[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-millennium-challenge-corporation-limited-and-communication-and-transport-workers-union-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":170,"content_type_view":171,"extra_breadcrumbs":172,"body":174,"body_blocks":185,"related_pages":189},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":168,"translations":169},{"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-millennium-challenge-corporation-limited-and-communication-and-transport-workers-union-tanzania","8d9a039e-f39a-11e2-8e4c-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-millennium-challenge-corporation-limited-and-communication-and-transport-workers-union-tanzania\u002Fcollective-bargaining-agreement-between-millennium-challenge-corporation-limited-and-communication-and-transport-workers-union-tanzania\u002F","Collective Bargaining Agreement between Millennium Challenge Corporation Limited and Communication and Transport Workers’ Union Tanzania - 2007","TZA MCC Limited - 2007","Tanzania - TZA MCC Limited - 2007","TZA MCC Limited - 2007 - Transport, logistics, communication, Waste treatment, sanitation, supply of electricity, gas and water",{"name":41,"data":42},"Collective Bargaining Agreement between Millennium Challenge Corporation Limited and Communication and Transport Workers’ Union Tanzania.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New6\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN MILLENNIUM CHALLENGE CORPORATION\nLIMITED (MCCL) AND COMMUNICATION AND TRANSPORT WORKERS’ UNION (COTWU)\nTANZANIA\u003C\u002Fh1>\n\n\u003Ch2>1.0. PREAMBLE\u003C\u002Fh2>\n\n\u003Ch3>1.1\u003C\u002Fh3>\n\n\u003Cp>This Collective Agreement is made between MCC Limited hereinafter referred\nto as the “EMPLOYER” forming the first part to the Agreement and the\nCOMMUNICATION AND TRANSPORT WORKERS’ UNION (COTWU (T) OF TANZANIA\n(hereinafter referred to as the Union), forming the second part of the\nAgreement.\u003C\u002Fp>\n\n\u003Ch3>1.2.\u003C\u002Fh3>\n\n\u003Cp>The agreement embraces “Negotiations and Consultations” on the rules and\nprocedures through which negotiations and consultations shall be conducted,\nSalaries and Wages, other Terms and Conditions of employment applicable to\nworkers employed and confirmed by the company except those on probation and\ndaily paid workers.\u003C\u002Fp>\n\n\u003Ch3>1.3.\u003C\u002Fh3>\n\n\u003Cp>In this agreement however, where any word or clause contravenes the\nprovisions or requirements of any of the existing Labour Laws or Regulations or\nOrders of the Country or Offers relatively inferior treatment or terms to those\nprovided for; then the Laws or regulations shall apply.\u003C\u002Fp>\n\n\u003Ch3>1 4.\u003C\u002Fh3>\n\n\u003Cp>PRODUCTIVITY PERFORMANCE AND EFFICIENCY.\u003C\u002Fp>\n\n\u003Cp>It is agreed that after successful conclusion of these discussions, the\nunion shall assist the employer in:-\u003C\u002Fp>\n\n\u003Cp>(i) ensuring that the proper plans to increase productivity are Implemented\nas drawn by the Employer\u003C\u002Fp>\n\n\u003Cp>(ii) Preventing employees from indulging in acts which are\u003C\u002Fp>\n\n\u003Cp>Detrimental 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 property and advising the\nmanagement on how to handle such situations should they arise;\u003C\u002Fp>\n\n\u003Cp>(iii) Take necessary measures to prevent negligent destruction of company\nproperty.\u003C\u002Fp>\n\n\u003Ch2>2.0. CHANGES IN LABOUR LEGISLATION\u003C\u002Fh2>\n\n\u003Ch3>2.1.\u003C\u002Fh3>\n\n\u003Cp>In the event of any change, directive, new law etc; the Company and the\nUnion shall meet as soon as possible, to change, amend or remove that part of\nthe agreement which is in conflict with the respective Labour Legislation. It\nis agreed that such changes or amendments shall be to render the Agreement\nlegally acceptable.\u003C\u002Fp>\n\n\u003Ch2>3.0 COMMUNICATION TO EMPLOYEES\u003C\u002Fh2>\n\n\u003Ch3>3.1.\u003C\u002Fh3>\n\n\u003Cp>Management shall undertake to inform all employees of any policy changes\naffecting them as communicated to them by relevant authorities.\u003C\u002Fp>\n\n\u003Ch2>4.0 DEFINITIONS AND INTERPRETATION\u003C\u002Fh2>\n\n\u003Cp>In this Agreement, unless the context otherwise requires -\u003C\u002Fp>\n\n\u003Ch3>4.1.0\u003C\u002Fh3>\n\n\u003Cp>“Employer\u002FCompany” - Shall mean MCC Limited\u003C\u002Fp>\n\n\u003Ch3>4.2.0\u003C\u002Fh3>\n\n\u003Cp>“Union” - Shall mean the Communication and Transport Workers' Union of\nTanzania [COTWU (T)].\u003C\u002Fp>\n\n\u003Ch3>4.3.0\u003C\u002Fh3>\n\n\u003Cp>“Country” - Shall mean the Sovereign State Geographically known as\nTanzania Main Land.\u003C\u002Fp>\n\n\u003Ch3>4.4.0\u003C\u002Fh3>\n\n\u003Cp>“Managing Director” - Shall mean the Managing Director of MCC Limited\u003C\u002Fp>\n\n\u003Ch3>4.5.0\u003C\u002Fh3>\n\n\u003Cp>Management - shall mean Managing Director, General Manager and Heads of\nDepartment.\u003C\u002Fp>\n\n\u003Ch3>4.6.0\u003C\u002Fh3>\n\n\u003Cp>“General Secretary” - Shall mean the General Secretary of the\nCommunication and Transport Workers’ Union of Tanzania [COTWU (T)] or any\nother Officers or Officers duly authorized and delegated by him to act or carry\nout official functions on his behalf.\u003C\u002Fp>\n\n\u003Ch3>4.7.0\u003C\u002Fh3>\n\n\u003Cp>“Union Representative” - Shall mean the General Secretary of the\nCommunication and Transport Workers’ Union of Tanzania [COTWU (T) or any\nother officer or Officers duly authorized by him to act or carry out Union\nfunctions on his behalf.\u003C\u002Fp>\n\n\u003Ch3>4.8.0\u003C\u002Fh3>\n\n\u003Cp>Employee - shall mean any person or persons employed by MGC- Limited under\nthe permanent conditions only or as defined under the labor laws or Regulations\nof the Country.\u003C\u002Fp>\n\n\u003Ch3>4.9.0\u003C\u002Fh3>\n\n\u003Cp>‘Union Member” - Shall mean any employee of the Company who is a member\nof the Union and as defined by the Law of the Country.\u003C\u002Fp>\n\n\u003Ch3>4.10.0\u003C\u002Fh3>\n\n\u003Cp>“Commissioner” - Shalt mean the Commissioner dealing with Labour\nmatters.\u003C\u002Fp>\n\n\u003Ch3>4.11.0\u003C\u002Fh3>\n\n\u003Cp>“Industrial Court of Tanzania” - Shall mean the Industrial Court of\nTanzania.\u003C\u002Fp>\n\n\u003Ch3>4 12.0\u003C\u002Fh3>\n\n\u003Cp> “Council\u002FBargaining Unit” — Shall mean the Management\u002FUnion Joint\nIndustrial Council within MCC Limited through which the Management and the\nUnion meet to negotiate for improvement of Salaries and other terms and\nconditions of service.\u003C\u002Fp>\n\n\u003Ch3>4.13.0\u003C\u002Fh3>\n\n\u003Cp>“Salaries and Wages” - Shall mean Salary Scale. Wages rates, overtime\nrates and any other allowance.\u003C\u002Fp>\n\n\u003Ch3>4.14.0\u003C\u002Fh3>\n\n\u003Cp>“Other Terms and Conditions of Service” - Shall mean work rules and or\nregulations, hour and places of work, leave packages, travel concessions, meals\nand other catering concessions, pension and other related retirement emoluments\nthat may be agreed upon between the parties from time to time and or\nRegulations relevant to these facilities in the Country.\u003C\u002Fp>\n\n\u003Ch3>4.15.0\u003C\u002Fh3>\n\n\u003Cp>“Collective Agreement” - Shall mean the Article or Document embracing\nail items on which the Management and the Union have reached an understanding\nvoluntarily through negotiations or any other Agreement reached by the parties\nthrough similar means.\u003C\u002Fp>\n\n\u003Ch3>4.16.0\u003C\u002Fh3>\n\n\u003Cp>“Grievance” — 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\u003Ch3>4.17.0\u003C\u002Fh3>\n\n\u003Cp>“Grievance Settlement Procedures” - Shall mean any\nprocedures\u002Fprocedure’s laid down by the parties to cater for the settlement\nof grievance or settlement of disputes and as defined under the provisions of\nthe Laws of the Country\u003C\u002Fp>\n\n\u003Ch3>4.18.0\u003C\u002Fh3>\n\n\u003Cp>“Trade Dispute” • Shall mean any dispute or differences or\ndisagreement or misunderstanding between an employee or employees on Salaries\nor Wages or other terms and conditions of employment or as confined under the\nlaws of the Country.\u003C\u002Fp>\n\n\u003Ch3>4.19.0\u003C\u002Fh3>\n\n\u003Cp>“Strike\u002FGo Slow” - Shall mean cessation of work performance by a body or\ngroup of persons employed to carry out that function, acting in combination or\nconcerted refusal or a refusal under a common understanding of any number of\npersons employed or a concerted interruption of work performance on a go slow\nbasis by any number of work performance compelling their employer or any person\nor body of persons employing them to accept or not to accept terms or\nconditions affecting employment \u003C\u002Fp>\n\n\u003Ch3>4.20.0\u003C\u002Fh3>\n\n\u003Cp>“Lock Out” - Shall mean the right of an employer to lock out an employee\nin respect of dispute of interest as defined by Law of the Land.\u003C\u002Fp>\n\n\u003Ch3>4.21.0\u003C\u002Fh3>\n\n\u003Cp>“Appendix” - Shall mean an attachment or addendum to this Agreement and\nshall be read as part of the Collective Agreement.\u003C\u002Fp>\n\n\u003Ch3>4.22.0\u003C\u002Fh3>\n\n\u003Cp>Gender - Gender shall include or apply to both male and female genders,\nunless specifically applied.\u003C\u002Fp>\n\n\u003Ch3>4.23.0\u003C\u002Fh3>\n\n\u003Cp>“Redundancy” - Shall mean retrenchment or reduction of manpower, arising\nfrom compulsory re-organization of employees established strength or\ndepartment, or section or unit of operations owing to economic circumstance\nbeyond control of the employer and as defined under relevant articles of the\nLabour Laws.\u003C\u002Fp>\n\n\u003Ch3>4.24.0\u003C\u002Fh3>\n\n\u003Cp>“Dependent” - Shall mean husband\u002Fwife and any 4 children of an employee\n(whether Biological child or legally adopted) of not more than 18 years age.\u003C\u002Fp>\n\n\u003Ch3>4.25.0\u003C\u002Fh3>\n\n\u003Cp>“Repatriation Allowance” - Shall mean transportation costs of an\nemployee, his immediate family members and his personal effects up to the place\nof domicile.\u003C\u002Fp>\n\n\u003Ch3>4.26.0\u003C\u002Fh3>\n\n\u003Cp>“Place of domicile” - Shall mean place of birth of an employee C' any\nother place according to the registration form of an employee.\u003C\u002Fp>\n\n\u003Ch2>5.0RECRUITMENT\u002FAPPOINTMENT AND METHOD\u003C\u002Fh2>\n\n\u003Ch3>5.1.0\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-EMPCONTR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-WAGES_determined\" class=\"cbaClause highlight\">\u003Cp>A person shall take up employment\u002Fbe recruited by the Employer on a\nspecified written contract of service mutually agreed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>5.2.0\u003C\u002Fh3>\n\n\u003Cp>In order to avoid discontent by either party any time during or after a\nsalary and wages and other terms and conditions attached to and that, all this\ninformation shall be briefly made in writing.\u003C\u002Fp>\n\n\u003Ch3>5.3.0\u003C\u002Fh3>\n\n\u003Cp>Generally, there shall be two types of contra: of service as spelt out\nhereunder:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3.1 Special Contract of Service; whereby the appointment or engagement\nperiod shall be specified, with a provision f: renewal (if any). This type of\ncontract shall have no regard to any ZB limit, provided always that the person\ntaking up the employer is not below the age required by the law of the Country.\nHowever this group is not entitled to collective bargaining benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>5.3.2 Permanent and Pensionable Contract of Service; whereby an employee\ntakes employment on permanent and pensionable terms. This is the type of\nemployment in which a p son can work up to a certain age specified by the Laws\nof the Country with qualification or end of service benefits also attached to a\ncertain number of years of service in the employment of the employer. whenever\nemployees who are engaged under this type of contract shall first be appointed\non probation period which shall not exceed six months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3.4 In all cases any person employed by the Company shall be provided with\na job description.\u003C\u002Fp>\n\n\u003Ch2>6.00 EMPLOYEE\u002FEMPLOYER OBLIGATIONS\u003C\u002Fh2>\n\n\u003Ch3>6.1.0\u003C\u002Fh3>\n\n\u003Cp>For the purpose of good employee\u002Femployer relations and the fulfillment of\nlegal requirement, both parties expected to adhere strictly to their\nobligation.\u003C\u002Fp>\n\n\u003Ch3>6.2.0\u003C\u002Fh3>\n\n\u003Cp>The main obligation by either party in relation to paragraph 6.1.0 above are\ntotal adherence to:- \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.1The requirement and\u002F or provisions of the labour Laws or Rules or\nRegulations of the Country. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.2The requirement and\u002F or provision of the Collective Agreement and any\nother matters mutually agree between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.3The requirement of any Company written rules or the Labour Laws or\nregulations known to the union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.0 WORKING HOURS\u003C\u002Fh2>\n\n\u003Ch3>7.1.0\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The Company shall have five working days per week with a total of 45 working\nhours, Saturday, Sundays and Public holidays shall be treated as rest days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>7.2.0\u003C\u002Fh3>\n\n\u003Cp>Work shall commence at 8.00 hours 17.00 hours and lunch break shall be\nbetween 13:00 and 14:00 hours.\u003C\u002Fp>\n\n\u003Ch2>8.0 STAFF\u002FSERVICE REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>8.1.0\u003C\u002Fh3>\n\n\u003Cp>There shall be written rules which stipulate almost all what is required of\nan employee as Guidance which forms part of this agreement.\u003C\u002Fp>\n\n\u003Cp>8 1.1 MCC-Limited has more than one station area of operation and as such\nsome employees may be moved from one area to another\u003C\u002Fp>\n\n\u003Cp>8.2.2 Whereas movement of this nature is at the discretion of Management,\nthis shall be done on strict adherence to the Regulations of the Country where\ntransfer of the Chairman, Secretary and Committee Members of the Union Field\nBranches are involved\u003C\u002Fp>\n\n\u003Cp>8.2.3 In all cases, any move to transfer an employee to another station\nshould be communicated to the Union branch Office or that it is made aware of\nit and adjusts its records for Union Membership purposes.\u003C\u002Fp>\n\n\u003Cp>8.2.4 An employee transferred shall be provide with up to 14 calendar days\nas settlement leave.\u003C\u002Fp>\n\n\u003Cp>8. 2.5 Shall be entitled baggage allowance to - j new work station as shown\nbelow:\u003C\u002Fp>\n\n\u003Cp>(a) Grade 1-5-3 tons\u003C\u002Fp>\n\n\u003Cp>(b) Grade 6-8-2 tons\u003C\u002Fp>\n\n\u003Cp>8.2.6 Shall be paid 21 days internal travel allowance.\u003C\u002Fp>\n\n\u003Cp>8.2.7Shall be paid meal allowance (according to the grade of the employee)\non each traveling da per employee plus husband\u002Fwife and 4 dependents for a\nmaximum of 2 days.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-PAYSCALES_trigger\" class=\"cbaClause highlight\">\u003Ch2>9.0.EMPLOYMENT REMUNERATION\u003C\u002Fh2>\n\n\u003Ch3>9.1.\u003C\u002Fh3>\n\n\u003Cp>While in the service of the Company, an employee, shall qualify for the\nemployment remuneration a stated hereunder, the specified amounts or figures of\nwhich are revisable from time to time through mutual agreement.\u003C\u002Fp>\n\n\u003Ch3>9.2\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>Annual increase of salaries shall be effected in consideration of\u003C\u002Fp>\n\n\u003Cp>the following\u003C\u002Fp>\n\n\u003Cp>9.2.1.1 Any changes in labour Law', is regards to minimum\u003C\u002Fp>\n\n\u003Cp>pay (Policies. Rules and ders), the employees contribution to the overall cc\njany results and as per annual staff appraisal.\u003C\u002Fp>\n\n\u003Cp>9.2.1.2 Cost of living index\u002Finflation\u003C\u002Fp>\n\n\u003Cp>9.2.1.3 Ability to pay vs productivity\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.0 COMPENSATION\u003C\u002Fh2>\n\n\u003Ch3>10.1.0\u003C\u002Fh3>\n\n\u003Cp> This is compensation to workers for work done beyond normal working hours\nand is computed as follow\u003C\u002Fp>\n\n\u003Ch3>10.2.0\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp> Ordinary Overtime\u003C\u002Fp>\n\n\u003Cp>Extra hours worked during ordinary days shall be paid at time and half, i.e.\nnormal rate plus 50%.\u003C\u002Fp>\n\n\u003Ch3>10.3.0\u003C\u002Fh3>\n\n\u003Cp> Double Overtime\u003C\u002Fp>\n\n\u003Cp>All hours worked on a Public Holiday, Saturday, Sunday or employee’s\nnormal day of rest shall be paid at double the normal rate i.e. normal rate\nplus 100%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Ch3>11.1.0\u003C\u002Fh3>\n\n\u003Cp>Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>Where an employee is required to temporarily perform a job in a more senior\nor higher position for a minimum of15 days within one calendar month which\nincreases the workload, he will be communicated to in writing by the\nManagement. The employee shall be paid additional 30% of his monthly salary\nplorated as Responsibility Allowance.\u003C\u002Fp>\n\n\u003Ch3>11.2.0\u003C\u002Fh3>\n\n\u003Cp>Transport Allowance\u003C\u002Fp>\n\n\u003Ch3>11.2.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>' The Company shall provide transport for all employees to and from work\nfrom designated parts of towns. However where there is a breakdown of the\ncompany bus, the company shall refund normal direct bus fare.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>11.2.2\u003C\u002Fh3>\n\n\u003Cp> Where the breakdown is for a long period, say a week, another bus may be\nhired.\u003C\u002Fp>\n\n\u003Ch2>12.0.0 SUBSTISTENCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Ch3>12.1.0\u003C\u002Fh3>\n\n\u003Cp>.An employee traveling on duty to up-country station will be entitled to the\nfollowing payment:-\u003C\u002Fp>\n\n\u003Ch3>12.1.2\u003C\u002Fh3>\n\n\u003Cp>Shall be paid fare to and from the station by the economic means of\ntransport.\u003C\u002Fp>\n\n\u003Ch3>12.1.3\u003C\u002Fh3>\n\n\u003Cp> Internal travel allowance\u003C\u002Fp>\n\n\u003Cp>12.3.1 Grade 3-4 — 40,000\u002F-per day\u003C\u002Fp>\n\n\u003Cp>12.3.2 Grade 5-6 — 35,000\u002F-per day\u003C\u002Fp>\n\n\u003Cp>12.3.3 Grade 7-8 — 30,000\u002F-per day\u003C\u002Fp>\n\n\u003Ch3>12.1.4 \u003C\u002Fh3>\n\n\u003Cp>Shall be paid meal allowance while travelling between his base station and\nthe duty station and this shall be reviewed periodically. The schedule of\nallowance is available from the General Manager’s office.\u003C\u002Fp>\n\n\u003Ch2>13.0 ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Ch3>13.1.0\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Bonus shall be paid to the workers according to performance of the company\nas decided by the Board of the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>14.0 TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Ch2>15.0 NOTICE\u003C\u002Fh2>\n\n\u003Cp>(a)The employer shall write a letter for the action stating elaborately the\nreasons for termination with a copy to the Union Field Branch Committee.\u003C\u002Fp>\n\n\u003Cp>(b)Shall give 30 days notice or payment of 1 month’s salary in lieu of\u003C\u002Fp>\n\n\u003Cp>notice.\u003C\u002Fp>\n\n\u003Ch2>16.0.0 TERMINAL BENEFITS ON TERMINATION OF EMPLOYMENT BY EMPLOYER ON\nGROUNDS OTHER THAN DISCIPLINARY ACTION.\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cp>16.1.0 Payment shall bel¬\u003C\u002Fp>\n\n\u003Cp>ie.1.1 One month salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>16.1.2 Payment of any leave days accrued\u003C\u002Fp>\n\n\u003Cp>16.1.3 Any salary due to the day of termination\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp>16.1.4 Facilitation, assistance of Social Security Fund (NSSF) and other\nPension Scheme’s Benefits.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>16.1.5 Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>16.1.6 Hand shake allowance of 1 month salary for each year of service up to\na maximum of 15 yrs.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>16.1.7 Severance pay as per Employment and Labour Relations Act 2004 Section\n42\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>17.0. REDUNDANCY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>17.1. Both parties must do their level best to make sure this does not\nhappen.\u003C\u002Fp>\n\n\u003Cp>17.2. This shall mean discontinuation of employee’s services through\nreduction of Company labour force after necessity to do so has been established\nand mutually agreed. The Management must do the following before this exercise\ntakes place.\u003C\u002Fp>\n\n\u003Cp>17.3.1 Explain clearly in writing to the Union two (2) months prior to the\nimplementation of the intending exercise.\u003C\u002Fp>\n\n\u003Cp>17.3.2 Spell out the number of employees to be affected\u003C\u002Fp>\n\n\u003Cp>17.3. Criteria for Redundancy\u003C\u002Fp>\n\n\u003Cp>17.4.1 Both parties must agree on the criteria for the exercise centering on\nthe following.\u003C\u002Fp>\n\n\u003Cp>17.4.2 First in Last out (FILO) method\u003C\u002Fp>\n\n\u003Cp>17.4.3 Voluntary redundancy\u002Fdeparture\u003C\u002Fp>\n\n\u003Cp>17.4.4 Weaker performers and unqualified employees\u003C\u002Fp>\n\n\u003Cp>17.4.5 Employees over 50 years of age who have served for the company for\nmore than 15 years.\u003C\u002Fp>\n\n\u003Cp>17.4.6 The Management shall prepare the list and inform the Union field\nBranch\u003C\u002Fp>\n\n\u003Ch2>18.0 REDUNDANCY TERMINAL BENEFITS\u003C\u002Fh2>\n\n\u003Cp>18 1.0 The Company shall pay the following:\u003C\u002Fp>\n\n\u003Cp>18 1.1 One month notice to the employee or payment of 1 month salary in lieu\nthereof\u003C\u002Fp>\n\n\u003Cp>18.1.2 Two (2) months basic salary for each year worked up to a maximum of\n24 months\u003C\u002Fp>\n\n\u003Cp>18.1.3 Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>18.1.4 Shall be paid travel meal expenses per employee plus husband\u002Fwife and\n4 dependents at the ruling rate.\u003C\u002Fp>\n\n\u003Cp>18.1.5 An employee promoted to non-represented position shall be paid\nhis\u002Fher accrued benefits upon such promotion\u003C\u002Fp>\n\n\u003Ch2>19.1.0 Death of an employee\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>19.1.1 The company will provide coffin or money equivalent incase he\u002Fshe\ndied out of the employer reach.\u003C\u002Fp>\n\n\u003Cp>19.1.2 During the funeral, the company shall provide transport to the\nAdministrative Officer to buy coffin, food etc to assist the bereaved\nfamily.\u003C\u002Fp>\n\n\u003Cp>19.1.3 Transport cost to the burial place of domicile or permanent dwelling\nplace.\u003C\u002Fp>\n\n\u003Cp>19.1.4 Death Benefits: Beneficiaries of an employee who dies shall be\nentitled to all terminal benefits as stipulated in 16.0.0 above.\u003C\u002Fp>\n\n\u003Cp>19.1.2 Death of Next of Kin\u003C\u002Fp>\n\n\u003Cp>Next of kin shall mean employee’s spouse or own or legally adopted\nchildren 18 years old and under. The employer shall pay for the following\ncosts.\u003C\u002Fp>\n\n\u003Cp>19.2.1 The company will provide coffin or money equivalent incase he\u002Fshe\ndied out of the employer reach.\u003C\u002Fp>\n\n\u003Cp>19.22 During the funeral, the company shall provide transport to the\nAdministrative Officer to buy coffin, food etc.to assist the bereaved\nfamily.\u003C\u002Fp>\n\n\u003Cp>19.23 Transport cost to the burial place of domicile or permanent dwelling\nplace.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20.0.0 RETIREMENT\u003C\u002Fh2>\n\n\u003Ch3>20.1.\u003C\u002Fh3>\n\n\u003Cp>The compulsory retirement age is 60 years\u003C\u002Fp>\n\n\u003Ch3>20.2\u003C\u002Fh3>\n\n\u003Cp>Handshake allowance shall be 2 months salary for each year of service up to\na maximum of 30 months.\u003C\u002Fp>\n\n\u003Ch2>21.0EARLY RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>21.0. Provided an employee has served the company for at least 10 years and\nis 55 years of age he will be entitled to apply for Early Retirement.\u003C\u002Fp>\n\n\u003Cp>21.1..1 The Employee shall give 3 months notice.\u003C\u002Fp>\n\n\u003Cp>21.1.2 Shall be paid leave days accrued\u003C\u002Fp>\n\n\u003Cp>21.1.3 Paid salary to the day of retirement.\u003C\u002Fp>\n\n\u003Cp>21.1.4 Facilitation, assistance of Social Security Fund (NSSF) and other\nPension Scheme’s benefits.\u003C\u002Fp>\n\n\u003Cp>21.1.4 Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>21.1.5 Handshake allowance of two months of basic salary for every year of\nservice up to a maximum of 15 years.\u003C\u002Fp>\n\n\u003Ch2>22.0. TERMINATION OF SERVICE ON MEDICAL GROUNDS\u003C\u002Fh2>\n\n\u003Cp>22.1.This is discontinuation of service as a result of ill-health, physical\nor\u003C\u002Fp>\n\n\u003Cp>mental incapacitation as approved by a recognized Medical Board\u002FGovernment\nrecognized Hospital. The employer may seek another opinion from another doctor\nor Medical Institutions\u003C\u002Fp>\n\n\u003Cp>22.1.1Termination shall be as per the provisions of the Employment and\nLabour Relation Act of 2004.\u003C\u002Fp>\n\n\u003Cp>22.1.2 Hand shake allowance of two months in every year of service up to\nmaximum of 24 months.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>23.1.0 Sick leave shall be computed separately for each year and shall not\nbe cumulative between holiday years and shall be treated as per the Employment\nand Labour Relation Act of 2004.\u003C\u002Fp>\n\n\u003Cp>23.1.2When an employee exhausts the sick leave and sickness continues, his\nservices may be terminated on medical grounds and be entitled to payments of\nterminal benefits as stipulated in 16.0.0 to 22.1.2 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch2>24.0. LEAVE ENTITLEMENTS\u003C\u002Fh2>\n\n\u003Ch3>24.1\u003C\u002Fh3>\n\n\u003Cp>. Leave Accrual\u003C\u002Fp>\n\n\u003Cp>24.1.1. All employees within Grades: 3 — 5 24 working days 6 — 8 22\nworking days\u003C\u002Fp>\n\n\u003Cp>24.1.2 No leave shall be accumulated for more than 2 years, unless at the\nrequest and agreement of the employer.\u003C\u002Fp>\n\n\u003Cp>24.1.3 Any employee who proceeds on leave shall be paid his salary in\nadvance only if the pay day falls during the leave period.\u003C\u002Fp>\n\n\u003Cp>24.1.4 If an employee wishes to go on leave he shall make an application on\nthe prescribed form.\u003C\u002Fp>\n\n\u003Cp>24.1.5 Employer shall not pay employee an amount of money in substitution of\nthe annual leave to which employee agree to such payment (as specified in\nsection 31 (7) of Labour Laws.\u003C\u002Fp>\n\n\u003Cp>25.2.1 Annual leave may be granted on application. The Company shall bear\ntravel costs as listed below\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>25.2.2 The Employees proceeding on leave shall be entitled fare as\nfollows:\u003C\u002Fp>\n\n\u003Cp>(a) Grade 1—2 — 200,000\u002F-\u003C\u002Fp>\n\n\u003Cp>(b) Grade 3—4 — 180,000\u002F-\u003C\u002Fp>\n\n\u003Cp>(c) Grade 5—8 -- 150,000\u002F-\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>25.3.0 Maternity\u002FPaternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>25.3.1Female employees who have completed at least 12 months of continuous\nservice shall be entitled to 90 calendar days leave on full pay once in every\nthree years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>25.3.2In case of illness which arises out of pregnancy and results in a\nfemale employee being temporarily incapable of performing her duties, such an\nemployee shall be entitled to sick leave in accordance with the provisions of\nthis agreement and recommendation of a doctor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>25.3.3Female employees will be allowed two (two) hours for breast feeding\nfor 6 months after maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>25.3.4Male employee shall be entitled to paternity leave of three (3)\ncalendar days.\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\u002F mother, direct brother\u002Fsister and direct dependent.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>26.0. MEDICAL SERVICES\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cp>26.1. The Company shall bear medical costs at Fee Paying Wards and\u002For\nClinics to all employees, their spouses and own\u002Flegal adopted Children up to a\nmaximum of 4 children of rot more than 18 years old. Except for children above\n18 years who are dependents to their parents for reasons of pursuing School\nThis will be applicable to Hospitals identified by the company except in\nemergency cases the Employer shall reimburse 75c\u002Fo of medical cost provided\nthat costs have been communicated to the Company ir advance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>26.1.2 An employee referred to a distant hospital which is out of his or her\nplace of work or stay shall be paid transport\u002Ffare only to and from the\nhospital. The company shall also pay for treatment expenses except where the\ntreatment does not require admission at the referred hospital. The company\nshall provide accommodation and meals. All these will be done as per MCC\nLimited Medical Aid Scheme rules (a copy of which forms part of this\nagreement)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>270 0 ACCIDENTS, COMPENSATION AND DEATH BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>27.1.0 Coverage and Policy - As per MCC Limited Insurance Policy on Group\nWorkman’s compensation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>27.1.1. (a) All accidents encountered by employees at any time shall be\nreported immediately, provided that those occurring at workplaces 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>\u003C\u002Fdiv>\n\n\u003Ch2>28.0. LOANS, TYPES, ELIGIBILITY AND REPAYMENT\u003C\u002Fh2>\n\n\u003Cp>28.1. The Company may provide loan to permanent staff after considering the\nfinancial position of the company and the ability of the employee to repay the\nloan amount, Type of loans that may be accessed:\u003C\u002Fp>\n\n\u003Cp>(a) Motor Vehicle\u003C\u002Fp>\n\n\u003Cp>(b) Motor Cycle\u003C\u002Fp>\n\n\u003Cp>(c) Bicycle\u003C\u002Fp>\n\n\u003Cp>(d) Study\u003C\u002Fp>\n\n\u003Cp>(e) Furniture\u003C\u002Fp>\n\n\u003Cp>(f) Building materials\u003C\u002Fp>\n\n\u003Cp>281 1 Repayment period - shall be up to 12 months and in special case\nextended to 24 months as long as the deduction are not more than 2\u002F3 of his\nsalary.\u003C\u002Fp>\n\n\u003Ch2>29.0. PROTECTIVE CLOTHING\u002FUNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>29.1. Management shall provide suitable or appropriate protective clothing\nto relevant employees effective by 6th month of the financial year and this is\n2 pieces per year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Ch2>30.0 LONG SERVICE AWARDS\u003C\u002Fh2>\n\n\u003Cp>30.1.0 The company shall give long service award to employees on completing\nof continued services of 10 years. 15 years, 20 years and 25 years\nrespectively, whereby the award values will be as follows:\u003C\u002Fp>\n\n\u003Cp>(a) 10 years of serviceTshs. 220,000\u003C\u002Fp>\n\n\u003Cp>(b) 15 years of serviceTshs. 300,000\u003C\u002Fp>\n\n\u003Cp>(c) 20 years of serviceTshs. 410,000\u003C\u002Fp>\n\n\u003Cp>(d) 25 years of service Tshs. 730,000\u003C\u002Fp>\n\n\u003Cp>30.2.0 The Management and the Union shall meet to make arrangement in\nawarding the deserving employees.\u003C\u002Fp>\n\n\u003Cp>30.3.0 Best Workers Awards\u003C\u002Fp>\n\n\u003Cp>30.3.1 There shall be a system of selecting and awarding the best workers\nannually as may be set up and decided by Management.\u003C\u002Fp>\n\n\u003Cp>30.3.2 The management and Union at branch level shall determine on best\nworker. The annual best worker shall be awarded not less than Tsh.200,000.\u003C\u002Fp>\n\n\u003Cp>30.3.3 The best workers shall be awarded at May Day Celebrations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>31.0.0 CERTIFICATE OF SERVICE AND RECORD REQUIRED\u003C\u002Fh2>\n\n\u003Cp>31 10 On termination of service, employees shall be issued with a\ncertificate of service with the following information stated:\u003C\u002Fp>\n\n\u003Cp>31.1.1 Name of Employer\u003C\u002Fp>\n\n\u003Cp>31.1.2 Name of Employee\u003C\u002Fp>\n\n\u003Cp>31.1.3 Dates of Engagement and Termination\u003C\u002Fp>\n\n\u003Ch2>32.0. GRIEVANCE SETTLEMENT AND PROCEDURES\u003C\u002Fh2>\n\n\u003Cp>32.1.Where either party to this agreement is not in agreement with an action\nby the other on matters of concern to Industrial Relations in the Company, or\nwhere either party feels that the other is acting contrary to provisions of\nthis Agreement, the party so dissatisfied shall seek the assistance of the\ncommission for mediation and arbitration or Labour Court.\u003C\u002Fp>\n\n\u003Cp>32.1.1However, before a party takes the action discussed under the preceding\nparagraph, it shall give notice to the other of the intention to do so. This\nnotice shall not be less than 21 days and shall give a brief explanation on the\ngrounds of discontent.\u003C\u002Fp>\n\n\u003Ch2>33.0. AMENDMENT AND PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>33.1.Any clause and or provision within this agreement may be amended or\nmodified at the request of either party, provided always that the party so\nseeking amendment shall give written notice of not less than three months to\nthe other of the intention to do so and that such amendment shall be mutually\ndiscussed and agreed by the parties.\u003C\u002Fp>\n\n\u003Ch2>34 0.0 EFFECTIVE DATE, DURATION\u003C\u002Fh2>\n\n\u003Cp>34.1.0 This Agreement comes into force on 1st July 2007 and shall run for\ntwo years to 30th June. 2009.\u003C\u002Fp>\n\n\u003Cp>34.2.0 Notwithstanding paragraph 34.1.0 this Agreement shall stand effective\nuntil replaced by another.\u003C\u002Fp>\n\n\u003Cp>34.3.0 Parties undertake to effect negotiations on a new Agreement 3 months\nbefore the expiry of the other.\u003C\u002Fp>\n\n\u003Cp>34.4.0 In witness whereof the Parties hereto have set their hands in Dar es\nSalaamthe presence of subscribing witnesses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF MCCL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) FIELD BRANCH CHAIRMAN (DSM)\u003C\u002Fp>\n\n\u003Cp>(b)FIELD BRANCH SECRETARY (DSM)\u003C\u002Fp>\n\n\u003Cp>(C)FIELD BRANCH CHAIRMAN (MBEYA)\u003C\u002Fp>\n\n\u003Cp>(d)FIELD BRANCH SECRETARY (MBEYA)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BEFORE ME:\u003C\u002Fp>\n\n\u003Cp>COMMISSIONER FOR OATHS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var 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E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-millennium-challenge-corporation-limited-and-communication-and-transport-workers-union-tanzania\u002Fcollective-bargaining-agreement-between-millennium-challenge-corporation-limited-and-communication-and-transport-workers-union-tanzania\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"WAGES_determined":52,"ONCERISE_trigger":56,"maternity_nursing_breaks_duration":60,"hourspweek_select":64,"childcare":68,"STRUCINCR_trigger":72,"nursingmothers":76,"funeralpay":78,"maternityotherclause":82,"pensionfund":86,"OVERTIME_trigger":90,"healthcareaccess":94,"healthinsurancerelatives":98,"COMMUTE_trigger":101,"EMPCONTR_trigger":105,"ANNLEAVE_trigger":107,"maternity_nursing_breaks_length":111,"healthandsafetypolicy":113,"hourspweek":117,"contracttrial":119,"sicknesspay":123,"dayspweek_select":127,"healthinsurance":129,"paidmaternityleaveall":131,"SCHEDULE_trigger":133,"paidpaternityleave":135,"healthcareaccessrelatives":139,"PAYSCALES_trigger":142,"contractseverancepay1":146,"SENIOR_trigger":150,"paidmaternityleave":154,"contractseverancepay":158,"PAIDLEAV_trigger":162,"paidpaternityleaveduration":166},{"bindId":45,"name":46,"text":47},"disabilitypay","27.1.0 Coverage and Policy - As per MCC ","27.1.0 Coverage and Policy - As per MCC Limited Insurance Policy on Group\nWorkman’s compensation.\n\n27.1.1. (a) All accidents encountered by employees at any time shall be\nreported immediately, provided that those occurring at workplaces 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.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","25.3.1Female employees who have complete","25.3.1Female employees who have completed at least 12 months of continuous\nservice shall be entitled to 90 calendar days leave on full pay once in every\nthree years.",{"bindId":53,"name":54,"text":55},"WAGES_determined","A person shall take up employment\u002Fbe rec","A person shall take up employment\u002Fbe recruited by the Employer on a\nspecified written contract of service mutually agreed.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","Bonus shall be paid to the workers accor","Bonus shall be paid to the workers according to performance of the company\nas decided by the Board of the company.",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_duration","25.3.3Female employees will be allowed t","25.3.3Female employees will be allowed two (two) hours for breast feeding\nfor 6 months after maternity leave.",{"bindId":65,"name":66,"text":67},"hourspweek_select","The Company shall have five working days","The Company shall have five working days per week with a total of 45 working\nhours, Saturday, Sundays and Public holidays shall be treated as rest days.",{"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\u002F mother, direct brother\u002Fsister and direct dependent.",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","Annual increase of salaries shall be eff","Annual increase of salaries shall be effected in consideration of\n\nthe following\n\n9.2.1.1 Any changes in labour Law', is regards to minimum\n\npay (Policies. Rules and ders), the employees contribution to the overall cc\njany results and as per annual staff appraisal.\n\n9.2.1.2 Cost of living index\u002Finflation\n\n9.2.1.3 Ability to pay vs productivity",{"bindId":77,"name":62,"text":63},"nursingmothers",{"bindId":79,"name":80,"text":81},"funeralpay","19.1.1 The company will provide coffin o","19.1.1 The company will provide coffin or money equivalent incase he\u002Fshe\ndied out of the employer reach.\n\n19.1.2 During the funeral, the company shall provide transport to the\nAdministrative Officer to buy coffin, food etc to assist the bereaved\nfamily.\n\n19.1.3 Transport cost to the burial place of domicile or permanent dwelling\nplace.\n\n19.1.4 Death Benefits: Beneficiaries of an employee who dies shall be\nentitled to all terminal benefits as stipulated in 16.0.0 above.\n\n19.1.2 Death of Next of Kin\n\nNext of kin shall mean employee’s spouse or own or legally adopted\nchildren 18 years old and under. The employer shall pay for the following\ncosts.\n\n19.2.1 The company will provide coffin or money equivalent incase he\u002Fshe\ndied out of the employer reach.\n\n19.22 During the funeral, the company shall provide transport to the\nAdministrative Officer to buy coffin, food etc.to assist the bereaved\nfamily.\n\n19.23 Transport cost to the burial place of domicile or permanent dwelling\nplace.",{"bindId":83,"name":84,"text":85},"maternityotherclause","25.3.2In case of illness which arises ou","25.3.2In case of illness which arises out of pregnancy and results in a\nfemale employee being temporarily incapable of performing her duties, such an\nemployee shall be entitled to sick leave in accordance with the provisions of\nthis agreement and recommendation of a doctor.",{"bindId":87,"name":88,"text":89},"pensionfund","16.1.4 Facilitation, assistance of Socia","16.1.4 Facilitation, assistance of Social Security Fund (NSSF) and other\nPension Scheme’s Benefits.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger"," Ordinary Overtime Extra hours worked du"," Ordinary Overtime\n\nExtra hours worked during ordinary days shall be paid at time and half, i.e.\nnormal rate plus 50%.\n\n10.3.0\n\n Double Overtime\n\nAll hours worked on a Public Holiday, Saturday, Sunday or employee’s\nnormal day of rest shall be paid at double the normal rate i.e. normal rate\nplus 100%.",{"bindId":95,"name":96,"text":97},"healthcareaccess","26.1. The Company shall bear medical cos","26.1. The Company shall bear medical costs at Fee Paying Wards and\u002For\nClinics to all employees, their spouses and own\u002Flegal adopted Children up to a\nmaximum of 4 children of rot more than 18 years old. Except for children above\n18 years who are dependents to their parents for reasons of pursuing School\nThis will be applicable to Hospitals identified by the company except in\nemergency cases the Employer shall reimburse 75c\u002Fo of medical cost provided\nthat costs have been communicated to the Company ir advance.\n\n26.1.2 An employee referred to a distant hospital which is out of his or her\nplace of work or stay shall be paid transport\u002Ffare only to and from the\nhospital. The company shall also pay for treatment expenses except where the\ntreatment does not require admission at the referred hospital. The company\nshall provide accommodation and meals. All these will be done as per MCC\nLimited Medical Aid Scheme rules (a copy of which forms part of this\nagreement)",{"bindId":99,"name":46,"text":100},"healthinsurancerelatives","27.1.0 Coverage and Policy - As per MCC Limited Insurance Policy on Group\nWorkman’s compensation.",{"bindId":102,"name":103,"text":104},"COMMUTE_trigger","' The Company shall provide transport fo","' The Company shall provide transport for all employees to and from work\nfrom designated parts of towns. However where there is a breakdown of the\ncompany bus, the company shall refund normal direct bus fare.",{"bindId":106,"name":54,"text":55},"EMPCONTR_trigger",{"bindId":108,"name":109,"text":110},"ANNLEAVE_trigger","25.2.2 The Employees proceeding on leave","25.2.2 The Employees proceeding on leave shall be entitled fare as\nfollows:\n\n(a) Grade 1—2 — 200,000\u002F-\n\n(b) Grade 3—4 — 180,000\u002F-\n\n(c) Grade 5—8 -- 150,000\u002F-",{"bindId":112,"name":62,"text":63},"maternity_nursing_breaks_length",{"bindId":114,"name":115,"text":116},"healthandsafetypolicy","29.1. Management shall provide suitable ","29.1. Management shall provide suitable or appropriate protective clothing\nto relevant employees effective by 6th month of the financial year and this is\n2 pieces per year.",{"bindId":118,"name":66,"text":67},"hourspweek",{"bindId":120,"name":121,"text":122},"contracttrial","5.3.2 Permanent and Pensionable Contract","5.3.2 Permanent and Pensionable Contract of Service; whereby an employee\ntakes employment on permanent and pensionable terms. This is the type of\nemployment in which a p son can work up to a certain age specified by the Laws\nof the Country with qualification or end of service benefits also attached to a\ncertain number of years of service in the employment of the employer. whenever\nemployees who are engaged under this type of contract shall first be appointed\non probation period which shall not exceed six months.",{"bindId":124,"name":125,"text":126},"sicknesspay","23.1.0 Sick leave shall be computed sepa","23.1.0 Sick leave shall be computed separately for each year and shall not\nbe cumulative between holiday years and shall be treated as per the Employment\nand Labour Relation Act of 2004.\n\n23.1.2When an employee exhausts the sick leave and sickness continues, his\nservices may be terminated on medical grounds and be entitled to payments of\nterminal benefits as stipulated in 16.0.0 to 22.1.2 above.",{"bindId":128,"name":66,"text":67},"dayspweek_select",{"bindId":130,"name":88,"text":89},"healthinsurance",{"bindId":132,"name":50,"text":51},"paidmaternityleaveall",{"bindId":134,"name":66,"text":67},"SCHEDULE_trigger",{"bindId":136,"name":137,"text":138},"paidpaternityleave","25.3.4Male employee shall be entitled to","25.3.4Male employee shall be entitled to paternity leave of three (3)\ncalendar days.\n\nAn 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\u002F mother, direct brother\u002Fsister and direct dependent.",{"bindId":140,"name":96,"text":141},"healthcareaccessrelatives","26.1. The Company shall bear medical costs at Fee Paying Wards and\u002For\nClinics to all employees, their spouses and own\u002Flegal adopted Children up to a\nmaximum of 4 children of rot more than 18 years old. Except for children above\n18 years who are dependents to their parents for reasons of pursuing School\nThis will be applicable to Hospitals identified by the company except in\nemergency cases the Employer shall reimburse 75c\u002Fo of medical cost provided\nthat costs have been communicated to the Company ir advance.",{"bindId":143,"name":144,"text":145},"PAYSCALES_trigger","9.0.EMPLOYMENT REMUNERATION 9.1. While i","9.0.EMPLOYMENT REMUNERATION\n\n9.1.\n\nWhile in the service of the Company, an employee, shall qualify for the\nemployment remuneration a stated hereunder, the specified amounts or figures of\nwhich are revisable from time to time through mutual agreement.\n\n9.2\n\nAnnual increase of salaries shall be effected in consideration of\n\nthe following\n\n9.2.1.1 Any changes in labour Law', is regards to minimum\n\npay (Policies. Rules and ders), the employees contribution to the overall cc\njany results and as per annual staff appraisal.\n\n9.2.1.2 Cost of living index\u002Finflation\n\n9.2.1.3 Ability to pay vs productivity",{"bindId":147,"name":148,"text":149},"contractseverancepay1","16.1.0 Payment shall bel¬ ie.1.1 One mon","16.1.0 Payment shall bel¬\n\nie.1.1 One month salary in lieu of notice\n\n16.1.2 Payment of any leave days accrued\n\n16.1.3 Any salary due to the day of termination\n\n16.1.4 Facilitation, assistance of Social Security Fund (NSSF) and other\nPension Scheme’s Benefits.\n\n16.1.5 Repatriation allowance\n\n16.1.6 Hand shake allowance of 1 month salary for each year of service up to\na maximum of 15 yrs.\n\n16.1.7 Severance pay as per Employment and Labour Relations Act 2004 Section\n42",{"bindId":151,"name":152,"text":153},"SENIOR_trigger","30.0 LONG SERVICE AWARDS 30.1.0 The comp","30.0 LONG SERVICE AWARDS\n\n30.1.0 The company shall give long service award to employees on completing\nof continued services of 10 years. 15 years, 20 years and 25 years\nrespectively, whereby the award values will be as follows:\n\n(a) 10 years of serviceTshs. 220,000\n\n(b) 15 years of serviceTshs. 300,000\n\n(c) 20 years of serviceTshs. 410,000\n\n(d) 25 years of service Tshs. 730,000\n\n30.2.0 The Management and the Union shall meet to make arrangement in\nawarding the deserving employees.\n\n30.3.0 Best Workers Awards\n\n30.3.1 There shall be a system of selecting and awarding the best workers\nannually as may be set up and decided by Management.\n\n30.3.2 The management and Union at branch level shall determine on best\nworker. The annual best worker shall be awarded not less than Tsh.200,000.\n\n30.3.3 The best workers shall be awarded at May Day Celebrations.",{"bindId":155,"name":156,"text":157},"paidmaternityleave","25.3.0 Maternity\u002FPaternity Leave 25.3.1F","25.3.0 Maternity\u002FPaternity Leave\n\n25.3.1Female employees who have completed at least 12 months of continuous\nservice shall be entitled to 90 calendar days leave on full pay once in every\nthree years.\n\n25.3.2In case of illness which arises out of pregnancy and results in a\nfemale employee being temporarily incapable of performing her duties, such an\nemployee shall be entitled to sick leave in accordance with the provisions of\nthis agreement and recommendation of a doctor.\n\n25.3.3Female employees will be allowed two (two) hours for breast feeding\nfor 6 months after maternity leave.\n\n25.3.4Male employee shall be entitled to paternity leave of three (3)\ncalendar days.\n\nAn 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\u002F mother, direct brother\u002Fsister and direct dependent.",{"bindId":159,"name":160,"text":161},"contractseverancepay","16.1.7 Severance pay as per Employment a","16.1.7 Severance pay as per Employment and Labour Relations Act 2004 Section\n42",{"bindId":163,"name":164,"text":165},"PAIDLEAV_trigger","24.0. LEAVE ENTITLEMENTS 24.1 . Leave Ac","24.0. LEAVE ENTITLEMENTS\n\n24.1\n\n. Leave Accrual\n\n24.1.1. All employees within Grades: 3 — 5 24 working days 6 — 8 22\nworking days\n\n24.1.2 No leave shall be accumulated for more than 2 years, unless at the\nrequest and agreement of the employer.\n\n24.1.3 Any employee who proceeds on leave shall be paid his salary in\nadvance only if the pay day falls during the leave period.\n\n24.1.4 If an employee wishes to go on leave he shall make an application on\nthe prescribed form.\n\n24.1.5 Employer shall not pay employee an amount of money in substitution of\nthe annual leave to which employee agree to such payment (as specified in\nsection 31 (7) of Labour Laws.\n\n25.2.1 Annual leave may be granted on application. The Company shall bear\ntravel costs as listed below\n\n25.2.2 The Employees proceeding on leave shall be entitled fare as\nfollows:\n\n(a) Grade 1—2 — 200,000\u002F-\n\n(b) Grade 3—4 — 180,000\u002F-\n\n(c) Grade 5—8 -- 150,000\u002F-",{"bindId":167,"name":137,"text":138},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA MCC Limited - 2007\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2007-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2009-06-30\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: → 2007-07-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication, Waste treatment, sanitation, supply of electricity, gas and water\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Urban and suburban passenger land transport, Water collection, treatment and supply, Distribution and trade of electricity\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                        MCC Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        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: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13.0 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: → 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: → 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 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            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \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            \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 150000.0\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: → 50 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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 220000.0 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",[173],{"title":37,"slug":33},[175],{"type":176,"data":177},"call_to_action_body_block",{"title":178,"description":179,"variant":180,"link":181},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":178,"url":182,"description":178,"rel":183,"type":184},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[186],{"type":176,"data":187},{"title":178,"description":179,"variant":180,"link":188},{"title":178,"url":182,"description":178,"rel":183,"type":184},[]]