[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-serengeti-baloon-safaris-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":136,"content_type_view":137,"extra_breadcrumbs":138,"body":140,"body_blocks":151,"related_pages":155},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":134,"translations":135},{"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-serengeti-baloon-safaris-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014","00c88de4-d98b-11e5-9346-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-serengeti-baloon-safaris-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014\u002Fcollective-bargaining-agreement-between-serengeti-baloon-safaris-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014\u002F","Collective Bargaining Agreement between Serengeti Baloon Safaris and Conservation, Hotels, Domestic, Social Services and Consultancy Workers Union (CHODAWU) -  2014","TZA Serengeti Baloon Safaris -","Tanzania - TZA Serengeti Baloon Safaris -","TZA Serengeti Baloon Safaris - - Hospitality, catering, tourism",{"name":41,"data":42},"CHODAWU vs SERENGETI.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 SERENGETI BALOON SAFARIS AND\nCONSERVATION, HOTELS, DOMESTIC, SOCIAL SERVICES AN CONSULTANCY WORKERS UNION\n(CHODAWU)\u003C\u002Fh1>\n\n\u003Ch1>Article 1: Introduction\u003C\u002Fh1>\n\n\u003Cp>Clause i: This agreement is made between the Conservation, Hotels, Domestic,\nSocial Services and Consultancy Workers Union (CHODAWU) (herein to be referred\nto as the Union), representing all Employees in positions covered in this\nagreement and SERENGETI BALOON SAFARIS (herein to be referred to as\nEmployer).\u003C\u002Fp>\n\n\u003Cp>We confirm by our signatures, which will appear at the end of this Agreement\nthat we have agreed on the following terms and conditions of employment and\nwages for all employees in positions covered in this agreement and SERENGETI\nBALOON SAFARIS (herein to be referred to as Employer)\u003C\u002Fp>\n\n\u003Ch2>Article 2: Recognition.\u003C\u002Fh2>\n\n\u003Cp>Clause i: The employer accepts to recognize CHODAWU being the sole\nrepresentative of all employees in positions covered in this agreement and\nemployed by SERENGETI BALOON SAFARIS.\u003C\u002Fp>\n\n\u003Cp>Clause ii: CHODAWU on its side recognizes that SERENGETI BALOON SAFARIS as\nthe sole employer with the responsibility of employing, directing and leading\nthe workers of SERENGETI BALOON SAFARIS.\u003C\u002Fp>\n\n\u003Cp>Clause iii: That within this agreement both parties agree to abide with the\nfollowing:-\u003C\u002Fp>\n\n\u003Cp>• Improve the Company’s service and operations.\u003C\u002Fp>\n\n\u003Cp>• Improve the workers remuneration and welfare\u003C\u002Fp>\n\n\u003Cp>• Improve the efficiency and increase labour productivity with a view to\nimproving profitability.\u003C\u002Fp>\n\n\u003Cp>• Foster peace and harmony between the employees and the employer.\u003C\u002Fp>\n\n\u003Ch2>Article 3: Interpretation\u003C\u002Fh2>\n\n\u003Cp>That in this Agreement unless the context otherwise requires the following\nwords and expression shall have the following meaning:-\u003C\u002Fp>\n\n\u003Cp>(a) Government:Shall mean the Government of United Republic of Tanzania to\nwhich the Union is established.\u003C\u002Fp>\n\n\u003Cp>(b) Court:Shall mean the Labour Court of Tanzania as established by Labour\nInstitution ACT No. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>(c) Employer:Shall mean the Company Serengeti Baloon Safaris.\u003C\u002Fp>\n\n\u003Cp>(d) Union:Shall mean Conservation, Hotels, Domestic, Social Services and\nConsultancy Workers Union (CHODAWU)\u003C\u002Fp>\n\n\u003Cp>(e) General Manager:Shall mean the General Manager of Serengeti Baloon\nSafaris.\u003C\u002Fp>\n\n\u003Cp>(f) Managing Director:Shall mean the Managing Director of Serengeti Baloon\nSafaris\u003C\u002Fp>\n\n\u003Cp>(g) Management:Shall mean any Officer of the Company duly authorized by the\nManaging Director or delegated by him to act on his behalf.\u003C\u002Fp>\n\n\u003Cp>(h) General Secretary:Shall mean the General Secretary of the Conservation,\nHotels, Domestic, Social Services and Consultancy Workers Union (CHODAWU)\u003C\u002Fp>\n\n\u003Cp>(i) Union\u003C\u002Fp>\n\n\u003Cp>Representative:Shall mean the any Officer of the Union duly authorized by\nthe General Secretary or delegated by him to act on his behalf.\u003C\u002Fp>\n\n\u003Cp>(j) Union Field Branch:Shall mean the field branch at a workplace or as\ndefined by the Employment and Labour Relations Act No. 6 of 2004.\u003C\u002Fp>\n\n\u003Cp>(k) Employee:Shall mean any person under the contract of Permanent or on\ncontract terms.\u003C\u002Fp>\n\n\u003Cp>(1) Union Member:Means any employee of the Company who has taken membership\nof or joined the Union.\u003C\u002Fp>\n\n\u003Cp>(m) Country:Means the geographical area known as United Republic of\nTanzania.\u003C\u002Fp>\n\n\u003Cp>(n) Spouse:Shall mean employees Wife or Husband notwithstanding that a male\nemployee has more than one wife.\u003C\u002Fp>\n\n\u003Cp>(o) Immediate Family:Shall mean one wife and up to four children below 18\nyears either by birth or Adoption who are wholly dependent on the employee.\nProvided that the above does not exceed a total of six people including\nHusband, Wife and 4 Children.\u003C\u002Fp>\n\n\u003Cp>(p) Written Laws:Shall mean all Ordinances, Acts of Parliament and\nConstituent Assembly of Tanzania, Subsidiary Legislation, Presidential; Orders\nas indicated in the interp....\u003C\u002Fp>\n\n\u003Cp>General Clause Ordinance Cap No. 1 of the Laws of Tanzania (as amended from\ntime to time).\u003C\u002Fp>\n\n\u003Cp>(q) Domicile: Shall mean a place in the country where a person originated\n(Home)\u003C\u002Fp>\n\n\u003Cp>(r): Basic Salary: Shall mean the payment with direct bearing to employment\ncompensation and shall not include the term Allowance.\u003C\u002Fp>\n\n\u003Ch2>Article 4: Solving industrial disputes\u003C\u002Fh2>\n\n\u003Cp>All disputes arising at work places between employer and employee shall be\ndealt with under the Employment and Labour Relations Act No. 6 of 2004 and\nLabour Court of Tanzania under Labour Institutions Act No. 7 of 2004.\u003C\u002Fp>\n\n\u003Ch2>Article 5: Matters of Terms and Conditions of Employment.\u003C\u002Fh2>\n\n\u003Cp>Engagement.\u003C\u002Fp>\n\n\u003Cp>The Company (Employer) shall carry out recruitment or employment form the\nLabour Market, which will be done on merit regardless of race or place of\norigin or gender. For any available vacancy the Employer shall issue an\nadvertisement through public media or personnel agencies or by any other\nsuitable and reasonable means.\u003C\u002Fp>\n\n\u003Cp>On engagement the employee shall be given three copies of a letter of\nappointment. The employee shall sign the original of this letter, which shall\nclearly indicate the job title and salary offered.\u003C\u002Fp>\n\n\u003Cp>(The job description shall be provided to show responsibilities one is\nemployed for) Probation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>On employment all person engaged by the Employer shall be on probation in\nthe first instance, the probationary period shall not exceed six months\nduration.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>During this period either side may terminate employment by giving one\nmonth's notice or one month’s pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>Where the performance of an employee under probation period is found\nunsatisfactory, the probation may be extended in writing, pointing out the\nshortcomings. Such extension shall not exceed three months provided that the\nprobation period elapses and there is no written extension the employee shall\nbe deemed to have been confirmed and Extension time barred. This shall also\napply to employees engaged on specific tasks, if he\u002Fshe worked for more than\nrequired time and he\u002Fshe shall not be put under probation.\u003C\u002Fp>\n\n\u003Ch2>Article 6: Employee Communication.\u003C\u002Fh2>\n\n\u003Cp>Communication to employees in respect of terms and condition of service,\ndisciplinary matters and house rules shall be in written form and signed for by\nthe employees as an acknowledgement of receipt.\u003C\u002Fp>\n\n\u003Cp>The right to issue general communication though circulars is reserved to the\nEmployer or his appointee by way of notice and regulation, which should be\ndisplayed conspicuously on staff notice board and the contents thereof, shall\nbe taken to be sufficient.\u003C\u002Fp>\n\n\u003Cp>Refusal of an employee to accept a letter communicated to him\u002Fher shall\nconstitute an offence.\u003C\u002Fp>\n\n\u003Cp>Where the employee has absconded or deserted, communication will be made\nthough telephones, postal address, e-mail, and a copy of such message to the\nChairman of CHODAWU Branch Office for reference.\u003C\u002Fp>\n\n\u003Ch2>Article 7: Job Grades (See Appendix A)\u003C\u002Fh2>\n\n\u003Ch2>Article 8: Minimum Wage\u003C\u002Fh2>\n\n\u003Cp>The minimum wage according to this agreement is\nTsh................................Basic salary from...................... of\nthis amount as housing allowance which was mutually\u003C\u002Fp>\n\n\u003Cp>agreed unless the government declares a new minimum wage above this.\u003C\u002Fp>\n\n\u003Ch2>Article 9: Service Charge\u003C\u002Fh2>\n\n\u003Cp>The Company shall operate a service charge system levied at the rate of 6%\non food and accommodation and 2% on beverage revenue that shall be distributed\nequally to all employees other than Management Staff in Categories E and above,\nwithout deductions for breakages.\u003C\u002Fp>\n\n\u003Ch2>Article 10: Staff Meals\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>That the employer shall provide reasonable duty meals to the employee at the\nWork place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 11: Overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>It is agreed that the employer shall pay for any extra time that an employee\nmay be required to work above the normal working hours at the rate of one and a\nhalf time per hour of the time worked in excess of 45 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 12: Public holiday\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Where an employee works extra hours in a public holiday\u002Frest day which is\nnot his\u002Fher rest day He\u002FShe shall be paid double.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 13: Termination of Employment.\u003C\u002Fh2>\n\n\u003Cp>After completion of probation period, the employment shall be terminated by\neither party by giving written notice or pay in lieu of notice as per the\nlabour law.\u003C\u002Fp>\n\n\u003Cp>The employer shall pay transport to the employee who has been terminated to\nthe place of domicile (Home).\u003C\u002Fp>\n\n\u003Ch2>Article 14:Suspension.\u003C\u002Fh2>\n\n\u003Cp>The employer reserves the right to suspend an employee's service on full pay\nfor the following reasons:\u003C\u002Fp>\n\n\u003Cp>(a) Pending a decision by the Commission for Mediation and Arbitration (CMA)\nand Labour Court.\u003C\u002Fp>\n\n\u003Cp>(b) Pending Criminal Proceedings.\u003C\u002Fp>\n\n\u003Cp>(c) Pending an investigation of alleged misconduct.\u003C\u002Fp>\n\n\u003Cp>(d) Suspension for gross misconduct which shall not exceed 14 days.\u003C\u002Fp>\n\n\u003Ch2>Article 15: Redundancy.\u003C\u002Fh2>\n\n\u003Cp>That where the employer intends to carry out redundancy, the employer shall\nwritten to the CHODAWU Field Branch Office with a copy of such letter\u002Fnotice to\nCHODAWU district level and Regional level, setting out reasons for the\nredundancy and number of employees to be affected by the exercise. Notice of\nsuch exercise shall not be less than one calendar month. Where there is no\nUnion Field Branch the management shall consult the respective Regional CHODAWU\nAuthority.\u003C\u002Fp>\n\n\u003Cp>That unnecessary redundancy is avoided as much as possible.\u003C\u002Fp>\n\n\u003Cp>Employees to be affected by the redundancy shall be based on the First in\nLast Out (FILO) rule, but without prejudice to that generality, regard will be\ngiven to employee’s performance of his\u002Fher duties, age\u002Fexperience, expertise\nand discipline.\u003C\u002Fp>\n\n\u003Cp>That if redundancy is to be carried out the two parties to this Agreement\nshall discuss and agree on the payments to the Employees to be affected by the\nredundancy.\u003C\u002Fp>\n\n\u003Cp>That in event of a vacancy arising with the employer subsequent to\nredundancy, those employees who qualify for such positions and were affected by\nthe redundancy shall be given priority in filling such vacancy however, regard\nwill be given to their former post and their prior performance.\u003C\u002Fp>\n\n\u003Ch2>Article 16: Annual Leave.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>All employees are entitled to 30 calendar days annual leave on completion of\ntwelve (12) Month’s consecutive service. This annual leave is calculated at\n2.5 days per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>That the employer shall pay an annual leave allowance of Tsh. 120,000.00 per\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 17: Maternity Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>That all female employees shall be entitled to ninety (90) days leave after\nevery three years and 100 days maternity leave to the birth of more than one\nchild. And that she will be entitled to two hours every working for\nbreast-feeding for three months after the maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>That a male employee shall be entitled to seven days paternity leave to one\nlegal spouse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 18: Sick Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>It is agreed that employees shall be entitled to sick leave as recommended\nby the company's approved Doctor in each period of twelve months consecutive\nperiods as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(a) When an employee takes sick leave “leave arising out of illness of\ninjury\" for the first three months (90 days) he\u002Fshe will receive full pay.\u003C\u002Fp>\n\n\u003Cp>(b) If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages\nfor up to three months (90 days).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) If the employee continues to become sick then the employer shall\nterminate the services of such an employee on medical grounds on opinion of the\nauthorized medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 19: Compassionate Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>That if an employee requests compassionate leave to attend to the needs of\nan immediate family member who is seriously ill or has died he\u002Fshe shall be\ngranted 5 (five) days paid compassionate leave.\u003C\u002Fp>\n\n\u003Cp>In the event of other emergencies arising, the employee is entitled to take\npart of his\u002Fher annual leave or accumulated days off which will be granted at\nmanagement discretion. It should be noted that compassionate leave if not taken\nsubsequently be claimed or survive to succeeding period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 20: Medical Treatment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>That the employer shall provide free medical treatment to every Employee and\nhis\u002Fher immediate family of up to four children below eighteen (18) years of\nage at a Dispensary or Hospital designated by the employer.\u003C\u002Fp>\n\n\u003Cp>That is an employee in an emergency situation attends recognized Hospital\nother than one designated by the Employer then all expenses shall be reimbursed\nbut only on presenting valid receipts.\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being referred by the authorized Medical\nPractitioner or Work place Clinical Officer he\u002Fshe will be entitled to the\npayments of two night allowances as follows:-\u003C\u002Fp>\n\n\u003Cp>•Cities at the rate of Tshs. 70,000.00\u003C\u002Fp>\n\n\u003Cp>•Regional Headquarters at the rate of Tshs. 60,000.00\u003C\u002Fp>\n\n\u003Cp>•District Headquarters, at the rate of Tshs. 50,000.00\u003C\u002Fp>\n\n\u003Cp>And transport fare at current public transport charges or the company may\nprovide accommodation on fullboard basis at a designated center.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>That if so advised by the doctor that the employee's time for treatment has\nbeen extended the maximum payment for night allowances shall not exceed five\ndays (5). All imprests must be accounted for with proper receipts on return.\nAny money unaccounted for or non-genuine claims shall be recovered from the\nemployee’s salary.\u003C\u002Fp>\n\n\u003Cp>That in case of purchase of medicines the employee shall produce a proper\nLegal receipt for the purchases of such medicine as prescribed by the Company\ndesignated or referral doctor.\u003C\u002Fp>\n\n\u003Cp>That the company's medical scheme shall not cover the following items:\u003C\u002Fp>\n\n\u003Cp>(a) Artificial Dentures\u003C\u002Fp>\n\n\u003Cp>(b) Luxury ornamental framed spectacles\u003C\u002Fp>\n\n\u003Cp>(c) Venereal Disease.\u003C\u002Fp>\n\n\u003Cp>(d) Maternity cases other than caesarian\u003C\u002Fp>\n\n\u003Cp>(e) Abortion\u003C\u002Fp>\n\n\u003Cp>(f) Alcoholism and injuries sustained while under the influence of drugs.\u003C\u002Fp>\n\n\u003Cp>(g) Self inflicted injuries.\u003C\u002Fp>\n\n\u003Cp>(h) Injuries sustained when participating in dangerous sports.\u003C\u002Fp>\n\n\u003Ch2>Article 21: Death of an Employee\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-funeralpay\">\u003Cp>If death occurs of an employee, the Company shall provide a coffin, shroud,\ntransport for the body and immediate family to the place of burial.\u003C\u002Fp>\n\n\u003Cp>Four employees shall accompany the body to the place of burial. Such staff\nshall be provided with night allowance with the following breakdown:-\u003C\u002Fp>\n\n\u003Cp>• Cities at the rate of Tshs. 70,000.00\u003C\u002Fp>\n\n\u003Cp>• Regional Headquarters at the rate of Tshs. 60,000.00\u003C\u002Fp>\n\n\u003Cp>•Districts Headquarters, at the rate of Tshs. 50,000.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 22: Uniforms.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>That the employer shall provide uniforms to all uniformed employees\naccording to the nature of their work, which shall include but not be limited\nto shoes, gloves and any other protective clothing.\u003C\u002Fp>\n\n\u003Cp>The employee undertakes to look after his\u002Fher uniform, in case of loss of\ncarelessly damage the employee will meet the cost of replacement. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 23: Specific task employment\u003C\u002Fh2>\n\n\u003Cp>That if a temporary employee has been in the employment for nine consecutive\nmonths, he\u002Fshe shall be entitled to be permanent employee in accordance with\nthe provision of the Labour Relations Act No. 6 of 2004.\u003C\u002Fp>\n\n\u003Cp>The employee shall forthwith be entitled to all provided as to a permanent\nemployee in this agreement.\u003C\u002Fp>\n\n\u003Ch2>Article 24: Certificate of Service\u003C\u002Fh2>\n\n\u003Cp>That where the employer terminates an employee's service he\u002Fshe shall be\nissued with a certificate of service unless the employee has not completed\nhis\u002Fher probationary period, the certificate shall contain the following:\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(b) The date when employment commenced.\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment ceased.\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment.\u003C\u002Fp>\n\n\u003Ch2>Article 25: Transport\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>That, the employer will provide transport to Work place staff where\naccommodation is not provided within the work place premises so that employees\nreach their respective place of accommodation\u002Fwork in safety after day\u002Fnight\nwork and in the morning for the start of work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 26: Incidental Allowance:-\u003C\u002Fh2>\n\n\u003Cp>(i) Where an employee travels on duty and accommodation and food is provided\nan incidental allowance shall be paid to him or her at the rate of Tshper\nday,\u003C\u002Fp>\n\n\u003Cp>(ii) Where an employee travels on duty within East Africa and outside\nTanzania and accommodation and food is provided, an incidental allowance shall\nbe paid to him\u002Fher at the rate of Tsh\u003C\u002Fp>\n\n\u003Ch2>Article 27: Acting Allowance.\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required in writing to act in a position of higher\ngrade for a period of 21 or more days, he\u002Fshe shall receive, in addition to\ncurrent earnings, ninety percent (90%) of the difference between his\u002Fher salary\nand the salary of the person that they shall be replacing in an acting\ncapacity, provided that the employee who so acts, assumes full responsibility\nand duties covered by the appointment.\u003C\u002Fp>\n\n\u003Cp>When an employee acts in a position of a higher grade for a period of more\nthan one year he\u002Fshe shall be confirmed to that position.\u003C\u002Fp>\n\n\u003Ch2>Article 28: Housing\u003C\u002Fh2>\n\n\u003Cp>That the employer shall provide accommodation for all the employees at the\nWork place\u002FCamp. House Allowance shall be calculated at 15% of the employee's\nbasic wage.\u003C\u002Fp>\n\n\u003Ch2>Article 29: Night Out Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>The Company shall pay night out allowance or provide accommodation and meals\nto staff that are travelling out of their work stations on official duties. The\npayments will be made on the following breakdowns:-\u003C\u002Fp>\n\n\u003Cp>• Cities at the rate of Tshs. 70,000\u002F=\u003C\u002Fp>\n\n\u003Cp>• Regional Headquarters at the rate of Tshs. 60,000\u002F=\u003C\u002Fp>\n\n\u003Cp>• Districts Headquarters at the rate of Tshs. 50,000\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 30: Retirement.\u003C\u002Fh2>\n\n\u003Cp>That an employee, who has attained the age of 60 years, shall retire.\u003C\u002Fp>\n\n\u003Cp>That, at the age of 55 years the employer may request the employee to retire\nor the employee may opt to retire.\u003C\u002Fp>\n\n\u003Cp>That a retiring employee as defined in clause I and ii shall be entitled to\nbe paid retirement gratuity as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) An employee with up to ten years service, ten (10) days salary and ten\n(10) days house allowance for every completed years of service.\u003C\u002Fp>\n\n\u003Cp>(b) An employee with above ten years service and below seventeen years,\nfifteen (15) days salary and fifteen (15) days house allowance for every\ncompleted year in service.\u003C\u002Fp>\n\n\u003Cp>(c) An employee may be retired on medical grounds prior to attaining the age\nof 60 years. In this case a certificate from a medical practitioner must be\nproduced for such grounds to be valid.\u003C\u002Fp>\n\n\u003Cp>(e) In all cases of retirement whether upon attaining the retirement age or\non Medical grounds, the employee’s service shall be terminated as per the\nprovisions of Article 13 Clause ii.\u003C\u002Fp>\n\n\u003Cp>(f) A retiring employee shall be provided with transport for his belongings\nand family back home.\u003C\u002Fp>\n\n\u003Ch2>Article 31: General Wage Increase.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The management will every year assess Company’s performance and after\nappraising the staff, determine the Company’s ability to review the staff\nsalaries.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 32: Staff Training \u002F Skill Development\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The company undertakes to train and develop its employees to equip and or\nimprove them in their day to day activities for efficiency. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 33: Job appropriation and sucession\u003C\u002Fh2>\n\n\u003Cp>The policy will be in accordance with existing legislation,\u003C\u002Fp>\n\n\u003Ch2>Article 34: Staff Welfare\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Long service awards: as the company recognizes servicing of its employees\nfrom 5 years by presenting a suitably inscribed certificate and cash award as a\ntoken of the company’s appreciation and esteem for the service rendered by\nthe employee as follows:\u003C\u002Fp>\n\n\u003Cp>• 5 Years: Tshs. 180,000.00\u003C\u002Fp>\n\n\u003Cp>• 10 Years: Tshs. 340,000.00\u003C\u002Fp>\n\n\u003Cp>• 15 Years: Tshs. 540,000.00 \u003C\u002Fp>\n\n\u003Cp>• 20 Years: Tshs. 750,000.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>May Day Best Workers Award:\u003C\u002Fp>\n\n\u003Cp>The employer shall recognize the May Day Celebrations and provide suitable\nawards to best workers as follows:\u003C\u002Fp>\n\n\u003Cp>(i) Best Employee of the year at Work place Level\u002FCamp\u002FSerengeti Baloon\nSafaris to be as\u003C\u002Fp>\n\n\u003Cp>• FirstTshs. 360,000.00\u003C\u002Fp>\n\n\u003Cp>• Second Tshs. 300,000.00\u003C\u002Fp>\n\n\u003Cp>• ThirdTshs. 180,000.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 35\u003C\u002Fh2>\n\n\u003Cp>The Serengeti Baloon Safaris CHODAWU Branch Committee shall meet after every\nquarter of the year to discuss matters of the staff and the company. The second\nand fourth meeting will be done jointly with Serengeti Baloon Safaris.\u003C\u002Fp>\n\n\u003Ch2>Article 36: Validity period and amendment of Agreement.\u003C\u002Fh2>\n\n\u003Cp>.........................................period and amendment of\nAgreement.\u003C\u002Fp>\n\n\u003Cp>Both parties agree that this agreement will come into effect on and shall\u003C\u002Fp>\n\n\u003Cp>remain operational for a period of two (2) years (twenty four months from\nthe above date), and until such a time as a new agreement shall be signed\nbetween both parties.\u003C\u002Fp>\n\n\u003Cp>Both parties that this agreement will be reviewed on\u003C\u002Fp>\n\n\u003Cp>Clause ii Should either party wish to amend any clause covered in this\nagreement other than where amendment is for purposes of conformity with any\nenacted Employment Law, they shall give one month’s notice of the intention\nto amend the whole or any part of this agreement.\u003C\u002Fp>\n\n\u003Cp>The amendment shall not become operational upon agreement by both parties\nwith no retroactive effect. Provided that where no agreement is reached, the\nclause or part of the agreement intended for amendment shall remain suspended\nuntil both parties mutually reach an agreement.\u003C\u002Fp>\n\n\u003Cp>Article 37 This agreement will be subject to review should any clause\ncontravene the Labour Institutions Act No. 6 of 2004 and Employment and Labour\nRelations Act No. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SERENGETI BALOON SAFARIS Safari Work place\u003C\u002Fp>\n\n\u003Cp>1. Mr\u003C\u002Fp>\n\n\u003Cp>Managing Director Serengeti Baloon Safaris\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Conservation. Hotels, Domestic, Social Services and Consultancy Workers\n(CHODAWU)\u003C\u002Fp>\n\n\u003Cp>1 Mr. Said S. Wamba,\u003C\u002Fp>\n\n\u003Cp>General Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"sicknessmaxdays":48,"ONCERISE_trigger":50,"hourspweek_select":54,"childcare":58,"STRUCINCR_trigger":62,"funeralpay":66,"OVERTIME_trigger":70,"SENIOR_trigger":72,"healthcareaccess":76,"COMMUTE_trigger":80,"ANNLEAVE_trigger":84,"healthandsafetypolicy":88,"contracttrial":92,"sicknesspay":96,"SCHEDULE_trigger":100,"paidpaternityleave":104,"NOCTPREM_trigger":108,"healthcareaccessrelatives":112,"bankholidays1":114,"paidmaternityleavepay":116,"mealvouchers":120,"trainingprogrammes":124,"paidmaternityleave":128,"PAIDLEAV_trigger":130},{"bindId":45,"name":46,"text":47},"disabilitypay","(a) When an employee takes sick leave “l","(a) When an employee takes sick leave “leave arising out of illness of\ninjury\" for the first three months (90 days) he\u002Fshe will receive full pay.\n\n(b) If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages\nfor up to three months (90 days).",{"bindId":49,"name":46,"text":47},"sicknessmaxdays",{"bindId":51,"name":52,"text":53},"ONCERISE_trigger","May Day Best Workers Award: The employer","May Day Best Workers Award:\n\nThe employer shall recognize the May Day Celebrations and provide suitable\nawards to best workers as follows:\n\n(i) Best Employee of the year at Work place Level\u002FCamp\u002FSerengeti Baloon\nSafaris to be as\n\n• FirstTshs. 360,000.00\n\n• Second Tshs. 300,000.00\n\n• ThirdTshs. 180,000.00",{"bindId":55,"name":56,"text":57},"hourspweek_select","It is agreed that the employer shall pay","It is agreed that the employer shall pay for any extra time that an employee\nmay be required to work above the normal working hours at the rate of one and a\nhalf time per hour of the time worked in excess of 45 hours.",{"bindId":59,"name":60,"text":61},"childcare","That if an employee requests compassiona","That if an employee requests compassionate leave to attend to the needs of\nan immediate family member who is seriously ill or has died he\u002Fshe shall be\ngranted 5 (five) days paid compassionate leave.\n\nIn the event of other emergencies arising, the employee is entitled to take\npart of his\u002Fher annual leave or accumulated days off which will be granted at\nmanagement discretion. It should be noted that compassionate leave if not taken\nsubsequently be claimed or survive to succeeding period.",{"bindId":63,"name":64,"text":65},"STRUCINCR_trigger","The management will every year assess Co","The management will every year assess Company’s performance and after\nappraising the staff, determine the Company’s ability to review the staff\nsalaries.",{"bindId":67,"name":68,"text":69},"funeralpay","If death occurs of an employee, the Comp","If death occurs of an employee, the Company shall provide a coffin, shroud,\ntransport for the body and immediate family to the place of burial.\n\nFour employees shall accompany the body to the place of burial. Such staff\nshall be provided with night allowance with the following breakdown:-\n\n• Cities at the rate of Tshs. 70,000.00\n\n• Regional Headquarters at the rate of Tshs. 60,000.00\n\n•Districts Headquarters, at the rate of Tshs. 50,000.00",{"bindId":71,"name":56,"text":57},"OVERTIME_trigger",{"bindId":73,"name":74,"text":75},"SENIOR_trigger","Long service awards: as the company reco","Long service awards: as the company recognizes servicing of its employees\nfrom 5 years by presenting a suitably inscribed certificate and cash award as a\ntoken of the company’s appreciation and esteem for the service rendered by\nthe employee as follows:\n\n• 5 Years: Tshs. 180,000.00\n\n• 10 Years: Tshs. 340,000.00\n\n• 15 Years: Tshs. 540,000.00 \n\n• 20 Years: Tshs. 750,000.00",{"bindId":77,"name":78,"text":79},"healthcareaccess","That the employer shall provide free med","That the employer shall provide free medical treatment to every Employee and\nhis\u002Fher immediate family of up to four children below eighteen (18) years of\nage at a Dispensary or Hospital designated by the employer.\n\nThat is an employee in an emergency situation attends recognized Hospital\nother than one designated by the Employer then all expenses shall be reimbursed\nbut only on presenting valid receipts.\n\nIn the event of an employee being referred by the authorized Medical\nPractitioner or Work place Clinical Officer he\u002Fshe will be entitled to the\npayments of two night allowances as follows:-\n\n•Cities at the rate of Tshs. 70,000.00\n\n•Regional Headquarters at the rate of Tshs. 60,000.00\n\n•District Headquarters, at the rate of Tshs. 50,000.00\n\nAnd transport fare at current public transport charges or the company may\nprovide accommodation on fullboard basis at a designated center.",{"bindId":81,"name":82,"text":83},"COMMUTE_trigger","That, the employer will provide transpor","That, the employer will provide transport to Work place staff where\naccommodation is not provided within the work place premises so that employees\nreach their respective place of accommodation\u002Fwork in safety after day\u002Fnight\nwork and in the morning for the start of work.",{"bindId":85,"name":86,"text":87},"ANNLEAVE_trigger","That the employer shall pay an annual le","That the employer shall pay an annual leave allowance of Tsh. 120,000.00 per\nyear.",{"bindId":89,"name":90,"text":91},"healthandsafetypolicy","That the employer shall provide uniforms","That the employer shall provide uniforms to all uniformed employees\naccording to the nature of their work, which shall include but not be limited\nto shoes, gloves and any other protective clothing.\n\nThe employee undertakes to look after his\u002Fher uniform, in case of loss of\ncarelessly damage the employee will meet the cost of replacement. ",{"bindId":93,"name":94,"text":95},"contracttrial","On employment all person engaged by the ","On employment all person engaged by the Employer shall be on probation in\nthe first instance, the probationary period shall not exceed six months\nduration.",{"bindId":97,"name":98,"text":99},"sicknesspay","It is agreed that employees shall be ent","It is agreed that employees shall be entitled to sick leave as recommended\nby the company's approved Doctor in each period of twelve months consecutive\nperiods as follows:\n\n(a) When an employee takes sick leave “leave arising out of illness of\ninjury\" for the first three months (90 days) he\u002Fshe will receive full pay.\n\n(b) If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages\nfor up to three months (90 days).\n\n(c) If the employee continues to become sick then the employer shall\nterminate the services of such an employee on medical grounds on opinion of the\nauthorized medical practitioner.",{"bindId":101,"name":102,"text":103},"SCHEDULE_trigger","Where an employee works extra hours in a","Where an employee works extra hours in a public holiday\u002Frest day which is\nnot his\u002Fher rest day He\u002FShe shall be paid double.",{"bindId":105,"name":106,"text":107},"paidpaternityleave","That a male employee shall be entitled t","That a male employee shall be entitled to seven days paternity leave to one\nlegal spouse.",{"bindId":109,"name":110,"text":111},"NOCTPREM_trigger","The Company shall pay night out allowanc","The Company shall pay night out allowance or provide accommodation and meals\nto staff that are travelling out of their work stations on official duties. The\npayments will be made on the following breakdowns:-\n\n• Cities at the rate of Tshs. 70,000\u002F=\n\n• Regional Headquarters at the rate of Tshs. 60,000\u002F=\n\n• Districts Headquarters at the rate of Tshs. 50,000\u002F=",{"bindId":113,"name":78,"text":79},"healthcareaccessrelatives",{"bindId":115,"name":102,"text":103},"bankholidays1",{"bindId":117,"name":118,"text":119},"paidmaternityleavepay","That all female employees shall be entit","That all female employees shall be entitled to ninety (90) days leave after\nevery three years and 100 days maternity leave to the birth of more than one\nchild. And that she will be entitled to two hours every working for\nbreast-feeding for three months after the maternity leave.",{"bindId":121,"name":122,"text":123},"mealvouchers","That the employer shall provide reasonab","That the employer shall provide reasonable duty meals to the employee at the\nWork place.",{"bindId":125,"name":126,"text":127},"trainingprogrammes","The company undertakes to train and deve","The company undertakes to train and develop its employees to equip and or\nimprove them in their day to day activities for efficiency. ",{"bindId":129,"name":118,"text":119},"paidmaternityleave",{"bindId":131,"name":132,"text":133},"PAIDLEAV_trigger","All employees are entitled to 30 calenda","All employees are entitled to 30 calendar days annual leave on completion of\ntwelve (12) Month’s consecutive service. This annual leave is calculated at\n2.5 days per month.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Serengeti Baloon Safaris -\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: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Tour operator activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Serengeti Baloon Safaris\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Conservation, Hotel, Domestic and Allied Workers’ Union (CHODAWU)\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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: → 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: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Maulid (Birth of the Prophet PBUH) Day, Easter Monday, Eid-el-Hajj, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Islamic New Year \u002F Hejira New Year (first day of Moharram), Pentecost Monday \u002F Whit Monday \u002F Monday of the Holy Spirit \u002F Deluge Monday - Kataklysmos (day after Pentecost \u002F seventh Monday after Easter)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TZS 360000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → TZS 70000.0 per month\n                \u003C\u002Fdiv>\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 120000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → TZS 180000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[139],{"title":37,"slug":33},[141],{"type":142,"data":143},"call_to_action_body_block",{"title":144,"description":145,"variant":146,"link":147},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":144,"url":148,"description":144,"rel":149,"type":150},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[152],{"type":142,"data":153},{"title":144,"description":145,"variant":146,"link":154},{"title":144,"url":148,"description":144,"rel":149,"type":150},[]]