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charset=iso-8859-1\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN MOFED TANZANIA COMPANY LIMITED AND\nCOMMUNICATION AND TRANSPORT WORKER’S UNION OF TANZANIA\u003C\u002Fh1>\n\n\u003Ch2>1.0 PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1 Status quo:This Collective Agreement is made between Mofed Tanzania\u003C\u002Fp>\n\n\u003Cp>Company Limited (hereinafter referred to as the “EMPLOYER”\nforming the first part to the Agreement and the Communication and Transport\nWorkers’ Union [COTWU (T)] of Tanzania (hereinafter referred to as the\nUnion), forming the second part of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.2 Status quo:The agreement embraces. “Negotiations and\nConsultations” on\u003C\u002Fp>\n\n\u003Cp>the rules and procedures through which negotiations and consultations shall\nbe conducted, with respect to Salaries and Wages, other Terms and Conditions of\nEmployment applicable to workers employed and confirmed by the Company except\nthose on probation and daily paid workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.3 Status quo:In this agreement however, where any word or clause\u003C\u002Fp>\n\n\u003Cp>contravenes the provisions or requirements of any of the existing Labour\nLaws or Regulations or Orders of the Country or Offers relatively inferior\ntreatment or terms to those provided for; then the laws or Regulations shall\napply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.0.0PRODUCTIVITY PERFOMANCE AND EFFICCIENCY.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo: It is agreed that after successful conclusions of these\ndiscussions, the Union shall assist the employer in:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.1Status quo:Ensuring that the proper plans to increases productivity\u003C\u002Fp>\n\n\u003Cp>are implemented as drawn by the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.2 Status quo: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\u002F or its properly and advising the\nmanagement on how to handle such situations should they arise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.3 Status quo:Take necessary measures to prevent negligent and\ndestruction\u003C\u002Fp>\n\n\u003Cp>of company property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.0.0 CHANGES IN LABOUR LEGISLATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.1Status quo:In the event of any change, directive, new law, etc, the\u003C\u002Fp>\n\n\u003Cp>Company and the Union shall meet as soon as possible to change, amend or\nremove that part of the Agreement which is in conflict with the respective\nLabour Legislations. It is agreed that such changes or amendments shall be to\nrender the Agreement legally acceptable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.00 COMMUNICATION TO EMPLOYEES:\u003C\u002Fh2>\n\n\u003Cp>4.1Status quo:Management shall undertake to inform all employees of any\npolicy changes affecting them as communicated to them by relevant authorities\nexpect for privileged confidential and private information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.0 DEFINITIONS AND INTERPRETATION:\u003C\u002Fh2>\n\n\u003Cp>In this agreement, unless the context otherwise requires:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.1 “Employer\u002FCompany”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean MOFED TANZANIA LIMITED.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2 “Union”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the COMMUNICATION AND TRANSPORT WORKERS UNION OF\nTANZANIA [COTWU (T)].\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3 “Country”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Sovereign State Geographically known as Tanzania\nMain Land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.4 “CEO”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Chief Executive Officer of Mofed Tanzania\nLimited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.5 “Management”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean Chief Executive Officer, CFO and COO as\nManagement Head of Departments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.6 “Chairperson”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Chairperson of the Communication and Transport\nWorkers’ Union of Tanzania [COTWU (T)] or any other Officer or Officers\nduly authorized and delegated by him to act or carry out official functions on\nhis behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.7 “Union Representative”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean the General Secretary of the Communication and\nTransport Workers’ Union of Tanzania [COTWU (T)] or any other Officers or\nOfficers duly authorized by him to act or carry out Union functions on his\nbehalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.8 “Employee”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean any person or persons employed by Mofed\nTanzania Limited under the permanent conditions only or as defined under the\nlabour laws or Regulations of the Country\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.9 “Union Member”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean any employee of the Company who is a member of\nthe Union and as defined by the Law of the Country.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.10 “Commissioner”\u003C\u002Fp>\n\n\u003Cp>“Status quo” – Shall mean the Commissioner dealing with\nlabour matters.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.11 “Labour Court of Tanzania”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Labour court of Tanzania. Labour Division\nestablished under labour act No. 7.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.12 “Joint industrial council”\u003C\u002Fp>\n\n\u003Cp>Status quo- Shall mean the Management\u002FUnion within Mofed Tanzania Limited\nthrough wich the Management and Union meet to negotiate for improvement of\nsalaries and other terms of conditions of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.13 “Salaries and Remunerations”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean salary, wages rates, overtimes and any other\nallowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.14 “Others Terms and Conditions of Service”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean work rules and\u002F or regulations, hour and places of\nWork, leave packages, travel concessions, meals and other catering concessions,\npensions and other related retirement emoluments that may be agreed upon\nbetween the parties from time to time and or Regulations or any other agreement\nreached by the parties through similar means.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.15 “Grievance”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean a complaint or complaints and\u002F or a feeling or\nfeelings of dissatisfaction by either an employee (s) or employer, against any\naction or treatment or occurrence considered unfair by the party\ncomplaining.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.16 “Labour Dispute”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean any dispute or difference or disagreement\nMisunderstanding between an employee or employees on salaries or wages or other\nterms and conditions of employment or as defined under the laws of the\ncountry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.17 “Grievance Settlement Procedures”\u003C\u002Fp>\n\n\u003Cp>Status quo –Shall mean any procedures and or procedures laid down by\nthe parties to cater for the settlement of grievance or settlement of disputes\nand as define under the provisions of the Laws of the Country\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.18 “Strike”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean cessation of work performance by a body or\ngroup of persons employed to carry out that function, acting in combination or\nconsented refusal or a refusal under a common understanding of any number of\npersons employed or a concerted interruption of work performance compelling\ntheir employer or any person on body of persons employing them to accept or not\nto accept terms or conditions affecting employment or as defined by the law of\nthe land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.19 “Lock Out”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean the right of an employer to lock out an\nemployee or employees in respect of a dispute of interest as defined by Law of\nthe Land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.20 “Appendix”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean an attachment or addendum to this Agreement\nand shall be read as part of the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.21 “Gender”\u003C\u002Fp>\n\n\u003Cp>Status quo – Gender Shall include or apply to both male female and\ngenders, unless specifically applied\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.22“Retrechment”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean reduction of manpower, arising from compulsory\nre-organization of employees established to strengthen department, or a section\nor unit of operations, owing to economic circumstance beyond the control of the\nemployer and as defined under relevant articles of the Labour Laws.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.23 “Dependant”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean spouse and any four (4) children of an\nemployee (whether biological or legally adopted) under 18 and in formal and\ncontinuous school.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.24“Repatriation Allowance”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean transportation costs of an employee, his\nimmediate family members and his personal affects up to the place of\ndomicile.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.25 “Place Of Domicile”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean place of birth of an employee or any other\nplace Permanent dwelling place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.26 “Acting Allowance”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean an allowance paid to an employee who is\nappointed to act in a higher position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.27 “Acting Appointment”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean an approved appointment of a serving employee\nto a higher position with a view to confirmation, for which acting allowance is\npayable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.28 “ACT”\u003C\u002Fp>\n\n\u003Cp>Status quo - Shall mean the Employment and Labour Relations ACT No. 6 of\n2004\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.29 “Sick Leave”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean an approved absence from duty caused by\nillness of an employee as recommended by a recognized medical practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.30 “Medical Examination”\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall mean an examination of an employee of the company\ncarried out by recognized medical practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.0.0 RECRUITMENT\u002FAPPOINTMENT AND METHOD.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>6.1 Status quo - A person may take up employment\u002Fbe recruited by the\u003C\u002Fp>\n\n\u003Cp>Employer on a specific written contract of service mutually agreed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2Status quo - In order to avoid discontent by either party any time\nduring\u003C\u002Fp>\n\n\u003Cp>or after a contract, each contract of service shall, as far as possible\nspecify the salary and wages and other terms and conditions attached to the\npost and that, all this information shall be briefly made in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.0 Generally, there shall be two (2) types of contract of service as\nspelt out hereunder:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.1 Special contract of Service”\u003C\u002Fp>\n\n\u003Cp>Status quo -Whereby appointment or engagement period shall be specified,\nwith a provision for renewal (if any). This type of contract shall have no\nregard to any age limit, provided always that the person taking up the\nemployment is not below the age required by the law of the Country. However\nthis group is not entitled to collective bargaining benefit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.2Permanent and Pensionable Contract of service”\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Status quo –Whereby an employee takes employment on permanent and\npensionable terms. This is the type of employment in which a person can work up\nto a certain age specified by the Laws of the Country with qualification or end\nof service benefits also attached to a certain number of years of service in\nthe employment of the employer. However employees who are engaged under this\ntype of contract shall first be appointed on probation period which shall not\nexceed twelve (12) months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.3 Status quo - In all case any person employed by the company shall be\nprovided with a job description.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.0 EMPLOYEE\u002FEMPLOYER OBLIGATIONS.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1 Status quo - For the purpose of good employee\u002Femployer relations and the\nfulfillment of legal requirement, both parties are expected to adhere strictly\nto their obligation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2 Status quo - The main obligation by either party in relation to\nparagraph 7.1 above are total adherence to:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2.1 Status quo - The requirement and\u002For provision of the Labour Laws or\nRules or Regulations of the Country.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2.2 Status quo - The requirement and\u002For provision of the Collective\nAgreement and any other matters mutually agreed between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.2.3 Status quo - The requirement of any Company written rules or the\nLabour Laws or regulations known to the union.\u003C\u002Fp>\n\n\u003Ch2>8.0 WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1 The company shall observe the following:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>• Status quo - Forty five (45) hours in a six (6) day week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>• Status quo – Not more than fifty (50) overtime hours in a four\n(4) week cycle.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>•Status quo – Now employee to work more than twelve (12) hours in\nany day even under agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>•Status quo – Night work between 20.00 hour and 06.00 hours shall\nbe paid night work allowance of 5% of the basic wage.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SCHEDULE_trigger\">\u003Cp>•Status quo – Sunday and public holidays shall be treated as rest\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.2 Status quo - Work shall commence at 8.00 hours to 17.00 hours and lunch\nbreak shall be between 12:30hours to 13:30hours. However, on Saturday work\nshall commence at 08:00 hours and close at 14:00 hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.3 Status quo -If an employee works on a public holiday specified in the\nPublic Holidays Ordinance, the employer shall pay the employee double the\nemployee’s basic wage for each hour worked on that day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.0 STAFF SERVICE REGULATIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1 Status quo - There shall be written rules which stipulate almost all\nwhat is required of an employee as Guidance which forms part of this agreement.\nThe regulations shall be prepared by the management and agreed by the union.\nThe rules set out in Appendix 1 shall form part of this collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.0 EMPLOYMENT REMUNERATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>10.1 Status quo - While in the service of the Company, an employee, shall\nqualify for the employment remuneration as stated hereunder, the specified\namounts or figures of which are revisable from time to time through mutual\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2 Annual increase of salaries shall be affected in consideration of the\nfollowing:-\u003C\u002Fp>\n\n\u003Cp>10.2.1 Status quo - Any changes in Labour Laws as regards to minimum\n(Policies, Rules and orders), or the employees contribution to the overall\nCompany results and as per annual staff appraisal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.2 Status quo - Ability employer to pay vs productivity.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11.0 OVERTIME PAYMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1 Status quo - This is compensation to workers for work done beyond\nnormal working hours serve for heads of departments and shall be paid as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1.1 Ordinary Overtime\u003C\u002Fp>\n\n\u003Cp>Status quo - No more than 3 overtime hours in any given day (normal is 9\nworking day hours).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.1.2 Double Overtime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Status quo - All hours worked on a Public Holiday and Sunday or\nemployee’s normal day of rest shall be paid at double the normal rate\ni.e. normal rate plus 100%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12.0.0 REMUNERATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>12.1Status quo - All employees who have served the company for less than\ntwelve months shall be paid minimum remuneration in their respective grades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.2Status quo - All junior employees acting in the position of a senior\ngrade shall be promoted to such senior grade, if the situation warrants such\npromotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3Status quo – Remuneration and allowances for employees in grades 1\nto 2 shall be decided by the Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.4All increments, allowance and remuneration are subject to revision on\n1st April each year and Salaries shall be adjusted upwards by 20% on wards\ndepending on the inflation rate and market forces.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.6 TABLE OF BASIC WAGES\u002FRUMUNERATION\u003C\u002Fp>\n\n\u003Cp>Status quo – The table of basic wages\u002Fremuneration will be as per the\nAppendix 2 to this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.1 Acting allowance\u003C\u002Fp>\n\n\u003Cp>Status quo - Where an employee is required to temporarily perform a job\nin\u003C\u002Fp>\n\n\u003Cp>A more senior or higher position for a minimum of one (1) months which\nincreases the employee’s workload, the employee will be communicated to\nin writing by Management. And, by virtue of the new duties, the employee shall\nbe paid an acting allowance which is the difference between the basic wage of\nthe senior grade and the acting employee’s grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2 Limit of Acting\u003C\u002Fp>\n\n\u003Cp>Status quo – The employee should be allowed to act in one post for a\nperiod of not more than three months consecutively; otherwise he\u002Fshe should be\npromoted to the post, or reverted to his\u002Fher substantive post.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>13.3 Transport Allowance\u003C\u002Fp>\n\n\u003Cp>Status quo – The Company shall provide transport for all employees to\nand from Mofed. However, where there is a breakdown of the company bus, the\ncompany refunds normal direct bus fare at the ruling rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo – Where the breakdown is for a long period, say a week,\nthen another bus may be hired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo – Since the staff bus picks and drops off staff at the\nnearest bus stop, each employee will meet the additional bus fare that might\narise outside arrangement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.4 Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>Status quo – Employees, who are not entitled to overtime payments,\nshall be entitled to responsibility allowance which will be determined by\nManagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.5 Travel on Company business\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.5.1 Definition\u003C\u002Fp>\n\n\u003Cp>Status quo – Where an Employee undertakes a business trip to a\nlocation outside Dar es Salaam and \u002For abroad, the employee will be regarded as\nbeing on an official visit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.5.2 Choice of route\u003C\u002Fp>\n\n\u003Cp>Status quo – Unless there is a good reason to do otherwise, a trip\nmust always be made by the shortest route: by air, road or rail as the case may\nbe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fares shall be paid for employees as follows:-\u003C\u002Fp>\n\n\u003Cp>•Air Travel\u003C\u002Fp>\n\n\u003Cp>Status quo – All employees will travel by economy class when on an\napproved company business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Rail Travel\u003C\u002Fp>\n\n\u003Cp>Status quo – Second class will apply\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Road Travel\u003C\u002Fp>\n\n\u003Cp>Status quo – Shall be paid fare to and from the Dar es Salaam by\neconomic means of transport, or use of a pool utility vehicle, which ever may\nbe suitable or the next best available alternative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.5.3 SUBSISTENCE ALLOWANCE FOR LOCAL BUSINESS TRAVEL\u003C\u002Fp>\n\n\u003Cp>•An employee traveling locally on approved company business, and the\nemployee opts not to take meals from the hotel where the employee is\naccommodated, the employee is entitled to claim the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CategoryIn the Country TSHS\u003C\u002Fp>\n\n\u003Cp>-Breakfast 5,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>-Lunch 10,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>-dinner10,000\u002F=per day\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•A local subsistence allowance equivalent to TZS 80,000\u002F=per day will\nbe paid to an employee where it involves an overnight stay away from Dar es\nSalaam.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•No subsistence allowance shall be paid in respect of absence from Dar\nes Salaam not involving an overnight stay, except meal allowances as (a)\nabove.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.5.4 SUBSISTENCE ALLOWANCE ON FOREIGN BUSINESS TRAVEL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Status quo – A subsistence allowance (or per diem) is intended to\ncover all daily expenses whilst conducting official business or training\noverseas:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo - An employee will be paid a subsistence allowance (or per diem)\nequivalent to US Dollars 180 per day, as may be reviewed by Management from\ntime to time, where it involves an overnight stay away from Tanzania. The\nsubsistence allowance caters for all boarding expenses, including hotel\naccommodation, cost of meals, laundry, entertainment and incidentals\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo - Other considerations may be given when traveling to a region\nwhere cost of living is known to be very high and accommodation may cost more\nthan the regular subsistence allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo - Payment of airfares, visa costs, affiliation fees, airport\ndeparture tax and transportation will be met by the company.\u003C\u002Fp>\n\n\u003Cp>Status quo - No excess baggage costs will be met by the company\u003C\u002Fp>\n\n\u003Cp>Status quo -If a business trip is concluded in a day, reasonable actual\nexpenses may be claimed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14.0 HOUSEING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>All employees who are not entitled to company houses shall be paid Housing\nAllowance equivalent to 50 % of their monthly basic wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15.0 CANTEEN\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>Status quo – The employer shall provide lunch to employees each\nworking day, and each employee will contribute TZS. 20,000 per month towards\nthe cost of the meals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.1 So long as canteen does not operate during Sundays and public holidays\non employee working on such days shall be paid as per clause 13.5.3 of this\nCollective Bargaining Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16.0 YEAR END BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>16.1 A Bonus shall be paid to the workers at the end of the year dependent\nupon the financial performance of the company. The amount to be paid to each\nemployee will be determined by management but not less than one month gross\nsalary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.2 Status quo – Management may nominate a suitable date falling\nbetween the 10th and 20the December each year to host the end of year party,\nwhere spouses shall be invited to the party.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.0 TERMINATION OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>15.1 Status quo - Termination of service shall mean discontinuation of\nservice of an employee by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.0 NOTICE\u003C\u002Fh2>\n\n\u003Cp>17.1 Status quo - The employer shall write a letter for the action stating\nelaborately the reasons for termination of service with a copy to the Union\nField Branch Committee provided the employee is a unionized member.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.2 Status quo - The employee shall give 30 days notice or payment of one\nmonth’s basic salary in lieu of the notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18.0 TERMINAL BENEFITS ON TERMINATION OF EMPLOYMENT BY EMPLOYER OTHER THAN\nTERMINATION FOR DISCIPLINARY ACTION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>18.1 Payment shall be:-\u003C\u002Fp>\n\n\u003Cp>18.1.1 Status quo - One month’s gross salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>18.1.2 Status quo - Payment of any leave days accrued\u003C\u002Fp>\n\n\u003Cp>18.1.3 Status quo - Any salary due to the day of termination\u003C\u002Fp>\n\n\u003Cp>18.1.4 Status quo - Facilitation, assistant of Social Security Fund (NSSF)\nand other Pension’s Scheme’s benefits.\u003C\u002Fp>\n\n\u003Cp>18.1.5 Transport of the employee and his personal effects to the place of\ndomicile\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.1.6 Status quo – Paid one (1) month salary for each completed year\nof service up to the maximum of 5 years. gross salary for each year of service\nup to a maximum of 15 years.\u003C\u002Fp>\n\n\u003Cp>18.1.7 Status quo -Severance pay as per Employment and Labour Relations Act\n2004 Section 42\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19.0 RETRENCHMENT PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>19.1Status quo - Both parties agree to do their level best to make sure this\ndoes not happen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.2 Status quo – This shall mean the discontinuation of\nemployee’s service through reduction of company labour force after\nnecessity to do so has been established as mutually agreed.\u003C\u002Fp>\n\n\u003Cp>19.3 Status quo – The Management must do the following before this\nexercise takes place.\u003C\u002Fp>\n\n\u003Cp>• Explain clearly in writing to the union two months (2) before\nimplementation of the intended exercise.\u003C\u002Fp>\n\n\u003Cp>• Spell out the number of employees to be affected.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20.0 RETRENCHMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>20.1 Both parties agree to the criteria which shall be followed:-\u003C\u002Fp>\n\n\u003Cp>•First in Last out (FILO) method\u003C\u002Fp>\n\n\u003Cp>•Voluntary redundancy\u002Fdeparture\u003C\u002Fp>\n\n\u003Cp>•Weaker performer and unqualified employees\u003C\u002Fp>\n\n\u003Cp>•The Management shall prepare the list and consult the Union branch\nCommittee before implementation of the exercise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21.0 RETRENCHMENT TERMINAL BENEFITS\u003C\u002Fh2>\n\n\u003Cp>21.1The company shall pay the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.2Status quo - Give one month notice to the employee or payment of one\nmonths salary in lieu thereof\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.3 Status quo - Pay one (1) months gross salary for completed year service\nas compensation for unexpected loss of employment up to the maximum of 10\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21.4 Status quo - Transport of the employee and his personal effects to the\nplace of domicile.\u003C\u002Fp>\n\n\u003Cp>21.5 Status quo – Severance pay as per Employment and Labour Relations\nAct 2004; section 42.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22.0 FUNERAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>22.1 DEATH OF DIRECT EMPLOYEE\u003C\u002Fp>\n\n\u003Cp>22.1.1Status quo - The Company shall provide a standard coffin to the\ndeceased employee’s family, and where the coffin is not necessary, an\nequivalent amount shall be paid instead.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.1.2 During the funeral, the company shall provide transport and pay TZS\n500,000\u002F= to the agrieved family as a special condolence by the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.1.3 The employee shall pay shs 500,000\u002F= for other funeral expenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.1.4 Status quo – The Company shall incur the transportation cost of\nthe deceased employee up to the place of burial\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.2 DEATH OF A SPOUSE, OWN CHILD OR A REGISTERED DEPENDENTS\u003C\u002Fp>\n\n\u003Cp>In the event of the death of an employee’s spouse, own child or a\nregistered dependant, the company shall pay a sum of TZS 500,000\u002F= towards\nfuneral costs. All costs regarding funeral expenses are covered in this grant.\n“Wife means one wife, and no polygamous marriage shall be entertained\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23.0 COMPULSORY RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.1Compulsory retirement age for all permanent employees shall be 55 years\nand either party shall give three (3) months notice of intention to retire.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2 RETIREMENT PACKAGE\u003C\u002Fp>\n\n\u003Cp>23.2.1Status quo – One month salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2.2 Status quo – Leave days due.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2.3 Status quo – Transport of the employee and his personal effects\nto the place of domicile or shs 3,000,000\u002F= repatriation allowance which ever\nis greater\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2.4 Status quo – Severance pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2.5 Paid a “golden handshake” of two and a half months basic\nsalary for each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2.6 A retiring employee shall also be awarded.\u003C\u002Fp>\n\n\u003Cp>•5 tones of cement\u003C\u002Fp>\n\n\u003Cp>•50 three meters, twenty eight gauge iron sheets\u003C\u002Fp>\n\n\u003Cp>•Other building materials worth 2,000,000\u002F= or cash equivalent.\u003C\u002Fp>\n\n\u003Ch2>24.0 EARLY RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>24.1 Status quo – Provided an employee has served the company for at\nleast 10 years, or is 50 years of age, the employee may be entitled to apply\nfor early retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.2 Status quo – The employee shall give three (3) months notice to\nthe Employer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.3 Status quo – Shall be paid salary and leave days accrued to the\nday of retirement with two months salaries as travel allowance for him with his\nfamily.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.4 Status quo – The company shall render assistance for settlement\nof Social Security fund (NSSF) and other pension scheme’s benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>254.5 Transport to the place of Domicile.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.6 Shall be paid a “golden handshake” of two months basic\nsalary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.7 Severance pay of twenty days salary for each year of Service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26.0 TERMINATION OF SERVICE ON MEDICAL GROUNDS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>26.1 Status quo -This is discontinuation of service as a result of\nill-health, physical or mental incapacitation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>26.2 Status quo – Termination shall be as per the provisions of the\nLabour Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>26.3 Status quo – Other benefits as stated in clause 18 above\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27.0 SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>27.1 An employee is entitled to sick leave of 180 days per year calculated\nas follows:-,\u003C\u002Fp>\n\n\u003Cp>•The first 3 months shall be paid at full wages\u003C\u002Fp>\n\n\u003Cp>•The second 3 months shall be paid at half wages\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>27.2 Status quo – The employer may not pay for sick leave if the\nemployee fails to produce a medical certificate, which is issued by a\nregistered medical practitioner acceptable to the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>27.3 Status quo – When an employee exhausts the sick leave and\nsickness continues, the employees services may be terminated on medical grounds\nas stipulated in clause 24 above. Save for HIV Aids victims whose procedure\nshall be refered to the company HIV\u002FAIDS policy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28.0 LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.1 Status quo – Leave Accrual\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>28.1.1 Status quo – All employees are entitled to 30 working\ndays’ leave, every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.1.2 Status quo – Employees who have served the employer less than\nsix (6) months are not entitled to annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.1.3 Status quo – Annual leave shall not accumulate for more than 2\nyears, unless requested by the employee and agreed by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.1.4 Status quo – Any employee who proceeds on leave shall be paid\nhis salary in advance if the pay day falls during the leave period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.154 Status quo – If an employee wishes to go on leave he shall make\nan application on the prescribed form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.2 Leave Travel\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>28.2.1 Status quo – Annual leave may be granted on application. The\nCompany shall contribute TZS 70,000 as leave travel allowance. As a rule, an\nemployee is required to take a minimum of twenty one (21) days leave to qualify\nfor leave travel allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.3 Maternity\u002FPaternity Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>28.3.1Status quo – A female employee shall give notice to the employer\nof her intention to take maternity leave at least three (3) months before the\nexpected date of birth and such notice shall be supported by a medical\ncertificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>28.3.2 Status quo – A Female employee is entitled to 84 days paid\nmaternity leave or 100 days’ paid maternity leave if the employee gives\nbirth to more than one child at the same time. Annual leave is automatically\nexhausted during maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>28.3.3 Status quo – In case of illness which arises out of pregnancy\nand that this results in a female employee being temporary incapable of\nperforming her duties, such an employee shall be entitled to sick leave in\naccordance with the provisions of this agreement and upon recommendation of a\nmedical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.3.4 Normal annual leave of the employee shall not be Forfeited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>28.3.5 Male employees are entitled to paternity leave of seven (7) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.4 Compassionate Leave\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>An employee shall be entitled to 10 working days leave which is not deducted\nfrom annual leave. Compassionate leave shall be granted upon death of spouse,\nfather\u002Fmother, direct brother\u002Fsister and direct dependant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29.0 MEDICAL SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>29.1 The company shall bear medical costs at Fee Paying hospitals and\u002For\nclinics for the employees, spouses and own\u002Flegal adopted children up to a\nmaximum of 4 children of not more than 18 years old. Except for children above\n18 years who are dependants. The fee is paid directly to hospitals and clinics\nidentified by the employer except in emergency cases where the employer shall\nreimburse at the rate of TZS 60,000\u002F= per month if the employer is informed\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30.0 HIV\u002FAIDS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Status quo – No discrimination of any kind shall be made to any\nemployee affected by HIV\u002FAIDS, or living with HIV virus or suffering from it.\nThe company shall not terminate any employee who is suffering from AIDS for\nreasons of failure to perform his\u002Fher duties efficiently, instead measures to\ntransfer employee to less depending job shall be considered.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31.0 ACCIDENTS, COMPENSATION AND DEATH BENEFITS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>31.1 Status quo – All accidents encountered by employees at any time\nshall be reported immediately, provided that those occurring at the work places\nshall be reported first to the employer and those occurring outside the work\nplace and in the course of execution of official duty shall be reported to the\npolice or later to the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>31.2 Status quo – Policy and coverage; as per Mofed Tanzania Limited\ninsurance policy on Group workemen’s compensation as may be established\nby the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32.0 LOANS AND ADVANCES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>32.1 Status quo – The Company may provide loans to permanent employees\nafter considering the financial position of the company and the ability of the\nemployee to repay the loan amount.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>32.2 Type of loans that may be accessed:\u003C\u002Fp>\n\n\u003Cp>•Status quo – Motor vehiclerepayment period: 3 years\u003C\u002Fp>\n\n\u003Cp>•Status quo – School fees\u002FStudy loanrepayment period: 2 years\u003C\u002Fp>\n\n\u003Cp>•Status quo – Furniture loanrepayment period: 2 years\u003C\u002Fp>\n\n\u003Cp>•Status quo – house loan repayment period: 3 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>32.3 Status quo – The company shall introduce an employee who wishes\nto get loans from lending Banks and other financial institutions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33.0 PROTECTIVE CLOTHING\u002FUNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>33.1 The company will provide suitable or appropriate clothing to relevant\nemployees, i.e. two pairs of uniforms or protective clothing each year plus\nfour bars of soap to each employee every months for washing the uniforms.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34.0 LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>34.1The Company shall give long service award to employees on completion of\ncontinued service of 10 year 15 years and 25 years as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 years of service3 months salaries\u003C\u002Fp>\n\n\u003Cp>15 years of service 5 months salaries\u003C\u002Fp>\n\n\u003Cp>20 years of service 8 months salaries\u003C\u002Fp>\n\n\u003Cp>25 years of service10 months salaries\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo - The Management and the Union shall meet to make arrangement in\nawarding the deserving employees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>35.0 BEST WORKERS AWARDS.\u003C\u002Fh2>\n\n\u003Cp>35.2.1 Status quo – There shall be a system of selecting and awarding\nthe workers annually as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Overall best worker 3 months salaries\u003C\u002Fp>\n\n\u003Cp>•Department best worker one months salary.\u003C\u002Fp>\n\n\u003Cp>•\u003C\u002Fp>\n\n\u003Cp>35.2.2Status quo – The Union shall determine the departmental best\nworkers. The names of the selected four (4) best workers will be given to\nmanagement, who shall select the overall best workers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>35.2.3 Status quo – The overall best workers shall receive cash award\nwhich will be paid during the May Day Celebrations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>36.0 STAFF TRAINING\u002FDEVELOPMENT AND JOB APROPRIATION\u002FSUCCESSION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>36.1 Status quo – Staff training and development is essential to equip\nand improve employees performance of their day to day activities. Secondly,\nit’s a role the employer undertakes to enhance efficiency at the work\nplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>36.2 Status quo – In order to achieve 36.1 above, the employer shall\nin its annual budget set aside funds for training and development of\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>36.3Status quo – In addition, there shall be established a School Fees\nor Study Loan scheme where employees are free to contribute 20% of their\nmonthly basic salary. If employees agree, the fund will be controlled by the\nemployer and funds can be disbursed to the employee as and when requested.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>36.4Status quo – All deduction for this scheme shall be kept in a\nspecial account monitored by both parties\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>36.5Status quo – As an incentive, Employees attending part time\ncourses approved by management shall be refunded their fees upon the successful\ncompletion of studies and submission of a diploma or degree.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>36.6Status quo - Management shall consider promoting the employee and\neffecting a salary adjustment upon presentation of diploma or degree\ncertificate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>37.0 CERTIFICATES OF SERVICE AND RECORD REQUIRED\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>37.1Status quo – On termination of service (section 24 above) an\nemployees shall be issued with a certificate of service stating:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>37.1.1 Status quo – Name of Employer\u003C\u002Fp>\n\n\u003Cp>37.1.2 Status quo – Name of Employee\u003C\u002Fp>\n\n\u003Cp>37.1.3 Status quo – Date of Engagement\u003C\u002Fp>\n\n\u003Cp>37.1.4 Status quo – Nature of employment (position held)\u003C\u002Fp>\n\n\u003Cp>37.1.5 Status quo – Salary and grade on termination\u003C\u002Fp>\n\n\u003Cp>37.1.6 Status quo – Date of termination, and reason for termination\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>38.0 TERMINAL BENEFIT RESERVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Status quo – The Company shall reserve adequate funds in a special\naccount each year to be used for paying terminal benefits of retrenched,\nretired and terminated employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>39.0 ARBITRATION PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>39.1 Status quo – Where a party to this agreement is not in agreement\nwith an action by the other party on matters of Industrial Relations of the\nCompany, or where either party feels that the other is acting contrary to\nprovisions of this Agreement, the party so dissatisfied shall seek the\nassistance of the Commission for Medication and Arbitration (CMA) to arbitrate\nin the Labour dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>39.2Status quo – However, before a party takes the action discussed\nunder the preceding paragraph, it shall give not be less than 21 days written\nnotice to the other party and shall give a brief explanation of the grounds of\ndiscontent.\u003C\u002Fp>\n\n\u003Ch2>40.0 AMENDMENT AND PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>40.1 Status quo – Any clause and or provision within this agreement\nmay be amended or modified at the request of either party, provided always that\nthe party so seeking amendment shall give written notice of not less than 3\nmonths to the other part of the intention to do so and that such amendment\nshall be mutually discussed and agreed by the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>41.0 CONFIDENTIALITY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>41.1 Status quo – All information, however communicated or recorded\nand whatever form it takes, provided by both parties in connection with this\nAgreement shall be for the others exclusive use and many not be divulged by\neither party to any natural or legal person (save as may be required under this\nAgreement), in which case either party shall ensure that such person undertakes\nto be bound by the terms similar to this clause, such action shall not be taken\nwithout the prior written consent of the other, which consent shall not be\nunreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>41.2 Status quo – The restriction referred to in 41.1 shall not apply\nto information, which is now, or hereafter enters the public domain other than\nas a result of breach by one party of its obligations in terms of clause 40.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>42.0 EFFECTIVE DATE, DURATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>42.1 This Agreement comes into force on\n…………..day of\n…………..…...and shall run for 2 years\n………………………….………………….\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>42.2Status quo - Not withstanding paragraph 42.1 above, this Agreement shall\nremain in force until it is replaced by another.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>42.3 Status quo – Parties undertake to effect negotiations on a new\nAgreement 3 months before expiry of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>42.4 The Parties hereto have set their hands in Dar es Salaam on this\n…………………………………………………..\nIn the presence of subscribing witnesses:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>MOFED TANZANIA LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME\n……………………………………………………..…..\u003C\u002Fp>\n\n\u003Cp>SIGN\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>POSITION……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Date\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME\n……………………………………………………..…..\u003C\u002Fp>\n\n\u003Cp>SIGN\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>POSITION……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Date\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>COMMUNICATION ANDTRANSPORT WORKERS UNION OF TANZANIA “ COTWU\n(T)”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>SIGN\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>POSITION……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Date\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME\n……………………………………………………..…..\u003C\u002Fp>\n\n\u003Cp>SIGN\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>POSITION……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Date\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGN\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>POSITION……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Date\n……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"disabilitypay":44,"paidmaternityleaveduration":48,"maxsicknesspay":52,"WAGES_determined":56,"ONCERISE_trigger":60,"dayspweek":64,"hourspweek_select":68,"pregnancy":70,"funeralpay":74,"paidmaternityleavepay":78,"maternityotherclause":82,"discrimination":84,"maxsicknesspayperc":88,"pensionfund":91,"holidaysdays":95,"maxsicknesspaytype":99,"healthcareaccess":102,"healthinsurance":106,"COMMUTE_trigger":110,"SUNDAY_trigger":114,"healthandsafetytraining":118,"trainingprogrammes":122,"healthandsafetypolicy":126,"hourspweek":130,"contracttrial":132,"sicknesspay":134,"dayspweek_select":136,"SCHEDULE_trigger":138,"paidpaternityleave":142,"schedulesrestpw":146,"sicknessmaxdaysnr":148,"NOCTPREM_trigger":150,"hoursovertimemax":154,"healthcareaccessrelatives":158,"LOWWAGE_trigger":160,"MAXHOURS_trigger":164,"PAYSCALES_trigger":166,"contractseverancepay1":170,"hivpolicy":174,"SENIOR_trigger":176,"mealvouchers":180,"sicknessmaxdays":184,"paidmaternityleave":186,"contractseverancepay":189,"ANNLEAVE_trigger":191,"paidpaternityleaveduration":195},{"bindId":45,"name":46,"text":47},"disabilitypay","31.1 Status quo – All accidents encounte","31.1 Status quo – All accidents encountered by employees at any time\nshall be reported immediately, provided that those occurring at the work places\nshall be reported first to the employer and those occurring outside the work\nplace and in the course of execution of official duty shall be reported to the\npolice or later to the employer.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","28.3.2 Status quo – A Female employee is","28.3.2 Status quo – A Female employee is entitled to 84 days paid\nmaternity leave or 100 days’ paid maternity leave if the employee gives\nbirth to more than one child at the same time. Annual leave is automatically\nexhausted during maternity leave.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","27.1 An employee is entitled to sick lea","27.1 An employee is entitled to sick leave of 180 days per year calculated\nas follows:-,\n\n•The first 3 months shall be paid at full wages\n\n•The second 3 months shall be paid at half wages",{"bindId":57,"name":58,"text":59},"WAGES_determined","6.1 Status quo - A person may take up em","6.1 Status quo - A person may take up employment\u002Fbe recruited by the\n\nEmployer on a specific written contract of service mutually agreed.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","16.1 A Bonus shall be paid to the worker","16.1 A Bonus shall be paid to the workers at the end of the year dependent\nupon the financial performance of the company. The amount to be paid to each\nemployee will be determined by management but not less than one month gross\nsalary.\n\n\n\n16.2 Status quo – Management may nominate a suitable date falling\nbetween the 10th and 20the December each year to host the end of year party,\nwhere spouses shall be invited to the party.",{"bindId":65,"name":66,"text":67},"dayspweek","• Status quo - Forty five (45) hours in ","• Status quo - Forty five (45) hours in a six (6) day week.",{"bindId":69,"name":66,"text":67},"hourspweek_select",{"bindId":71,"name":72,"text":73},"pregnancy","28.3.3 Status quo – In case of illness w","28.3.3 Status quo – In case of illness which arises out of pregnancy\nand that this results in a female employee being temporary incapable of\nperforming her duties, such an employee shall be entitled to sick leave in\naccordance with the provisions of this agreement and upon recommendation of a\nmedical practitioner.",{"bindId":75,"name":76,"text":77},"funeralpay","22.1 DEATH OF DIRECT EMPLOYEE 22.1.1Stat","22.1 DEATH OF DIRECT EMPLOYEE\n\n22.1.1Status quo - The Company shall provide a standard coffin to the\ndeceased employee’s family, and where the coffin is not necessary, an\nequivalent amount shall be paid instead.\n\n\n\n22.1.2 During the funeral, the company shall provide transport and pay TZS\n500,000\u002F= to the agrieved family as a special condolence by the company.\n\n\n\n22.1.3 The employee shall pay shs 500,000\u002F= for other funeral expenses.\n\n\n\n22.1.4 Status quo – The Company shall incur the transportation cost of\nthe deceased employee up to the place of burial\n\n\n\n22.2 DEATH OF A SPOUSE, OWN CHILD OR A REGISTERED DEPENDENTS\n\nIn the event of the death of an employee’s spouse, own child or a\nregistered dependant, the company shall pay a sum of TZS 500,000\u002F= towards\nfuneral costs. All costs regarding funeral expenses are covered in this grant.\n“Wife means one wife, and no polygamous marriage shall be entertained",{"bindId":79,"name":80,"text":81},"paidmaternityleavepay","28.3.1Status quo – A female employee sha","28.3.1Status quo – A female employee shall give notice to the employer\nof her intention to take maternity leave at least three (3) months before the\nexpected date of birth and such notice shall be supported by a medical\ncertificate.\n\n\n\n28.3.2 Status quo – A Female employee is entitled to 84 days paid\nmaternity leave or 100 days’ paid maternity leave if the employee gives\nbirth to more than one child at the same time. Annual leave is automatically\nexhausted during maternity leave.",{"bindId":83,"name":72,"text":73},"maternityotherclause",{"bindId":85,"name":86,"text":87},"discrimination","Status quo – No discrimination of any ki","Status quo – No discrimination of any kind shall be made to any\nemployee affected by HIV\u002FAIDS, or living with HIV virus or suffering from it.\nThe company shall not terminate any employee who is suffering from AIDS for\nreasons of failure to perform his\u002Fher duties efficiently, instead measures to\ntransfer employee to less depending job shall be considered.",{"bindId":89,"name":54,"text":90},"maxsicknesspayperc","27.1 An employee is entitled to sick leave of 180 days per year calculated\nas follows:-,\n\n•The first 3 months shall be paid at full wages\n\n•The second 3 months shall be paid at half wages\n\n\n\n27.2 Status quo – The employer may not pay for sick leave if the\nemployee fails to produce a medical certificate, which is issued by a\nregistered medical practitioner acceptable to the employer.",{"bindId":92,"name":93,"text":94},"pensionfund","Status quo –Whereby an employee takes em","Status quo –Whereby an employee takes employment on permanent and\npensionable terms. This is the type of employment in which a person can work up\nto a certain age specified by the Laws of the Country with qualification or end\nof service benefits also attached to a certain number of years of service in\nthe employment of the employer. However employees who are engaged under this\ntype of contract shall first be appointed on probation period which shall not\nexceed twelve (12) months.",{"bindId":96,"name":97,"text":98},"holidaysdays","28.1.1 Status quo – All employees are en","28.1.1 Status quo – All employees are entitled to 30 working\ndays’ leave, every year.",{"bindId":100,"name":54,"text":101},"maxsicknesspaytype","27.1 An employee is entitled to sick leave of 180 days per year calculated\nas follows:-,\n\n•The first 3 months shall be paid at full wages\n\n•The second 3 months shall be paid at half wages\n\n\n\n27.2 Status quo – The employer may not pay for sick leave if the\nemployee fails to produce a medical certificate, which is issued by a\nregistered medical practitioner acceptable to the employer.\n\n\n\n27.3 Status quo – When an employee exhausts the sick leave and\nsickness continues, the employees services may be terminated on medical grounds\nas stipulated in clause 24 above. Save for HIV Aids victims whose procedure\nshall be refered to the company HIV\u002FAIDS policy.",{"bindId":103,"name":104,"text":105},"healthcareaccess","29.1 The company shall bear medical cost","29.1 The company shall bear medical costs at Fee Paying hospitals and\u002For\nclinics for the employees, spouses and own\u002Flegal adopted children up to a\nmaximum of 4 children of not more than 18 years old. Except for children above\n18 years who are dependants. The fee is paid directly to hospitals and clinics\nidentified by the employer except in emergency cases where the employer shall\nreimburse at the rate of TZS 60,000\u002F= per month if the employer is informed",{"bindId":107,"name":108,"text":109},"healthinsurance","31.2 Status quo – Policy and coverage; a","31.2 Status quo – Policy and coverage; as per Mofed Tanzania Limited\ninsurance policy on Group workemen’s compensation as may be established\nby the employer.",{"bindId":111,"name":112,"text":113},"COMMUTE_trigger","13.3 Transport Allowance Status quo – Th","13.3 Transport Allowance\n\nStatus quo – The Company shall provide transport for all employees to\nand from Mofed. However, where there is a breakdown of the company bus, the\ncompany refunds normal direct bus fare at the ruling rate.\n\n\n\nStatus quo – Where the breakdown is for a long period, say a week,\nthen another bus may be hired.\n\n\n\nStatus quo – Since the staff bus picks and drops off staff at the\nnearest bus stop, each employee will meet the additional bus fare that might\narise outside arrangement.",{"bindId":115,"name":116,"text":117},"SUNDAY_trigger","Status quo - All hours worked on a Publi","Status quo - All hours worked on a Public Holiday and Sunday or\nemployee’s normal day of rest shall be paid at double the normal rate\ni.e. normal rate plus 100%.",{"bindId":119,"name":120,"text":121},"healthandsafetytraining","36.1 Status quo – Staff training and dev","36.1 Status quo – Staff training and development is essential to equip\nand improve employees performance of their day to day activities. Secondly,\nit’s a role the employer undertakes to enhance efficiency at the work\nplace.\n\n\n\n36.2 Status quo – In order to achieve 36.1 above, the employer shall\nin its annual budget set aside funds for training and development of\nemployees.\n\n\n\n36.3Status quo – In addition, there shall be established a School Fees\nor Study Loan scheme where employees are free to contribute 20% of their\nmonthly basic salary. If employees agree, the fund will be controlled by the\nemployer and funds can be disbursed to the employee as and when requested.\n\n\n\n36.4Status quo – All deduction for this scheme shall be kept in a\nspecial account monitored by both parties\n\n\n\n36.5Status quo – As an incentive, Employees attending part time\ncourses approved by management shall be refunded their fees upon the successful\ncompletion of studies and submission of a diploma or degree.\n\n\n\n36.6Status quo - Management shall consider promoting the employee and\neffecting a salary adjustment upon presentation of diploma or degree\ncertificate.",{"bindId":123,"name":124,"text":125},"trainingprogrammes","Status quo – A subsistence allowance (or","Status quo – A subsistence allowance (or per diem) is intended to\ncover all daily expenses whilst conducting official business or training\noverseas:-\n\n\n\nStatus quo - An employee will be paid a subsistence allowance (or per diem)\nequivalent to US Dollars 180 per day, as may be reviewed by Management from\ntime to time, where it involves an overnight stay away from Tanzania. The\nsubsistence allowance caters for all boarding expenses, including hotel\naccommodation, cost of meals, laundry, entertainment and incidentals",{"bindId":127,"name":128,"text":129},"healthandsafetypolicy","33.1 The company will provide suitable o","33.1 The company will provide suitable or appropriate clothing to relevant\nemployees, i.e. two pairs of uniforms or protective clothing each year plus\nfour bars of soap to each employee every months for washing the uniforms.",{"bindId":131,"name":66,"text":67},"hourspweek",{"bindId":133,"name":93,"text":94},"contracttrial",{"bindId":135,"name":54,"text":101},"sicknesspay",{"bindId":137,"name":66,"text":67},"dayspweek_select",{"bindId":139,"name":140,"text":141},"SCHEDULE_trigger","•Status quo – Sunday and public holidays","•Status quo – Sunday and public holidays shall be treated as rest\ndays.",{"bindId":143,"name":144,"text":145},"paidpaternityleave","28.3.5 Male employees are entitled to pa","28.3.5 Male employees are entitled to paternity leave of seven (7) days.",{"bindId":147,"name":140,"text":141},"schedulesrestpw",{"bindId":149,"name":54,"text":55},"sicknessmaxdaysnr",{"bindId":151,"name":152,"text":153},"NOCTPREM_trigger","•Status quo – Night work between 20.00 h","•Status quo – Night work between 20.00 hour and 06.00 hours shall\nbe paid night work allowance of 5% of the basic wage.",{"bindId":155,"name":156,"text":157},"hoursovertimemax","• Status quo – Not more than fifty (50) ","• Status quo – Not more than fifty (50) overtime hours in a four\n(4) week cycle.",{"bindId":159,"name":104,"text":105},"healthcareaccessrelatives",{"bindId":161,"name":162,"text":163},"LOWWAGE_trigger","12.1Status quo - All employees who have ","12.1Status quo - All employees who have served the company for less than\ntwelve months shall be paid minimum remuneration in their respective grades.\n\n\n\n12.2Status quo - All junior employees acting in the position of a senior\ngrade shall be promoted to such senior grade, if the situation warrants such\npromotion.\n\n\n\n12.3Status quo – Remuneration and allowances for employees in grades 1\nto 2 shall be decided by the Management.\n\n\n\n12.4All increments, allowance and remuneration are subject to revision on\n1st April each year and Salaries shall be adjusted upwards by 20% on wards\ndepending on the inflation rate and market forces.\n\n\n\n12.6 TABLE OF BASIC WAGES\u002FRUMUNERATION\n\nStatus quo – The table of basic wages\u002Fremuneration will be as per the\nAppendix 2 to this Agreement.",{"bindId":165,"name":156,"text":157},"MAXHOURS_trigger",{"bindId":167,"name":168,"text":169},"PAYSCALES_trigger","10.1 Status quo - While in the service o","10.1 Status quo - While in the service of the Company, an employee, shall\nqualify for the employment remuneration as stated hereunder, the specified\namounts or figures of which are revisable from time to time through mutual\nagreement.\n\n\n\n10.2 Annual increase of salaries shall be affected in consideration of the\nfollowing:-\n\n10.2.1 Status quo - Any changes in Labour Laws as regards to minimum\n(Policies, Rules and orders), or the employees contribution to the overall\nCompany results and as per annual staff appraisal.\n\n\n\n10.2.2 Status quo - Ability employer to pay vs productivity.",{"bindId":171,"name":172,"text":173},"contractseverancepay1","18.1 Payment shall be:- 18.1.1 Status qu","18.1 Payment shall be:-\n\n18.1.1 Status quo - One month’s gross salary in lieu of notice\n\n18.1.2 Status quo - Payment of any leave days accrued\n\n18.1.3 Status quo - Any salary due to the day of termination\n\n18.1.4 Status quo - Facilitation, assistant of Social Security Fund (NSSF)\nand other Pension’s Scheme’s benefits.\n\n18.1.5 Transport of the employee and his personal effects to the place of\ndomicile\n\n\n\n18.1.6 Status quo – Paid one (1) month salary for each completed year\nof service up to the maximum of 5 years. gross salary for each year of service\nup to a maximum of 15 years.\n\n18.1.7 Status quo -Severance pay as per Employment and Labour Relations Act\n2004 Section 42",{"bindId":175,"name":86,"text":87},"hivpolicy",{"bindId":177,"name":178,"text":179},"SENIOR_trigger","34.1The Company shall give long service ","34.1The Company shall give long service award to employees on completion of\ncontinued service of 10 year 15 years and 25 years as follows:-\n\n\n\n10 years of service3 months salaries\n\n15 years of service 5 months salaries\n\n20 years of service 8 months salaries\n\n25 years of service10 months salaries\n\n\n\nStatus quo - The Management and the Union shall meet to make arrangement in\nawarding the deserving employees",{"bindId":181,"name":182,"text":183},"mealvouchers","Status quo – The employer shall provide ","Status quo – The employer shall provide lunch to employees each\nworking day, and each employee will contribute TZS. 20,000 per month towards\nthe cost of the meals.\n\n\n\n15.1 So long as canteen does not operate during Sundays and public holidays\non employee working on such days shall be paid as per clause 13.5.3 of this\nCollective Bargaining Agreement.",{"bindId":185,"name":54,"text":55},"sicknessmaxdays",{"bindId":187,"name":80,"text":188},"paidmaternityleave","28.3.1Status quo – A female employee shall give notice to the employer\nof her intention to take maternity leave at least three (3) months before the\nexpected date of birth and such notice shall be supported by a medical\ncertificate.\n\n\n\n28.3.2 Status quo – A Female employee is entitled to 84 days paid\nmaternity leave or 100 days’ paid maternity leave if the employee gives\nbirth to more than one child at the same time. Annual leave is automatically\nexhausted during maternity leave.\n\n\n\n28.3.3 Status quo – In case of illness which arises out of pregnancy\nand that this results in a female employee being temporary incapable of\nperforming her duties, such an employee shall be entitled to sick leave in\naccordance with the provisions of this agreement and upon recommendation of a\nmedical practitioner.",{"bindId":190,"name":172,"text":173},"contractseverancepay",{"bindId":192,"name":193,"text":194},"ANNLEAVE_trigger","28.2.1 Status quo – Annual leave may be ","28.2.1 Status quo – Annual leave may be granted on application. The\nCompany shall contribute TZS 70,000 as leave travel allowance. As a rule, an\nemployee is required to take a minimum of twenty one (21) days leave to qualify\nfor leave travel allowance.",{"bindId":196,"name":144,"text":197},"paidpaternityleaveduration","28.3.5 Male employees are entitled to paternity leave of seven (7) days.\n\n\n\n28.4 Compassionate Leave","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Mofed Tanzania Company Ltd -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Inland freight water transport\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                        Mofed Tanzania Company Ltd\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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → 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: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 365 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: → 6.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 12.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 105 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TZS 70000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \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            \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",[203],{"title":37,"slug":33},[205],{"type":206,"data":207},"call_to_action_body_block",{"title":208,"description":209,"variant":210,"link":211},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":208,"url":212,"description":208,"rel":213,"type":214},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[216],{"type":206,"data":217},{"title":208,"description":209,"variant":210,"link":218},{"title":208,"url":212,"description":208,"rel":213,"type":214},[]]