ngoing and dependant, recognized by employer.\n\nThe employee shall attend medical affairs (treatments) at the Hospital under\ncontract with the employer upon presentation of employer’s sick sheet or\nmedical identity issued by the Hospital on employers request. The employer has\nthe right to carry out medical check ups any time to its staffs on his\u002Fher\ndecision.\n\n15.2 The employer will provide equipment to the employees depending on\nworking environments (needs of his\u002Fher work)\n\n15.3 The employer will provide uniform. The uniforms shall be provided\nannually and each employee shall receive pairs of the uniform depending on\ndepartment heads proposals.\n\n15.4 The employer in consultation with the Union shall make arrangement for\nchecking work place environments on routine basis. This will prevent and or\nminimize any hazards at work place.\n\n15.5a The employer shall avail insurance scheme to its employees. Also\ninsurance training should be established to all employees by the insurance\ncompany under contract with LSG Sky Chefs.",{"bindId":113,"name":114,"text":115},"contracttrial","An employee will be on probation for thr","An employee will be on probation for three months before permanent.",{"bindId":117,"name":118,"text":119},"sicknesspay","Sick leave will be granted depending on ","Sick leave will be granted depending on company physician advises and will\nbe as follows First Three months: Full monthly salary and Next Three months:\nHalf monthly salary",{"bindId":121,"name":122,"text":123},"paidpaternityleave","17.2 A male employee will be entitled to","17.2 A male employee will be entitled to 3 days paternity leave upon the\nbirth of a Child. The days should be taken within seven days of the delivery or\notherwise if agreed with Management for business operational reasons.",{"bindId":125,"name":126,"text":127},"educationtuition","The employer will grant to the employees","The employer will grant to the employees loans whenever possible according\nto availability of funds, to help the employees in the following:\n\no School fees",{"bindId":129,"name":130,"text":131},"PAIDLEAV_trigger","On employment of twelve months, an emplo","On employment of twelve months, an employee is entitled to have thirty two\nconsecutive days paid leave (32). Any retained leave will result from an\nemployee written request to the management and accepted or request from the\nmanagement due to workforce.",{"bindId":133,"name":134,"text":135},"NOCTPREM_trigger","10.5 Night Work Allowance: An Employee s","10.5 Night Work Allowance: An Employee shall be paid 25% of his\u002Fher per\nhourly wage for each hour worked at night between 20h00 and 06h00.",{"bindId":137,"name":78,"text":79},"LOWWAGE_trigger",{"bindId":139,"name":140,"text":141},"coverunion_trigger","3.1 This contract covers all Union membe","3.1 This contract covers all Union members and is extended to non members,\nemployed by LSG Sky Chefs LTD.",{"bindId":143,"name":144,"text":145},"MAXHOURS_trigger","The law restrictions will be applicable ","The law restrictions will be applicable in terms of excessive\novertime. ",{"bindId":147,"name":148,"text":149},"hivpolicy","The Tanzanian Government has announced H","The Tanzanian Government has announced HIV \u002F AIDS as a National major\nproblem disease and the government had warned everybody to be aware of the\ndisease, which does not have a cure. We LSG SKY CHEFS Dar Es Salaam Unit and\nCHODAWU and other non government organization together we join the government\nto fight on the disease so as to improve our production and prolong staffs and\ntheir family life of those who are effected with the disease. In order to\nachieve that CHODAWU and LSG SKY CHEFS Management we agree that:\n\nl. We shall advise staff members to check their health always.\n\n2. Staff who is able to reveal their HIV status will be provided with TSH.\n500,000\u002F- to help them sustain their condition. This provision will be used by\nthe Employee to empower themselves in terms of increasing the understanding of\ntheir status therefore encouraging their fellow workers.\n\n1. The Employer will assist to link the Infected Employee together with\nhis\u002Fher spouse and children to a NGO to provide the necessary support and\nguidance.\n\n2. There will be no staff who will be discriminated against due to their\ninfected status, The infected staff will continue working until they are\ncertified unfit to work by the Company Physician.\n\n3. In any circumstance where HIV\u002FAIDS Virus infects an employee of LSG Sky\nChefs, the company will not terminate this employee until the employee is\nincapable to perform his\u002Fher responsibility. At that point the employer will\nconsider the said employee for early retirement and pay the employee terminal\nbenefits as per CAP\n\n12.1 and 12.2.",{"bindId":151,"name":152,"text":153},"SENIOR_trigger","The employer will award the Employee for","The employer will award the Employee for five consecutive years of service\nas follows:-\n\n1. Employees one months basic salary\n\n2. Wall clock\n\nThe employer will award the Employee for ten consecutive years of service as\nfollows:-\n\n1. Employees two months basic salary\n\n2. Wall clock\n\nThe employer will award the Employee for fifteen consecutive years of\nservice as follows;-\n\n1. Employees three months basic salary\n\n2. Wall clock.\n\nThe employer will award the Employee for twenty consecutive years of service\nas follows:-\n\n1. Employees four months basic salary\n\n2. Wall clock.\n\nThe employer will award the employee for twenty five consecutive years of\nservice as follows\n\n1 Employees five months basic salary\n\n2 Wall clock",{"bindId":155,"name":156,"text":157},"mealvouchers","20.1Meals will be provided by the employ","20.1Meals will be provided by the employer free of charge.\n\n20.2 The Management will explore the possibility of providing suitable\nfruits and cold beverages aside from water whenever possible.",{"bindId":159,"name":118,"text":160},"sicknessmaxdays","Sick leave will be granted depending on company physician advises and will\nbe as follows First Three months: Full monthly salary and Next Three months:\nHalf monthly salary\n\n16.1 After six months as in CAP 12.0. of this contract if the employee has\nnot recovered then this staff member will be considered as retiring from\nservice and will be entitled to retirement payments as per company policy and\nthe physicians advise.",{"bindId":162,"name":86,"text":87},"paidmaternityleave",{"bindId":164,"name":165,"text":166},"contractseverancepay","8 5 The retrenched employees will be pai","8 5 The retrenched employees will be paid as follows -\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.",{"bindId":168,"name":169,"text":170},"jobsecuritymothers","17.1 After delivery, the delivered emplo","17.1 After delivery, the delivered employee will be working for six hours\nfor a period of 30 days to facilitate feeding and close care of the new\nborn.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA LSG Sky Chefs - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-04-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other food service activities\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                        LSG Sky Chefs\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        \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        \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: → 60 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\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: → 3 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 32.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TZS 1500000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → 25 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[176],{"title":37,"slug":33},[178],{"type":179,"data":180},"call_to_action_body_block",{"title":181,"description":182,"variant":183,"link":184},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":181,"url":185,"description":181,"rel":186,"type":187},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[189],{"type":179,"data":190},{"title":181,"description":182,"variant":183,"link":191},{"title":181,"url":185,"description":181,"rel":186,"type":187},[]]