[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-mofed-tanzania-limited-and-communications-and-transport-workers-union-of-tanzania-cotwu-t---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":171,"content_type_view":172,"extra_breadcrumbs":173,"body":175,"body_blocks":186,"related_pages":190},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":169,"translations":170},{"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-mofed-tanzania-limited-and-communications-and-transport-workers-union-of-tanzania-cotwu-t---2014","aa4fa8fe-355a-11e6-978d-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-mofed-tanzania-limited-and-communications-and-transport-workers-union-of-tanzania-cotwu-t-\u002Fcollective-bargaining-agreement-between-mofed-tanzania-limited-and-communications-and-transport-workers-union-of-tanzania-cotwu-t---2014\u002F","Collective Bargaining Agreement between MOFED Tanzania Limited and Communications and Transport Workers Union of Tanzania (COTWU T) - 2014","TZA Mofed Tanzania Company Ltd - 2014","Tanzania - TZA Mofed Tanzania Company Ltd - 2014","TZA Mofed Tanzania Company Ltd - 2014 - Transport, logistics, communication",{"name":41,"data":42},"CBA2.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN MOFED TANZANIA LIMITED AND\nCOMMUNICATIONS AND TRANSPORT WORKERS UNION OF TANZANIA (COTWU T)\u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.0 PREAMBULE\u003C\u002Fh3>\n\n\u003Cp>1.1 This Collective Agreement is made this 10th day of June the year two\nthousand and fourteen (2014) between MOFED Tanzania Limited (herein referred as\nthe \"EMPLOYER''), forming the first part to this Agreement and the\nCommunication and Transport Workers Union (COTWU (T)) (herein referred to as\nthe \"UNION” forming the second part to the Agreement.\u003C\u002Fp>\n\n\u003Cp>1.2 The Agreement embraces matters on salaries, wages and other terms and\nconditions of employment in respect of workers employed and confirmed by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>1.3 In this Agreement however, where anything contravenes any of the\nprovisions and or the Country's Labour laws or Regulations or Rules or Orders\nor where the Agreement's provisions offer relatively inferior treatments or\nterms to those provided for by such Laws or Regulations or Rules or Orders, the\nprovision of the latter shall apply.\u003C\u002Fp>\n\n\u003Cp>1.4 PRODUCTIVITY, PERFORMANCE AND EFFICIENCY.\u003C\u002Fp>\n\n\u003Cp>It is agreed that successful conclusions of these discussions the Union\nshall assist the employer in:\u003C\u002Fp>\n\n\u003Cp>1.4.1 Ensuring that proper plans to increase productivity are implemented as\nshown by the employer.\u003C\u002Fp>\n\n\u003Cp>1.4.2 Preventing employees from indulging in acts which are detrimental to\nproductivity (e.g. waste of materials, theft, negligence, lateness,\nabsenteeism, insubordination etc) and reporting such acts or any other threats\nagainst the Company and \u002F or its property and advising Management on how to\nhandle such situations should they arise.\u003C\u002Fp>\n\n\u003Cp>1.4.3 Taking necessary measurement to prevent negligence and destruction of\nCompany property.\u003C\u002Fp>\n\n\u003Cp>1.4.4 Both parties undertake to maximize their efforts with a view to\nachieving increased efficiency, labour productivity and profitability that is\nin keeping with the spirit as shrine in clause 15 in this Agreement.\u003C\u002Fp>\n\n\u003Cp>1.4.5 As a result of the undertaking under paragraph 1.4.4 above, there will\nbe production and or performance set targets by Management and mutually agreed\nby both parties aimed at giving calendar year - end Bonus to employees if such\ntargets are achieved.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.0 CHANGES IN LABOUR LEGISLATION.\u003C\u002Fh3>\n\n\u003Cp>2.1 In event of any change, or 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 made to render the Agreement\nlegally acceptable.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.0 COMMUNICATION TO EMPLOYEES.\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, except from\nprivileged confidential and private information.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.0 DEFINITONS AND INTERPRETATIONS\u003C\u002Fh3>\n\n\u003Cp>In this Agreement, unless the context otherwise requires:\u003C\u002Fp>\n\n\u003Cp>4.1 \" EMPLOYER\u002F COMPANY” shall mean MOFED TANZANIA LIMITED and its\nsubsidiaries.\u003C\u002Fp>\n\n\u003Cp>4.2 \"UNION” shall mean the COMMUNICATION AND TRANSPORT WORKERS UNION OF\nTANZANIA (COTWU (T).\u003C\u002Fp>\n\n\u003Cp>4.3 \"COUNTRY\" shall mean the sovereign state geographically known as\nTanzania Mainland.\u003C\u002Fp>\n\n\u003Cp>4.4 \"CEO” shall mean the Chief Executive officer of MOFED Tanzania\nLimited.\u003C\u002Fp>\n\n\u003Cp>4.5 \"MANAGEMENT” shall mean the Chief Executive Officer ( CEO), Chief\nFinancial Officer (CFO) and Chie Operations Officer (COO) as Management Heads\nof Department.\u003C\u002Fp>\n\n\u003Cp>4.6 \"CHAIRPERSON” shall mean the Chairperson of the Communication and\nTransport Workers Union of Tanzania (COTWU (T) or any other officers or duly\nauthorized and delegated by him\u002F her to act or carry out official function on\nhis \u002F her behalf.\u003C\u002Fp>\n\n\u003Cp>4.7 \"UNION REPRESENTATIVES” shall mean the General Secretary of the\nCommunication and Transport Workers Union of Tanzania ( COTWU (T) or any other\nofficers or officers duly authorized by him \u002F her to act or carry out Union\nfunctions on his \u002Fher behalf.\u003C\u002Fp>\n\n\u003Cp>4.8 \"EMPLOYEE” shall mean any person or persons employed by MOFED Tanzania\nlimited under the permanent conditions only or as defined under the Labour Laws\nor Regulations of the country.\u003C\u002Fp>\n\n\u003Cp>4.9 \"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\u003Cp>4.10 \"COMMISSIONER” shall mean the Commissioner dealing with Labour\nmatters.\u003C\u002Fp>\n\n\u003Cp>4.11 \"LABOUR COURT” shall mean the Labour Court of Tanzania Labour\ndivision established under Act No. 7\u003C\u002Fp>\n\n\u003Cp>4.12 \"JOINT INDUSTRIAL COUNCIL” shall mean the Management \u002FUnion with\nMOFED Tanzania Limited through which the Management and Union meet to negotiate\nfor improvement of salaries and other terms of service.\u003C\u002Fp>\n\n\u003Cp>4.13 \"SALARIES AND REMUNERATIONS\" shall mean salary, wage rates, overtime\nand any other allowance.\u003C\u002Fp>\n\n\u003Cp>4.14 \"OTHER TERMS AND CONDITIONS OF SERVICE” shall mean work rules and\u002F or\nregulations, hours and place of work, leave package, travel concessions, meals\nand other catering concessions, pensions and other related retirement\nemoluments that may be agreed upon between the parties from time to time and or\nregulations or any other agreement reached by the parties through similar\nmeans.\u003C\u002Fp>\n\n\u003Cp>4.15 \"GRIEVANCE” shall mean a complaint, or complaints and \u002F or feelings\nor dissatisfaction by either the employees or employer, against any action or\ntreatment or occurrence considered unfair by the party complaining.\u003C\u002Fp>\n\n\u003Cp>4.16 \"LABOUR DISPUTE” shall mean any dispute or difference or disagreement\nor misunderstanding between an employee or employees on salaries or other terms\nand conditions of employment or as defined under the law of the country.\u003C\u002Fp>\n\n\u003Cp>4.17 \"STRIKE” shall mean cessation of work by a body or group of persons\nemployed to carry out that function, acting in combination or consented refusal\nor a refusal under a common understanding of any number of persons employed or\na consented interruption or work performance compelling their employer or any\npersons or body or persons employing them to accept terms affecting employment\nor as defined by the law of the land.\u003C\u002Fp>\n\n\u003Cp>4.18 \"LOCK OUT\" shall mean the right of the employer to lock out an employee\nor employees in respect of dispute of interest as defined by the law of the\nland.\u003C\u002Fp>\n\n\u003Cp>4.19 \"APPENDIX\" shall mean an attachment or addendum to this Agreement and\nshall read as part of this Agreement.\u003C\u002Fp>\n\n\u003Cp>4.20 \"GENDER\" shall include or apply to both male and female genders, unless\nspecifically applied.\u003C\u002Fp>\n\n\u003Cp>4.21 \"RETRENCHMENT\" shall mean reduction of manpower, arising from\ncompulsory re-organization of employees established to strength department, or\na section or unit of operations, owing to economic circumstance beyond the\ncontrol of the employer and as defined under relevant articles of Labour\nlaws.\u003C\u002Fp>\n\n\u003Cp>4.22 \"DEPENDANT\" shall mean spouse and any four children of an employee\nwhether biologically adopted under 18 years and formal and continuous\nschool.\u003C\u002Fp>\n\n\u003Cp>4.23 \"REPATRIATION ALLOWANCE\" shall mean transportation cost of an employee,\nspouse, 4 children and his\u002F her personal effects to the place of\nrecruitment.\u003C\u002Fp>\n\n\u003Cp>4.24 \" PLACE OF DOMICILE” shall mean place of birth of an employee or\nother permanent dwelling place.\u003C\u002Fp>\n\n\u003Cp>4.25 \"ACTING ALLOWANCE” shall mean an allowance paid to an employee who is\nappointed to act in a higher grade.\u003C\u002Fp>\n\n\u003Cp>4.26 \"ACTING APPOINTMENT\" shall mean an approved appointment of a serving\nemployee to a higher position with a view to confirmation, for which acting\nallowance is payable.\u003C\u002Fp>\n\n\u003Cp>4.27 \"ACT\" shall mean the Employment and Labour Relations Act No. 6 of\n2004.\u003C\u002Fp>\n\n\u003Cp>4.28 \"SICK LEAVE\" shall mean an approved absence from duty caused by illness\nof an employee as recommended by a recognized medical practitioner.\u003C\u002Fp>\n\n\u003Cp>4.29 \"MEDICAL EXAMINATION\" shall mean an examination of an employee of\u003C\u002Fp>\n\n\u003Cp>the Company carried out by recognized medical practitioner\u003C\u002Fp>\n\n\u003Cp>4.30 \"GENERAL SECRETARY\" shall mean the General Secretary of the\nCommunication and Transport Workers Union of Tanzania ( COTWU (T) or any other\nofficer or officers duly authorized and or delegated by him \u002F her to act or\nperform or carry out Union activities or functions on his\u002F her behalf.\u003C\u002Fp>\n\n\u003Cp>4.31 \"UNION FIELD BRANCH” shall mean the Unions leadership at a work place\nor the Union Executive Committee at a workplace as defined by the Country's\nLabour Laws,\u003C\u002Fp>\n\n\u003Cp>4.32 \"BASIC SALARY\" for the purposes of this Agreement, basic salary refers\nto such amounts paid to employees as contained in their employment letters and\nshall not include the term \"allowances”.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.0 RECOGNITION\u003C\u002Fh3>\n\n\u003Cp>5.1 The Communication and Transport Workers Union of Tanzania ( COTWU (T)\nrecognizes MOFED TANZANIA LIMiTED as the Employer of its members, while on the\nother hand MOFED TANZANIA LIMITED recognizes the Communication and Transport\nWorkers Union of Tanzania as the sole representative of the workers employed by\nthis Company and are members of this Union.\u003C\u002Fp>\n\n\u003Cp>5.2 Within this Agreement, both parties agree to abide with the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>5.2.1 To represent members in grievances and disciplinary hearing.\u003C\u002Fp>\n\n\u003Cp>5.2.2 Improve worker's welfare and economy.\u003C\u002Fp>\n\n\u003Cp>5.2.3 Improve efficiency and increase labour productivity with the view of\nincreasing profitability.\u003C\u002Fp>\n\n\u003Cp>5.2.4 Foster peace and harmony between the employer and employees\u002Funion and\namongst workers themselves.\u003C\u002Fp>\n\n\u003Cp>5.2.5 Permit the Union Field Branch Executive Committee to meet any time\nwhen there is need.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.0 RECRUITMENT\u002FEMPLOYMENT AND CONFIRMATION.\u003C\u002Fh3>\n\n\u003Cp>6.1 The Company shall recruit internally and or employ workers of its choice\nfrom the open labour market.\u003C\u002Fp>\n\n\u003Cp>6.2 The employment in any type of service shall be made in writing with its\nterms and conditions openly spelt out in such a document.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>6.3 PROBATIONARY PERIOD-on employment, employees will have six (6) months\nprobationary period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>6.4 EXTENSION OF PROBATIONARY PERIOD\u003C\u002Fp>\n\n\u003Cp>6.4.1 Where the performance of an employee under probationary period is\nfound unsatisfactory and the Management wishes to try him \u002F her further, it may\ndo so by extending the designated probationary period in writing pointing out\nthe shortcomings. However, in all cases such extension shall not exceed three\n(3) months of the designated probationary period. Thereafter the employer will\ncommunicate its decision to either confirm or terminate services.\u003C\u002Fp>\n\n\u003Cp>6.5 TERMINATION OF SERVICE\u003C\u002Fp>\n\n\u003Cp>During probations, any employee whose probation services are terminated will\nbe given reasons for such termination in writing.\u003C\u002Fp>\n\n\u003Cp>6.6 CONFIRMATION IN EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>6.6.1 An employee satisfactorily completing his \u002Fher probationary period\nshall be confirmed in employment through confirmation letter.\u003C\u002Fp>\n\n\u003Cp>6.7 In all cases any person employed by the Company shall be provided with a\njob description.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.0 EMPLOER \u002FEMPLOYEE OBLIGATIONS\u003C\u002Fh3>\n\n\u003Cp>7.1 For the purpose of good employer\u002F employee relations and fulfilment of\nlegal requirement, both parties are expected to adhere strictly to their\nobligations.\u003C\u002Fp>\n\n\u003Cp>7.2 The main obligation by either party in relation to paragraph 7.1 above\nis total adherence to the:\u003C\u002Fp>\n\n\u003Cp>7.2.1 Requirement and \u002F or provision of Labour laws, or Rules, or\nRegulations of the country.\u003C\u002Fp>\n\n\u003Cp>7.2.2 Requirement and\u002F or provision of the Collective Bargaining Agreement\nand any other matters mutually agreed between the parties.\u003C\u002Fp>\n\n\u003Cp>7.2.3 Requirement of any Company written rules or Labour Laws or Regulations\nknown to the Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.0 HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>The Company shall observe the following:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>A. Forty five (45) hours in six (6) days in any 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>b. Not more than fifty (50) overtime hours in any four (4) week\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c. No employee to work more than twelve (12) hours in any day even under\nagreement.\u003C\u002Fp>\n\n\u003Cp>d. Night work between 20:00 hrs and 06:00 hrs shall be paid night work\nallowance of 5% of the basic wage.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>e. Sundays and Public Holidays shall be treated as paid rest days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Work shall commence at 8:00 hrs to 17:00 hrs and lunch break shall be\nbetween 12:30 to 13:30 hrs. However, on Saturday work shall commence at 08:00\nhrs and close at 13.30 hrs.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>If an employee works on Public Holiday specified in the Public Holidays\nOrdinance, the Employer shall pay the employee double the employee's basic wage\nfor each hour worked on that day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.0TRANSFER\u003C\u002Fp>\n\n\u003Cp>Management has the discretion to transfer an employee from one department to\nanother.\u003C\u002Fp>\n\n\u003Cp>In the event that the transfer is necessary and it affects COTWU Field\nBranch members, i.e. Chairman, Secretary and Committee members, Management will\nconsult the Union before implementing the transfer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.0 EMPLOYMENT REMUNERATION\u003C\u002Fh3>\n\n\u003Cp>10.1 While in the service of the Company, an employee shall qualify for\nemployment remuneration stated hereunder, the specified amounts or figures of\nwhich are revisable from time to time through mutual agreement.\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 Any changes in Labour Laws as regards to minimum wage (Policies,\nRules, and Orders) or the employee's contribution to the overall Company\nresults and as per annual staff appraisal.\u003C\u002Fp>\n\n\u003Cp>10.2.2 Ability of the employer to pay vs. productivity.\u003C\u002Fp>\n\n\u003Cp>10.2.3 For the financial year period ending on 31st March 2015, an increment\nof 10% of the basic salary and wages shall be awarded to all employees.\u003C\u002Fp>\n\n\u003Cp>All increments, allowances and remunerations are subject to revision on each\nyear\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.0 OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>11.1 This is compensation to workers for work done beyond normal working\nhours shall be paid as follows\u003C\u002Fp>\n\n\u003Cp>11.1.1 ORDINARY OVERTIME\u003C\u002Fp>\n\n\u003Cp>No more than three 3 overtime hours in any given day (normal is 9 working\nday hours.)\u003C\u002Fp>\n\n\u003Cp>11.1.2 DOUBLE OVERTIME\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>All hours worked on Public Holidays and Sunday or employee's normal day of\nrest shall be paid at double the normal rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12.0 ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>12.1 ACTING 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 of one (1) month, which increases the\nemployees work load, the employee will be communicated to in writing by\nmanagement.\u003C\u002Fp>\n\n\u003Cp>And by virtue of new duties, the employee shall be paid an acting allowance\nwhich is the difference between the basic wage of the senior grade and the\nacting employee's grade.\u003C\u002Fp>\n\n\u003Cp>All junior employees acting in the position of a senior grade shall be\npromoted to such senior grade, if the situation warrants such promotion.\u003C\u002Fp>\n\n\u003Cp>12.2 LIMIT OF ACTING\u003C\u002Fp>\n\n\u003Cp>The employee should be allowed to act in one post for a period of not more\nthan three ( 3) months consecutively, otherwise he\u002F she should be promoted to\nthe post, or reverted to his \u002Fher substantive post.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Cp>12.3 TRANSPORT ALLOWANCE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowanceamount1\">\u003Cp>12.3.1 The Company shall provide free transport for all employees to and\nfrom MOFED. However, where there is a breakdown of the Company Bus, the Company\nshall refund normal direct bus fare at the ruling rate.\u003C\u002Fp>\n\n\u003Cp>12.3.2 The transport allowance payment shall take into consideration where\nsome employees live and therefore, allow a maximum of two 2 commuter Bus fare\nfor each working day on the basis of the real fare at a given time.\u003C\u002Fp>\n\n\u003Cp>12.3.3 On the basis of paragraph 12.2.2 above, the fare for the period\ncovered by this Agreement shall be two 2 commuter Bus times real fare of 700\u002F=\nper trip times two (2) trips per day.( 2,800\u002F=)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>12.3.4 Since the Staff bus picks and drops off Staff at the nearest Bus\nstop, each employee will meet the additional Bus fare that might arise outside\nthis arrangement.\u003C\u002Fp>\n\n\u003Cp>12.4 RESPONSIBILITY ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Employees, who are not entitled to overtime payments, shall be entitled to\nresponsibility allowance which will be determined by Management.\u003C\u002Fp>\n\n\u003Cp>12.5 TRAVEL ON COMPANY BUSINESS\u003C\u002Fp>\n\n\u003Cp>12.5.1 DEFINITION\u003C\u002Fp>\n\n\u003Cp>Where an employee undertakes a business trip to a location outside Dar es\nsalaam and\u002F or abroad, the employee will be regarded as being on an official\nvisit.\u003C\u002Fp>\n\n\u003Cp>12.5.2 CHOICE OF ROUTE\u003C\u002Fp>\n\n\u003Cp>Unless there is a good reason to do otherwise, a trip must always be made by\nthe shortest route, by Unless there is a good reason to do otherwise, a trip\nmust always be made by the Air, Road or Rail as the case may be.\u003C\u002Fp>\n\n\u003Cp>Fares shall be paid to employees as follows\u003C\u002Fp>\n\n\u003Cp>AIR TRAVEL: All employees will travel by economy class when on an approved\nCompany business.\u003C\u002Fp>\n\n\u003Cp>RAIL TRAVEL: Second Class will apply.\u003C\u002Fp>\n\n\u003Cp>ROAD: Shall be paid fare to and from Dar es Salaam by economic means of\ntransport, or use of pool utility vehicle, which ever may be suitable or the\nnext best available alternative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.5.3 SUBSISTENCE ALLOWANCE FOR LOCAL BUSINESS TRAVEL.\u003C\u002Fp>\n\n\u003Cp>a) An employee travelling locally on an 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>i) Breakfast Tzs 5,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>ii)Lunch Tzs 10,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>iii)Dinner Tzs 10,000\u002F= per day,\u003C\u002Fp>\n\n\u003Cp>b) A local subsistence allowance equivalent to Tshs 80,000\u002F= per day will be\npaid to an employee where it involves an overnight stay away Dar es Salaam.\u003C\u002Fp>\n\n\u003Cp>c) No subsistence allowance shall be paid in respect of absence from Dar es\nsalaam not involving an overnight stay, except meal allowances as per clause\n(a) above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.5.4 SUBSISTENCE ALLOWANCE ON FOREIGN BUSINESS TRAVEL\u003C\u002Fp>\n\n\u003Cp>A subsistence allowance (or per diem) is intended to cover all daily\nexpenses whilst conducting official business or training overseas:\u003C\u002Fp>\n\n\u003Cp>a) An employee will be paid subsistence allowance (or per diem) equivalent\nto USD 180,000\u002F= as may be reviewed by Management from time to time, where it\nan overnight stay away from Tanzania. The subsistence allowance caters for all\nboarding expenses, including hotel accommodation, cost of meals, laundry,\nentertainment and incidentals.\u003C\u002Fp>\n\n\u003Cp>Other consideration may be given when travelling to a region where the cost\nof living is known to be very high and accommodation may cost more than the\nregular subsistence allowance\u003C\u002Fp>\n\n\u003Cp>b) Payment of airfares, visa costs, affiliation fees, airport departure tax\nand transportation will be met by the company\u003C\u002Fp>\n\n\u003Cp>c) No access baggage costs will be met by the Company.\u003C\u002Fp>\n\n\u003Cp>d) If a business trip is concluded in a day, reasonable expenses may be\nclaimed.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.0 HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All employees who are not entitled to company houses shall be paid housing\nallowance equivalent to 30% of their monthly basic wage.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14.0 CANTEEN\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide lunch to employees each working day, and each\nemployee will contribute Tzs 25,000\u002F= per month towards the cost of the\nmeals.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.0 YEAR END BONUS\u003C\u002Fh3>\n\n\u003Cp>15.1 A Bonus may be paid to the workers at the end of the financial year\ndependent upon the financial performance of the Company. The amount to be paid\nto each employee will be determined by Management in consultation with the\nUnion, subject to Board's approval.\u003C\u002Fp>\n\n\u003Cp>15.2 In the event that Management can't pay the bonus to employees, shall\ninform the Union with reasons.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.0 TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>16.1 NOTICE\u003C\u002Fp>\n\n\u003Cp>16.1.1 The employer shall write a letter for the action stating elaborately\nreasons for termination of service with a copy to the Union Field Branch\nCommittee provided the employee is a unionized member.\u003C\u002Fp>\n\n\u003Cp>16.1.2 The employer shall give thirty (30) days notice, or payment of one\n(1) month basic salary in lieu of notice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17.0 TERMINAL BENEFITS ON TERMINATION OF EMPLOYMENT BY EMPLOYER OTHER THAN\nTERMINATION FOR DISCIPLINARY ACTION.\u003C\u002Fh3>\n\n\u003Cp>17.1 Payments shall be:\u003C\u002Fp>\n\n\u003Cp>17.1.1 One (1) month basic salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>17.1.2 Payment of any leave days accrued.\u003C\u002Fp>\n\n\u003Cp>17.1.3 Any salary due to the day of termination\u003C\u002Fp>\n\n\u003Cp>17.1.4 Render assistance for settlement of Social Security Fund (NSSF) and\nother pension schemes benefits.\u003C\u002Fp>\n\n\u003Cp>17.1.5 Transport of the employee and his\u002F her personal effects to the place\nof recruitment.\u003C\u002Fp>\n\n\u003Cp>17.1.6 Paid one (1) month basic salary for each completed year of service up\nto the maximum of five (5) years.\u003C\u002Fp>\n\n\u003Cp>17.1.7 Severance pay shall be at a rate often (10) days basic wage for each\ncompleted year of service with the Company up to a maximum often (10) years and\nalso as stipulated in paragraph 20.5 of this agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.0 RETRENCHMENT PROCEDURE.\u003C\u002Fh3>\n\n\u003Cp>18.1 Both parties agree to do their level best to make sure this does not\nhappen.\u003C\u002Fp>\n\n\u003Cp>18.2 This shall mean discontinuation of employee's service through reduction\nof Company labour force after necessity to do so has been established as\nmutually agreed\u003C\u002Fp>\n\n\u003Cp>18.3 The Management must do the following before this exercise takes\nplace:\u003C\u002Fp>\n\n\u003Cp>8.3.1 Explain clearly in writing to the Union two (2 months before\nimplementation of the intended exercise.\u003C\u002Fp>\n\n\u003Cp>18.3.2 Spell out the number of employees to be effected.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19.0 RETRENCHMENT\u003C\u002Fh3>\n\n\u003Cp>19.1 Both parties agree to this criterion which shall be followed.\u003C\u002Fp>\n\n\u003Cp>19.2 First -last out (FILO) method.\u003C\u002Fp>\n\n\u003Cp>19.3 Voluntary retrenchment \u002Fdeparture\u003C\u002Fp>\n\n\u003Cp>19.4 Weaker performers and unqualified employees.\u003C\u002Fp>\n\n\u003Cp>19.5 Employees over fifty (50) years of age who have served the Company more\nthan ten (10) years.\u003C\u002Fp>\n\n\u003Cp>19.6 Management shall prepare the list and consult the Union Branch\nCommittee before implementation of the exercise\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20.0 RETRENCHMENT TERMINAL BENEFITS.\u003C\u002Fh3>\n\n\u003Cp>20.1 The Company shall pay the following:\u003C\u002Fp>\n\n\u003Cp>20.2 Give one (1) month notice to the employee or payment of one month basic\nsalary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>20.3 Pay one (1) month basic salary for each completed year of service as\ncompensation for an unexpected loss of employment up to a maximum of nine (9)\nyears.\u003C\u002Fp>\n\n\u003Cp>20.4 Transport of the employee and his personal effects to the place of\ndomicile shall be paid a fixed rate of Tzs 2, 00,000\u002F= (two million only).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>20.5 Severance pay shall be at a rate often (10) days basic wage for each\ncompleted year of continuous service with the Company up to a maximum often\n(10) years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. FUNERAL ASSISTANCE 21.1DEATH OF DIRECT EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>21.1.1 The Company shall provide a standard coffin to the deceased\nemployee's family, and where the coffin is not necessary, equivalent amount\nshall be paid instead.\u003C\u002Fp>\n\n\u003Cp>21.1.2 During the funeral, the Company shall provide transport and pay Tzs\n1,000,000\u002F=\u003C\u002Fp>\n\n\u003Cp>(one million only) to the believed family as a special condolence by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>21.1.3 The Company shall incur the transportation cost of the deceased\nemployee up to the place of burial.\u003C\u002Fp>\n\n\u003Cp>21.1.4 The Company shall pay Tshs 700,000\u002F= towards hiring of tents, chairs\nand buying food stuffs.\u003C\u002Fp>\n\n\u003Cp>21.2 DEATH OF SPOUSE, OWN CHILD OR REGISTERED DEPENDANT\u003C\u002Fp>\n\n\u003Cp>In the event of the death of an employee's spouse, own child or registered\ndependant, the Company shall pay a sum of Tshs 600,000\u002F= (six hundred thousand\nonly) towards funeral costs. All costs regarding funeral expenses are covered\nin this grant, \" Wife\" means one wife and no polygamous marriage is\npermitted.\u003C\u002Fp>\n\n\u003Cp>21.3 FUNERAL ASSISTANCE TO EMPLOYEES FATHER AND MOTHER\u003C\u002Fp>\n\n\u003Cp>The Company shall assist in the event of death of an employee's registered\nfather or mother Tshs 300,000\u002F= (Three hundred thousand only)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22.0 COMPULSORY RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>22.1 The compulsory retirement age for all permanent employees shall be\nfifty five (55) year, and either party shall give three (3) months notice of\nintention to retire.\u003C\u002Fp>\n\n\u003Cp>22.2 RETIREMENT PACKAGE\u003C\u002Fp>\n\n\u003Cp>22.2.1 0ne month basic salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>22.2.2 Leave days due\u003C\u002Fp>\n\n\u003Cp>22.2.3 Transport of the employee and his\u002F her personal effects to the place\nof domicile, shall be at affixed rate of Tshs 2,000,000\u002F= (two million\nonly).\u003C\u002Fp>\n\n\u003Cp>22.2.4 Severance allowance shall be at a rate often (10) days basic wage for\neach completed year of continuous service with the Company up to a maximum of\nten (10) years.\u003C\u002Fp>\n\n\u003Cp>22.2.5 Paid \"Golden Hand shake\" of one and a half basic salary for each\ncompleted year of continuous service with the Company up to a maximum often\n(10) years.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23.0 EARLY RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>23.1 Provided an employee has served the Company for at least ten (10)\nyears, or is fifty (50) years of age the employee will be entitled to apply for\nearly retirement to the employer.\u003C\u002Fp>\n\n\u003Cp>23.2 The employee shall give three (3) months notice.\u003C\u002Fp>\n\n\u003Cp>23.3 Shall be paid salary and leave days accrued to the day of\nretirement.\u003C\u002Fp>\n\n\u003Cp>23.4 The Company shall render assistance for settlement of Social Security\nFund (NSSF) and other pension scheme benefits.\u003C\u002Fp>\n\n\u003Cp>23.5 Transport to the place of recruitment.\u003C\u002Fp>\n\n\u003Cp>23.6 Shall be paid a \"Golden Handshake\" of one month basic salary for each\nmonth completed year of continuous service up to a maximum often (10) years.\u003C\u002Fp>\n\n\u003Cp>23.7 Severance pay shall be at a rate often (10) days of basic wage for each\ncompleted year of continuous service with the Company up to the maximum of ten\nyears (10) years.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24.0 TERMINATION ON MEDICAL GROUNDS\u003C\u002Fh3>\n\n\u003Cp>24.1 This is discontinuation of service as a result of ill-health, physical\nor mental incapacitation.\u003C\u002Fp>\n\n\u003Cp>24.2 Termination shall be as per provision of the Labour Act.\u003C\u002Fp>\n\n\u003Cp>23.3 Other benefits as stated in section 17 above.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25.0 SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>25.1 An employee is entitled to sick leave of one hundred thirty (130) days\nper year, calculated as follows:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>a) The first sixty five (65) days shall be paid at full wages.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\n\n\u003Cp>b) The second sixty five (65) days shall be paid at half wages.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>25.2 The employer will not pay for sick leave if the employee fails to\nproduce a medical certificate, which is issued by a registered medical\npractitioner acceptable by the employer.\u003C\u002Fp>\n\n\u003Cp>25.3 When the employee exhausts the sick leave and sickness continues, the\nemployee's service may be terminated on medical grounds as stipulated in clause\n24 above.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26.0 LEAVE\u003C\u002Fh3>\n\n\u003Cp>26.1 ANNUAL LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>26.1.1 All employees are entitled to thirty (30) consecutive days leave, and\nsuch leave is inclusive of any Public Holiday falling within the period of\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>26.1.2 Employees who has the employer less than six (6) months is not\nentitled to annual\u003C\u002Fp>\n\n\u003Cp>leave.\u003C\u002Fp>\n\n\u003Cp>26.1.3 Annual leave shall not accumulate for more than two (20 years\nrequested the employee and agreed by the employer.\u003C\u002Fp>\n\n\u003Cp>26.1.4 Any employee who proceeds on leave shall be paid his\u002F her salary in\nadvance if the pay day falls during the leave period.\u003C\u002Fp>\n\n\u003Cp>26.1.5 If an employee wishes to go on leave he\u002Fshe shall make an application\non the prescribed form.\u003C\u002Fp>\n\n\u003Cp>26.2 LEAVE TRAVEL\u003C\u002Fp>\n\n\u003Cp>Annual may be granted on application. The Company shall contribute Tshs\n200,000\u002F= (two hundred thousand only) as leave travel allowance for the\nemployee and his\u002Fher spouse. As a rule an employee is required to take a\nminimum of twenty one (21) consecutive days leave to qualify for leave travel\nallowance.\u003C\u002Fp>\n\n\u003Cp>26.3 MATERNITY\u002FPATERNITY LEAVE.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>26.3.1 A female employee shall give notice to the employer of her intention\nto take maternity leave at least three (3) months before the expected date of\nbirth and such notice shall be supported by a medical certificate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>26.3. Female employee is entitled to eighty four (84) days paid maternity\nleave, or one hundred (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>PATERNITY LEAVE.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Male employees are entitled to paternity leave of five (5) days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>26.4 COMPASSIONATE LEAVE.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>An employee shall be entitled to seven (7) working days leave which is not\ndeducted from annual leave.\u003C\u002Fp>\n\n\u003Cp>Compassionate leave shall be granted upon death of spouse, father or mother,\ndirect brother or sister and own child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27.0 MEDICAL SERVICES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>27.1 The Company shall pay Tsh 198,000\u002F= (one hundred and ninety eight\nthousand only ) per month direct to the employee’s salary to meet medical\ncosts for the employee, spouse and own\u002F legally adopted children up to four (4)\nchildren of not more than eighteen (18) years\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>27.2 HIV\u002FAIDS\u003C\u002Fp>\n\n\u003Cp>No discrimination of any kind shall not be made to any employee affected by\nHIV\u002FAIDS, or living with HIV virus or suffering from it. The Company shall not\nterminate any employee who is suffering from AIDS for reasons of failure to\nperform duties efficiently, instead measures to transfer employee topless\ndepending job shall be considered.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28.0 ACCIDENTS, COMPENSATION AND DEATH BENEFITS.\u003C\u002Fh3>\n\n\u003Cp>28.1 All accidents encountered by employees at any time shall be reported\nimmediately, provided that occurring at the work place shall be reported first\nto the employer and those occurring outside the work place and in the course of\nexecution of official duty shall be reported to the Police or later\nemployer.\u003C\u002Fp>\n\n\u003Cp>28.2 Policy and coverage, as per MOFED Tanzania Limited Insurance Policy on\nGroup Workmen's Compensation as may be established by the employer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29.0 LOANS AND ADVANCES\u003C\u002Fh3>\n\n\u003Cp>29.1 The Company has an approved Staff Loan Scheme Policy and Procedures\nmeant to provide affordable house loans, car loans, furniture loans and persona\nloans to eligible members of staff.\u003C\u002Fp>\n\n\u003Cp>The Company shall make available funds to the scheme as shall be provided\nfrom time to time in the budget as revolving Fund to be administered internally\nby the Loans Committee.\u003C\u002Fp>\n\n\u003Cp>The employee must have the ability to repay the loan amount applied within\nthe prescribed period.\u003C\u002Fp>\n\n\u003Cp>Types of loans and their repayment periods are as follows:\u003C\u002Fp>\n\n\u003Cp>29.1.1 House Loan-repayment period five (5) years\u003C\u002Fp>\n\n\u003Cp>29.1.2 Car Loan -.repayment period three (3) years.\u003C\u002Fp>\n\n\u003Cp>29.1.3 Furniture Loan- repayment period two (2) years.\u003C\u002Fp>\n\n\u003Cp>29.1.4 Personal Loan-repayment period two (2) years.\u003C\u002Fp>\n\n\u003Cp>29.1.5 INTEREST\u003C\u002Fp>\n\n\u003Cp>The initial interest rate on all Staff loans shall be 10% on the principle\namount per annum, subject to review from time to time.\u003C\u002Fp>\n\n\u003Cp>The Company shall introduce an employee who wishes to get loans from lending\nand other financial institution.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30.0 PROTECTIVE CLOTHING\u002FUNIFORMS\u003C\u002Fh3>\n\n\u003Cp>The Company will provide suitable or appropriate clothing to relevant\nemployees i.e. two (2) pairs of uniforms or protective clothing each year.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31.0 LONG SERVICE AWARD\u003C\u002Fh3>\n\n\u003Cp>31.1 The Company shall give long service award to employees on completion of\ncontinued services often (10) years, 15, 20, and 25 years. The respective cash\nawards will be agreed upon by Management and the Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32.0 BEST WORKER AWARD\u003C\u002Fh3>\n\n\u003Cp>32.1 There will be a system of selecting departmental best workers quarterly\nas may be decided by Management.\u003C\u002Fp>\n\n\u003Cp>Quarterly best workers will be selected from the Operations and\nAdministration Departments as follows:\u003C\u002Fp>\n\n\u003Cp>32.2 OPERATIONS DEPARTMENT\u003C\u002Fp>\n\n\u003Cp>•Yard office\u003C\u002Fp>\n\n\u003Cp>•ICD\u003C\u002Fp>\n\n\u003Cp>•Clearing and Forwarding\u003C\u002Fp>\n\n\u003Cp>•Workshop\u003C\u002Fp>\n\n\u003Cp>•Security\u003C\u002Fp>\n\n\u003Cp>ADMINISTRATION DEPARTMENT.\u003C\u002Fp>\n\n\u003Cp>•Finance\u003C\u002Fp>\n\n\u003Cp>•Procurement\u003C\u002Fp>\n\n\u003Cp>•Marketing\u003C\u002Fp>\n\n\u003Cp>•Human resource\u003C\u002Fp>\n\n\u003Cp>•Administration( AO, Secretaries Drivers and Canteen\u003C\u002Fp>\n\n\u003Cp>32.3 AWARD\u003C\u002Fp>\n\n\u003Cp>The quarterly best workers AWARD shall be a Certificate of Recognition.\u003C\u002Fp>\n\n\u003Cp>32.4 OVERALL BEST WORKER.\u003C\u002Fp>\n\n\u003Cp>32.4.1 The Union will determine departmental best worker. The names of the\nselected Four (4) best workers will be given to Management to select the\noverall best worker.\u003C\u002Fp>\n\n\u003Cp>32.4.2 The overall best worker shall receive material or cash awards which\nwill be determined by Management and paid during May Day Celebrations.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>33.0 STAFF TRAINING\u002FDEVELOPMENT AND JOB APPROPRIATION\u002FSUCCESSION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>33.1 Staff training and development is essential to equip and improve\nemployee's performance of their day to day activities Secondly, it's a role the\nemployer undertakes to enhance efficiency at work place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>33.2 In order to achieve 32.1 above, the employer shall in its annual budget\nset aside funds for training and development of employs\u003C\u002Fp>\n\n\u003Cp>33.3 As an incentive, employees attending part time courses approved by\nManagement shall be refunded their fees upon the successful completion of\nstudies and submission of a Diploma certificate or Degree.\u003C\u002Fp>\n\n\u003Cp>33.4 Management shall consider promoting the employee and affecting a salary\nadjustment upon presentation of Diploma Certificate or Degree.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>34.0 CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>34.1 On termination of service, an employee shall be issued with a\nCertificate of Service stating:\u003C\u002Fp>\n\n\u003Cp>34.1.1 Name of employee\u003C\u002Fp>\n\n\u003Cp>34.1.2 Name of employer\u003C\u002Fp>\n\n\u003Cp>34.1.3 Date of engagement\u003C\u002Fp>\n\n\u003Cp>33.1.4 Position held.\u003C\u002Fp>\n\n\u003Cp>34.1.5 Salary and grade on termination\u003C\u002Fp>\n\n\u003Cp>34.1.6 Date of termination and reason for termination,\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>35.0 TERMINAL BENEFIT RESERVE\u003C\u002Fh3>\n\n\u003Cp>The Company shall reserve funds in special account each year to be used for\npaying terminal benefits of retrenchment, retired and terminated employees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>36.0 ARBITRATION PROCEDURE.\u003C\u002Fh3>\n\n\u003Cp>36.1 Where a party to this Agreement is not in agreement with an action by\nthe other party on matters of Industrial Relations of the Company, or where\neither party feels that the other is acting contrary to provisions of this\nAgreement, the party so dissatisfied shall seek the assistance of the\nCommission of Mediation and Arbitration (CM A) to arbitrate in the labour\ndispute.\u003C\u002Fp>\n\n\u003Cp>36.2 However, before a party takes the action discussed under the preceding\nparagraph shall give not less than twenty one (21) days written notice to at\nthe other party and shall give a brief explanation of the grounds of\ndiscontent.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>37.0 AMENDMEND PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>Any clause and or provision within this Agreement may be amended or modified\nat the request of either party, provided always that the party so seeking\namendment shall give written notice of not less than three (3) months to the\nother party of the intention to do so and that such amendment shall be mutually\ndiscussed and agreed by the parties.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>38.0 CONFIDENTIALITY\u003C\u002Fh3>\n\n\u003Cp>38.1 All information communicated or recorded and whatever form it takes,\nprovided by both parties in connection with this Agreement shall be for others\nexclusive use and may not be divulged by either party to any natural or legal\nperson (save as may be required under this Agreement), in which case either\nparty shall ensure that such person undertakes to be bound by the terms similar\nto this clause such action shall not be taken without the prior written consent\nof the other which shall not be unreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>38.2 The restriction referred to 37.1 shall not apply to information, which\nis now, or hereafter enters the public domain other than as a result of breach\nby one party of its obligations in terms of clause 37.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>39.0 EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>39.1 This Agreement comes in force on the 10th June 2014 and shall run for\ntwo (2) years to 9th June 2016.\u003C\u002Fp>\n\n\u003Cp>39.2 Notwithstanding paragraph 38.1, this Agreement shall remain in force\nuntil it is replaced by another.\u003C\u002Fp>\n\n\u003Cp>39.3 Parties undertake to effect negotiations on a new Agreement three (3)\nmonths before the expiry of this Agreement.\u003C\u002Fp>\n\n\u003Cp>39.4 SIGNATORIES TO THE AGREEMENT.\u003C\u002Fp>\n\n\u003Cp>The representatives mentioned under paragraph below shall be signatories to\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF MOFED (T) LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DAVID CHIMFWEMBE\u003C\u002Fp>\n\n\u003Cp>CHIEF EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>DATE.....................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JACOB GAUDENCE\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE OFFICER\u003C\u002Fp>\n\n\u003Cp>DATE..............................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF COTWU T\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MUSSA MWAKALINGA\u003C\u002Fp>\n\n\u003Cp>ZONAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>DATE...........................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KULWA HASSAN\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>DATE....................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"hourspday_select":44,"jobsecuritymothers":48,"contracttrialperiod":52,"severance_number":56,"deathrelativesleave":60,"dayspweek":64,"hourspweek_select":68,"hourspday":70,"funeralpay":73,"trainingfund":77,"paidmaternityleaveduration":81,"severance":85,"maxsicknesspayperc":87,"OVERTIME_trigger":91,"holidaysdays":95,"healthcareaccess":99,"COMMUTE_trigger":103,"SUNDAY_trigger":107,"trainingprogrammes":111,"funeralpaytype":114,"hourspweek":116,"contracttrial":118,"schedulesrestpw":120,"commutingallowanceamount1":124,"dayspweek_select":128,"SCHEDULE_trigger":130,"paidpaternityleave":132,"sicknesspay":136,"sicknessmaxdaysnr":140,"hoursovertimemax":143,"healthcareaccessrelatives":147,"MAXHOURS_trigger":149,"sundayallowanceperc1":151,"contractseverancepay1":153,"sicknessmaxdays":155,"paidmaternityleave":158,"contractseverancepay":161,"PAIDLEAV_trigger":163,"paidpaternityleaveduration":165,"deathrelatives":167},{"bindId":45,"name":46,"text":47},"hourspday_select","The Company shall observe the following:","The Company shall observe the following:\n\nA. Forty five (45) hours in six (6) days in any week.\n\nb. Not more than fifty (50) overtime hours in any four (4) week\n\nc. No employee to work more than twelve (12) hours in any day even under\nagreement.\n\nd. Night work between 20:00 hrs and 06:00 hrs shall be paid night work\nallowance of 5% of the basic wage.\n\ne. Sundays and Public Holidays shall be treated as paid rest days.\n\nWork shall commence at 8:00 hrs to 17:00 hrs and lunch break shall be\nbetween 12:30 to 13:30 hrs. However, on Saturday work shall commence at 08:00\nhrs and close at 13.30 hrs.\n\nIf an employee works on Public Holiday specified in the Public Holidays\nOrdinance, the Employer shall pay the employee double the employee's basic wage\nfor each hour worked on that day.",{"bindId":49,"name":50,"text":51},"jobsecuritymothers","26.3.1 A female employee shall give noti","26.3.1 A female employee shall give notice to the employer of her intention\nto take maternity leave at least three (3) months before the expected date of\nbirth and such notice shall be supported by a medical certificate.",{"bindId":53,"name":54,"text":55},"contracttrialperiod","6.3 PROBATIONARY PERIOD-on employment, e","6.3 PROBATIONARY PERIOD-on employment, employees will have six (6) months\nprobationary period.",{"bindId":57,"name":58,"text":59},"severance_number","20.5 Severance pay shall be at a rate of","20.5 Severance pay shall be at a rate often (10) days basic wage for each\ncompleted year of continuous service with the Company up to a maximum often\n(10) years.",{"bindId":61,"name":62,"text":63},"deathrelativesleave","An employee shall be entitled to seven (","An employee shall be entitled to seven (7) working days leave which is not\ndeducted from annual leave.\n\nCompassionate leave shall be granted upon death of spouse, father or mother,\ndirect brother or sister and own child.",{"bindId":65,"name":66,"text":67},"dayspweek","A. Forty five (45) hours in six (6) days","A. Forty five (45) hours in six (6) days in any week.",{"bindId":69,"name":66,"text":67},"hourspweek_select",{"bindId":71,"name":46,"text":72},"hourspday","The Company shall observe the following:\n\nA. Forty five (45) hours in six (6) days in any week.\n\nb. Not more than fifty (50) overtime hours in any four (4) week\n\nc. No employee to work more than twelve (12) hours in any day even under\nagreement.\n\nd. Night work between 20:00 hrs and 06:00 hrs shall be paid night work\nallowance of 5% of the basic wage.\n\ne. Sundays and Public Holidays shall be treated as paid rest days.\n\nWork shall commence at 8:00 hrs to 17:00 hrs and lunch break shall be\nbetween 12:30 to 13:30 hrs. However, on Saturday work shall commence at 08:00\nhrs and close at 13.30 hrs.",{"bindId":74,"name":75,"text":76},"funeralpay","21.1.1 The Company shall provide a stand","21.1.1 The Company shall provide a standard coffin to the deceased\nemployee's family, and where the coffin is not necessary, equivalent amount\nshall be paid instead.\n\n21.1.2 During the funeral, the Company shall provide transport and pay Tzs\n1,000,000\u002F=\n\n(one million only) to the believed family as a special condolence by the\nCompany.\n\n21.1.3 The Company shall incur the transportation cost of the deceased\nemployee up to the place of burial.\n\n21.1.4 The Company shall pay Tshs 700,000\u002F= towards hiring of tents, chairs\nand buying food stuffs.\n\n21.2 DEATH OF SPOUSE, OWN CHILD OR REGISTERED DEPENDANT\n\nIn the event of the death of an employee's spouse, own child or registered\ndependant, the Company shall pay a sum of Tshs 600,000\u002F= (six hundred thousand\nonly) towards funeral costs. All costs regarding funeral expenses are covered\nin this grant, \" Wife\" means one wife and no polygamous marriage is\npermitted.\n\n21.3 FUNERAL ASSISTANCE TO EMPLOYEES FATHER AND MOTHER\n\nThe Company shall assist in the event of death of an employee's registered\nfather or mother Tshs 300,000\u002F= (Three hundred thousand only)",{"bindId":78,"name":79,"text":80},"trainingfund","33.1 Staff training and development is e","33.1 Staff training and development is essential to equip and improve\nemployee's performance of their day to day activities Secondly, it's a role the\nemployer undertakes to enhance efficiency at work place.",{"bindId":82,"name":83,"text":84},"paidmaternityleaveduration","26.3. Female employee is entitled to eig","26.3. Female employee is entitled to eighty four (84) days paid maternity\nleave, or one hundred (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":86,"name":58,"text":59},"severance",{"bindId":88,"name":89,"text":90},"maxsicknesspayperc","a) The first sixty five (65) days shall ","a) The first sixty five (65) days shall be paid at full wages.\n\nb) The second sixty five (65) days shall be paid at half wages.",{"bindId":92,"name":93,"text":94},"OVERTIME_trigger","11.1 This is compensation to workers for","11.1 This is compensation to workers for work done beyond normal working\nhours shall be paid as follows\n\n11.1.1 ORDINARY OVERTIME\n\nNo more than three 3 overtime hours in any given day (normal is 9 working\nday hours.)\n\n11.1.2 DOUBLE OVERTIME\n\nAll hours worked on Public Holidays and Sunday or employee's normal day of\nrest shall be paid at double the normal rate.",{"bindId":96,"name":97,"text":98},"holidaysdays","26.1.1 All employees are entitled to thi","26.1.1 All employees are entitled to thirty (30) consecutive days leave, and\nsuch leave is inclusive of any Public Holiday falling within the period of\nleave.",{"bindId":100,"name":101,"text":102},"healthcareaccess","27.1 The Company shall pay Tsh 198,000\u002F=","27.1 The Company shall pay Tsh 198,000\u002F= (one hundred and ninety eight\nthousand only ) per month direct to the employee’s salary to meet medical\ncosts for the employee, spouse and own\u002F legally adopted children up to four (4)\nchildren of not more than eighteen (18) years",{"bindId":104,"name":105,"text":106},"COMMUTE_trigger","12.3 TRANSPORT ALLOWANCE 12.3.1 The Comp","12.3 TRANSPORT ALLOWANCE\n\n12.3.1 The Company shall provide free transport for all employees to and\nfrom MOFED. However, where there is a breakdown of the Company Bus, the Company\nshall refund normal direct bus fare at the ruling rate.\n\n12.3.2 The transport allowance payment shall take into consideration where\nsome employees live and therefore, allow a maximum of two 2 commuter Bus fare\nfor each working day on the basis of the real fare at a given time.\n\n12.3.3 On the basis of paragraph 12.2.2 above, the fare for the period\ncovered by this Agreement shall be two 2 commuter Bus times real fare of 700\u002F=\nper trip times two (2) trips per day.( 2,800\u002F=)",{"bindId":108,"name":109,"text":110},"SUNDAY_trigger","All hours worked on Public Holidays and ","All hours worked on Public Holidays and Sunday or employee's normal day of\nrest shall be paid at double the normal rate.",{"bindId":112,"name":79,"text":113},"trainingprogrammes","33.1 Staff training and development is essential to equip and improve\nemployee's performance of their day to day activities Secondly, it's a role the\nemployer undertakes to enhance efficiency at work place.\n\n33.2 In order to achieve 32.1 above, the employer shall in its annual budget\nset aside funds for training and development of employs\n\n33.3 As an incentive, employees attending part time courses approved by\nManagement shall be refunded their fees upon the successful completion of\nstudies and submission of a Diploma certificate or Degree.\n\n33.4 Management shall consider promoting the employee and affecting a salary\nadjustment upon presentation of Diploma Certificate or Degree.",{"bindId":115,"name":75,"text":76},"funeralpaytype",{"bindId":117,"name":66,"text":67},"hourspweek",{"bindId":119,"name":54,"text":55},"contracttrial",{"bindId":121,"name":122,"text":123},"schedulesrestpw","e. Sundays and Public Holidays shall be ","e. Sundays and Public Holidays shall be treated as paid rest days.",{"bindId":125,"name":126,"text":127},"commutingallowanceamount1","12.3.1 The Company shall provide free tr","12.3.1 The Company shall provide free transport for all employees to and\nfrom MOFED. However, where there is a breakdown of the Company Bus, the Company\nshall refund normal direct bus fare at the ruling rate.\n\n12.3.2 The transport allowance payment shall take into consideration where\nsome employees live and therefore, allow a maximum of two 2 commuter Bus fare\nfor each working day on the basis of the real fare at a given time.\n\n12.3.3 On the basis of paragraph 12.2.2 above, the fare for the period\ncovered by this Agreement shall be two 2 commuter Bus times real fare of 700\u002F=\nper trip times two (2) trips per day.( 2,800\u002F=)",{"bindId":129,"name":66,"text":67},"dayspweek_select",{"bindId":131,"name":122,"text":123},"SCHEDULE_trigger",{"bindId":133,"name":134,"text":135},"paidpaternityleave","Male employees are entitled to paternity","Male employees are entitled to paternity leave of five (5) days.",{"bindId":137,"name":138,"text":139},"sicknesspay","25.1 An employee is entitled to sick lea","25.1 An employee is entitled to sick leave of one hundred thirty (130) days\nper year, calculated as follows:\n\na) The first sixty five (65) days shall be paid at full wages.\n\nb) The second sixty five (65) days shall be paid at half wages.",{"bindId":141,"name":138,"text":142},"sicknessmaxdaysnr","25.1 An employee is entitled to sick leave of one hundred thirty (130) days\nper year, calculated as follows:\n\na) The first sixty five (65) days shall be paid at full wages.",{"bindId":144,"name":145,"text":146},"hoursovertimemax","b. Not more than fifty (50) overtime hou","b. Not more than fifty (50) overtime hours in any four (4) week",{"bindId":148,"name":101,"text":102},"healthcareaccessrelatives",{"bindId":150,"name":145,"text":146},"MAXHOURS_trigger",{"bindId":152,"name":109,"text":110},"sundayallowanceperc1",{"bindId":154,"name":58,"text":59},"contractseverancepay1",{"bindId":156,"name":138,"text":157},"sicknessmaxdays","25.1 An employee is entitled to sick leave of one hundred thirty (130) days\nper year, calculated as follows:",{"bindId":159,"name":50,"text":160},"paidmaternityleave","26.3.1 A female employee shall give notice to the employer of her intention\nto take maternity leave at least three (3) months before the expected date of\nbirth and such notice shall be supported by a medical certificate.\n\n26.3. Female employee is entitled to eighty four (84) days paid maternity\nleave, or one hundred (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":162,"name":58,"text":59},"contractseverancepay",{"bindId":164,"name":97,"text":98},"PAIDLEAV_trigger",{"bindId":166,"name":134,"text":135},"paidpaternityleaveduration",{"bindId":168,"name":62,"text":63},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Mofed Tanzania Company Ltd - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-06-10\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-06-09\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \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        \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: → Yes\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: → 130 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \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: → \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        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TZS 300000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\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\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 10 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): →  days\n            \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \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: → 12.0\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: → 5.0 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: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TZS 2800.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[174],{"title":37,"slug":33},[176],{"type":177,"data":178},"call_to_action_body_block",{"title":179,"description":180,"variant":181,"link":182},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":179,"url":183,"description":179,"rel":184,"type":185},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[187],{"type":177,"data":188},{"title":179,"description":180,"variant":181,"link":189},{"title":179,"url":183,"description":179,"rel":184,"type":185},[]]