[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-construction-and-allied-workers-union-tamico-and-the-management-midwest-minerals-processor-limited":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":153,"content_type_view":154,"extra_breadcrumbs":155,"body":157,"body_blocks":168,"related_pages":172},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":151,"translations":152},{"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-tanzania-mines-energy-construction-and-allied-workers-union-tamico-and-the-management-midwest-minerals-processor-limited","4089d036-efbf-11e2-b8a2-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-construction-and-allied-workers-union-tamico-and-the-management-midwest-minerals-processor-limited\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-construction-and-allied-workers-union-tamico-and-the-management-midwest-minerals-processor-limited\u002F","Collective Bargaining Agreement between the Management Midwest Minerals  Processor Limited and Tanzania Mines, Energy, Construction and Allied Workers Union (TAMICO) - 2010","TZA Midwest Minerals Processor Ltd - 2010","Tanzania - TZA Midwest Minerals Processor Ltd - 2010","TZA Midwest Minerals Processor Ltd - 2010 - Extraction, mining, quarrying",{"name":41,"data":42},"MIDWEST MINERALS PROCESSOR LTD.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New3\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 TANZANIA MINES, ENERGY,\nCONSTRUCTION AND ALLIED WORKERS UNION {TAMICO)\u003C\u002Fh1>\n\n\u003Ch1>AND MIDWEST MINERALS PROCESSOR LTD \u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.0. PREAMBE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>We, Tanzania Mines, Energy, Construction and Allied Workers Union (Known in\na short form as TAMICO) and the Management Midwest Minerals\u003C\u002Fp>\n\n\u003Cp>Processor Ltd (as employer) of P.O.Box...Tel.Nodo here by\u003C\u002Fp>\n\n\u003Cp>agree and confirm that on our own free will and mutual understanding have\nreached an agreement on the following areas of service and employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.0. RECOGNITION.\u003C\u002Fh2>\n\n\u003Cp>(a)The Employer recognizes and respects TAMICO as the sole Workers Trade\nUnion representing their interests in any matter concerning Term and Condition\nof Employment.\u003C\u002Fp>\n\n\u003Cp>(b)TAMICO similarly recognizes and respects Midwest Minerals\u003C\u002Fp>\n\n\u003Cp>Processor Ltd. as Employer of all Workers of the Company and its Subsidiary\nCompanies.\u003C\u002Fp>\n\n\u003Cp>(c)The employer agrees to assist the union in collection of membership) dues\nis follow\u002F conditionality: -\u003C\u002Fp>\n\n\u003Cp>(i)That every Worker who is member of the union will have to sign\u003C\u002Fp>\n\n\u003Cp>Designated forms requesting the management to deduct the Union due from his\nsalary and submit to the Union Account No. 010103005860 NBC Kichwele Branch Dar\nes Salaam.\u003C\u002Fp>\n\n\u003Cp>(ii)The Employer will prepare the list of the Employees from whom\u003C\u002Fp>\n\n\u003Cp>the dues were deducted and submit to the Union Headquarters for accounting\npurposes.\u003C\u002Fp>\n\n\u003Cp>(iii).At all times the Union has attained over 50% of the Workers membership\nthe Employer will deduction the Union service dues of equal to membership\nmonthly dues from the wages of all the Employees who are not yet Union members'\nand likewise submit the same to the Union Account No. 019103005860 NBC Kichwele\nBranch Dar es Salaam.\u003C\u002Fp>\n\n\u003Cp>(iv)The Employer will prepare the list of names of the Employees from whom\nthe service dues were deducted and submit to the union Headquarters in Dar es\nSalaam.\u003C\u002Fp>\n\n\u003Cp>(v)From then on the employer will recognize TAMICO as Sole Bargaining\nAgent\u003C\u002Fp>\n\n\u003Cp>for its employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.0. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>(a)All rights and privileges contained in this agreement will apply to all\nMidwest Minerals Processor employed members of TAMICO\u003C\u002Fp>\n\n\u003Cp>(b)Each individual member of TAMICO is responsible for the contents of this\nagreement signed on his\u002Fher behalf by TAMICO officials.\u003C\u002Fp>\n\n\u003Cp>(c)When the Employer deducts union service dues from the non - employees,\nthis agreement will apply to all persons employed\u003C\u002Fp>\n\n\u003Cp>unionized by the Company except the non - Tanzania employees.\u003C\u002Fp>\n\n\u003Cp>(d)This agreement is not applicable to Migrant Workers (143 ILO Conv.) and\nthe ex-patriates brought in by the Company as experts.\u003C\u002Fp>\n\n\u003Cp>(e)This agreement will apply as soon as signed by the union and the\u003C\u002Fp>\n\n\u003Cp>Employer\u003C\u002Fp>\n\n\u003Cp>(f).The agreement will remain enforce for a period of twelve months from the\ndate of signing but it may be extended by written agreement of the two\nparties.\u003C\u002Fp>\n\n\u003Cp>3.1. Interpretation:\u003C\u002Fp>\n\n\u003Cp>(i)The Union means Tanzania Mines, Energy, Construction and Allied Workers\nUnion (TAMICO).\u003C\u002Fp>\n\n\u003Cp>(ii)The employers mean the management of the Midwest Minerals Processor\nLtd.\u003C\u002Fp>\n\n\u003Cp>(iii)Foreigners - Workers who are not Tanzania citizens or those working\nunder foreign contract of employment with the employer.\u003C\u002Fp>\n\n\u003Cp>(iv).Skills - Means Educational\u002F Technological capability required for the\njob performance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.0 EMPLOYENT\u003C\u002Fh2>\n\n\u003Cp>(a). All employment contracts priority must be given to citizens of the\nUnited Republic of Tanzania (Local Workers). Except where no local personnel is\navailable with the skills.\u003C\u002Fp>\n\n\u003Cp>b)Managerial posts to be solicited in Tanzania but due to criteria and\nprovisional qualification, if no body meets the requirement the company can\nrecruit from outside the country after Board of Directors’ authorization for\nsame.\u003C\u002Fp>\n\n\u003Cp>c)Whenever there is a vacancy for a permanent employment the priority shall\nbe given to seasonal workers who have worked for the company for more than six\n- months depending on the possession of the skills for the job.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>d) PLOBATION\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(i)All Employees employed under Monthly Contract will under go three\nprobation period during which the employment may be terminated without notice\nby either employer or the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Before or during probation period the employer at his own cost shall make a\nmedical check up of employee. So as to prove employees state of health and the\nresult will be considered as a confidential document which will not be released\nto a third party without the consent of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.0. EMPLOYMENT STANDARDS\u003C\u002Fh2>\n\n\u003Cp>(a)Must be adhered as stipulated in the scheme of service, company staff\nregulations, collective agreement and the Labour Laws.\u003C\u002Fp>\n\n\u003Cp>(b)Under no circumstances nor reasons will gender discriminatory actions,\nbehavior or treatment to the female employees be allowed in all company’s\nwork areas.\u003C\u002Fp>\n\n\u003Cp>(c)Should a need a rise for searching at the gate or in the company’s\nPromises rules for decency must be observed. Female employee should be searched\nby another female. No male employee will search female employee.\u003C\u002Fp>\n\n\u003Cp>(d)All employees of the same employment sector should be equally treated in\nnumerations, leave and permission of absence from work etc. Without regard to\nthe gender preference.\u003C\u002Fp>\n\n\u003Cp>e) Should u need a rise for searching an employee property or his place of\nwork or residence he\u002Fshe must present with some other witness preferably a\nunion branch leader.\u003C\u002Fp>\n\n\u003Cp>(f).No discriminatory language or behavior of looking upon one race or\nnationals as particularly prone to thefts laziness or any other poor work\nperformance shall be allowed at place of work because the management is always\nat liberty to apply disciplinary action to any poor work - performers.\u003C\u002Fp>\n\n\u003Cp>(g) All gates, doors or outlets to the mines should always be left open and\ndoors should be opened outwardly to facilitate easy escape by working persons\nshould a need a rise eg. In a case of accident.\u003C\u002Fp>\n\n\u003Cp>(h)For the employees working in underground pits should be provided with\nprotective gears\u002F clothes, clover, shoes, gloves and other amenities.\u003C\u002Fp>\n\n\u003Cp>(i)The provision of fresh clean drinking water and reliable food should be\ntaken care of so as to safe guard workers’ health, efficiency and harmony at\nwork - place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.0. TERMINATION OF EMPLOYMENT AND RESIGNATION\u003C\u002Fh2>\n\n\u003Cp>(a) For basic reasons, whenever necessary, the employer may terminate the\nservice of an employee by giving him\u002F her a notice as follows:-\u003C\u002Fp>\n\n\u003Cp>i.All employees who have worked for the company for less than six months\nshould be given one month notice.\u003C\u002Fp>\n\n\u003Cp>ii.Employees who have worked for more than one year should be given three\nmonths notice or three months salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>iii.An Employee may terminate or resign service by giving a notice of one\nmonth or one month salary in Jieu of notice. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.0. RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>Every employee will have to retire voluntarily at the age of 55 years and\ncompulsory at the age of 60 years according to the Employment Labour Relation\nAct. An Employee who retires due to old age 55 - 60 he should be paid a Golden\nshake hand as follows:-\u003C\u002Fp>\n\n\u003Cp>(a)He\u002F She will be paid TWO months salary times number of years\u003C\u002Fp>\n\n\u003Cp>(b) Transportation of Luggage’s 7 tons to place of domicile, severance\npay.\u003C\u002Fp>\n\n\u003Cp>(c)Full fare for his\u002Fher, wife\u002F husband and four children to place of\ndomicile.\u003C\u002Fp>\n\n\u003Cp>(d)Employee to be awarded 50 pcs of corrugated iron sheets of 28 gauges.\u003C\u002Fp>\n\n\u003Cp>(e)Employee to be awarded 50 bags of cement weighing 50 kgs each.\u003C\u002Fp>\n\n\u003Cp>(f)These payments be in addition to his all other statutory entitlements\nunder the labour laws of the country.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch2>8.0.MEDICAL CARE.\u003C\u002Fh2>\n\n\u003Cp>Should the need for terminating employment contract on medical ground\u003C\u002Fp>\n\n\u003Cp>arise, the following will be observed:-\u003C\u002Fp>\n\n\u003Cp>(a)The Doctor should certify to that .effects and should show if the cause\nof incapacity work, related or natural causes.\u003C\u002Fp>\n\n\u003Cp>(b)If the cause of incapacity to work is due to employment related and is a\ncurable disease\u002F cause the employee will be paid compensation of two month’s\nsalary for every year of service he worked for the employer. The employee will\nhave to be legally terminated due to incapacity due to incurable ill -\nhealth.\u003C\u002Fp>\n\n\u003Cp>(c)If the incapacity is due to cause not related to work and he is certified\nincapable to work he will retired on terms and condition stated in the\nEmployment and Labour relations Act. No. 6 of 2004.\u003C\u002Fp>\n\n\u003Cp>(d)The Payment of this compensation for job - related causes will be in\naddition to statutory compensation paid under the Tanzania Laws of the worker\nmen’s compensation currently in force.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.0. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(a)Redundancy measures shall be taken only when it is inevitable and The\nEmployer shall inform TAMICO Branch Committee and TAMICO Regional Office of his\nintention to restructure six month before redundancy.\u003C\u002Fp>\n\n\u003Cp>(b)When selecting the list of those to be laid off those with special work\nproblems should be the first to go special problems means those with chronic\ndisciplinary matters, sick - records; after this list is exhausted the first\nemployed should be the last out.\u003C\u002Fp>\n\n\u003Cp>(c)Other redundancy benefits shall be discussed with TAMICO before\nredundancy implementation.\u003C\u002Fp>\n\n\u003Cp>(d)Union leaders should be the last to be given redundancy.\u003C\u002Fp>\n\n\u003Cp>(d)Employee to be awarded 50 pcs of corrugated iron sheets of 28 gauges.\u003C\u002Fp>\n\n\u003Cp>(e)Employee to be awarded 50 bags of cement weighing 50 kgs each.\u003C\u002Fp>\n\n\u003Cp>(f)These payments be in addition to his all other statutory entitlements\nunder the labour laws of the country.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.0. MEDICAL CARE.\u003C\u002Fh2>\n\n\u003Cp>Should the need for terminating employment contract on medical ground\u003C\u002Fp>\n\n\u003Cp>arise, the following will be observed:-\u003C\u002Fp>\n\n\u003Cp>(a)The Doctor should certify to that effects and should show if the cause of\nincapacity work, related or natural Causes.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SICDIS_trigger\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003Cdiv id=\"clause-SICDIS_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>(b)If the cause of incapacity to work is due to employment related and is a\ncurable disease\u002F cause the employee will be paid compensation of two month’s\nsalary for every year of service he worked for the employer. The employee will\nhave to be legally terminated due to incapacity due to incurable ill -\nhealth.\u003C\u002Fp>\n\n\u003Cp>(c)If the incapacity is due to cause not related to work and he is certified\nincapable to work he will retired on terms and condition stated in the\nEmployment and Labour relations Act. No. 6 of 2004.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d)The Payment of this compensation for job - related causes will be in\naddition to statutory compensation paid under the Tanzania Laws of the worker\nmen’s compensation currently in force. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.0. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>(a)Redundancy measures shall be taken only when it is inevitable and The\nEmployer shall inform TAMICO Branch Committee and TAMICO Regional Office of his\nintention to restructure six month Before redundancy.\u003C\u002Fp>\n\n\u003Cp>(b)When selecting the list of those to be laid off those with special work\nproblems should be the first to go special problems means those with chronic\ndisciplinary matters, sick - records; after this list is exhausted the first\nemployed should be the last out.\u003C\u002Fp>\n\n\u003Cp>(c)Other redundancy benefits shall be discussed with TAMICO before\nredundancy implementation.\u003C\u002Fp>\n\n\u003Cp>(d)Union leaders should be the last to be given redundancy.\u003C\u002Fp>\n\n\u003Cp>(e)Terminal Benefits\u003C\u002Fp>\n\n\u003Cp>(i)Employee will be paid four months Salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(ii)Transportationof his\u002Fher family and belongings not exceeding 7 tons to\nplace domicile using available means of transport like Road and Railways. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.0. LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a)Employee are entitled to 30 days annual leave which will be taken\u003C\u002Fp>\n\n\u003Cp>according to leave circle.\u003C\u002Fp>\n\n\u003Cp>(b)The employer shall provide fare to employee and family up to place of\ndomicile.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(c)Maternity leave of 90 days shall be provided to female employees and 7\ndays paternity paid leave to husband or male employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(d)Sick leave - Employee will be granted six months sick leave paid Full\nsalary. Employee may be terminated on medical grounds after doctor’s\nconfirmation after that period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(e).Leave allowance of Tshs. 150,000.\u002F= to be paid to an employee proceeding\non leave per year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11.0. INCENTIVES.\u003C\u002Fh2>\n\n\u003Cp>(a). The employee in 'essence of increasing productivity at work place will\nprovide the following motivation to employees:-\u003C\u002Fp>\n\n\u003Cp>(i)House allowance (2 rooms x 20,000\u002F = @ 40,000\u002F= per month.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>(ii)Transport allowance (2, 500 x 5 x 4 weeks). Tshs 50,000\u002F =\u003C\u002Fp>\n\n\u003Cp>Per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-HARDSHIP_trigger\" class=\"cbaClause highlight\">\u003Cp>(iii)Hardship underground allowance Tshs 30,000\u002F= per day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cp>(iv)Milk allowance (1000\u002F= x 5 x 4 weeks.) Tshs. 20,000\u002F = per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(v)Medical allowance Tshs. 50,000\u002F= per month.\u003C\u002Fp>\n\n\u003Cp>(vi)Out of station allowance TshS 70,000\u002F= per day.\u003C\u002Fp>\n\n\u003Cp>(vii)Responsibility allowance categorized due to rank 5 - 20% of basic\nsalary per month.\u003C\u002Fp>\n\n\u003Cp>(b)Loans\u003C\u002Fp>\n\n\u003Cp>The company will provide non interest loans to workers as follows:-\u003C\u002Fp>\n\n\u003Cp>(i)Cash loans for emergency issues like school fees to children, death and\nillness.\u003C\u002Fp>\n\n\u003Cp>(ii)Loan for building houses purchase of furniture and other Commodities\u003C\u002Fp>\n\n\u003Cp>(iii)Loan should be recovered from monthly salary deductions which should\nnot exceed 20% of the monthly salary.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>(c)Training\u003C\u002Fp>\n\n\u003Cp>(i).The employer will provide workers education indoor and colleges to\nenable workers acquire new knowledge and skills to perform better to increase\nproduction at work place. The employer shall support members\u002Fleaders\u003C\u002Fp>\n\n\u003Cp>of TAMICO in all the training activities indoor and outdoor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight focus\">\u003Cp>(d) Long Service Award.\u003C\u002Fp>\n\n\u003Cp>(i)The employer and the Union Field branch shall select best workers every\nyear during May day Celebrations. Types of award will be arranged by the\nmeeting concerned.\u003C\u002Fp>\n\n\u003Cp>(ii)The Union shall provide a certificate to the best workers and employer\nshall provides prizes and transport of employees to the celebration\n.grounds.\u003C\u002Fp>\n\n\u003Cp>(iii)If we should be directed to select one National best worker who is\ngoing to be awarded his\u002Fher certificate by Hon. President, the employer shall\nprovide to him\u002Fher not less than Tshs. 1,000,000\u002F= as award.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>(f) Overtime\u003C\u002Fp>\n\n\u003Cp>An employee who works on Agreed overtime exceeding normal working hours\nshall be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>(i)Ordinary days shall be paid three times normal hourly rate.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(ii)Public Holidays and Sundays worked hours ,x 4 hourly rate\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>(iii)Night Allowances to be paid three hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-CONSIGN_trigger\" class=\"cbaClause highlight\">\u003Cp>(iv) Standby allowance 20,000\u002F= per day\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12.0. TAMICO MEMBERSHIP\u003C\u002Fh2>\n\n\u003Cp>a)Any employee eligible for the membership shall become member immediately\nfrom the effective date of this agreement.\u003C\u002Fp>\n\n\u003Cp>b)Any new employee shall be required to become the Union member immediately\nafter he is employed by the company.\u003C\u002Fp>\n\n\u003Cp>c)Because we have achieved 50+1 percent all employees be deducted Union dues\nand submit to Headquarters account within 10 days after deductions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-PAYSCALES_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAYSCALES_period\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-WAGES_trigger\" class=\"cbaClause highlight\">\u003Ch2>13.0. SALARY\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>(a)Salary do not include allowances\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>(i)Minimum salary shall be 350,000\u002F= per month\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii)Salary scale\u002Fstructure shall be discussed after every one year.\u003C\u002Fp>\n\n\u003Cp>(iii)Salary scale\u002F structure shall be discussed with employer and the Union\nin the bargaining meeting.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-TRAINING_trigger\" class=\"cbaClause highlight\">\u003Ch2>14.0. WORKERS TRAINING\u003C\u002Fh2>\n\n\u003Cp>Workers committee should be trained well to be conversant with the Labour\nLaws.\u003C\u002Fp>\n\n\u003Cp>(a)Employer shall provide transport for the workers\u002F members to\u002F from the\nplace of seminar.\u003C\u002Fp>\n\n\u003Cp>(b)Members will be paid per diem as if out of the station for duty.\u003C\u002Fp>\n\n\u003Cp>(c)Union shall provide Accommodation.\u003C\u002Fp>\n\n\u003Cp>(d)Union shall bear cost of facilitators\u003C\u002Fp>\n\n\u003Cp>(c) Union shall provide all handouts for the seminar participants.\u003C\u002Fp>\n\n\u003Cp>(f) In case of seminar is held in the Employers premises the employer shall\nbear cost of facilitators.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15.0 DISPUTY MACHINERY\u003C\u002Fh2>\n\n\u003Cp>(a) It is agreed that disciplinary matter shall be dealt with in\u003C\u002Fp>\n\n\u003Cp>accordance to the Labour Laws Act Number 6 of 2004 and the Labour\nInstitutions Act No. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>(b) Both parties agrees that each part, shall play a role of\u003C\u002Fp>\n\n\u003Cp>Maintaining harmonious Industrial Relations so as to avoid Labour conflicts;\ntherefore know how to use very peaceful and lawful means to maintain our\nrelations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16.0 DEATH AND FUNERAL\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) If the Employee passes away the\u003C\u002Fp>\n\n\u003Cp>Employer shall bear the following costs:-\u003C\u002Fp>\n\n\u003Cp>(i)Coffin and Accessories\u003C\u002Fp>\n\n\u003Cp>(ii)Transport the body up to place of Domicile\u003C\u002Fp>\n\n\u003Cp>(iii)Provide condolence of an amount of Tshs 2,500,000\u002F= to the Employee\nfamily.\u003C\u002Fp>\n\n\u003Cp>(b)If the Employee’s family member dies i.e. wife, children and\nhusband.\u003C\u002Fp>\n\n\u003Cp>The Employer shall provide the following:-\u003C\u002Fp>\n\n\u003Cp>(i)Coffin and Accessories\u003C\u002Fp>\n\n\u003Cp>(ii)Condolence of an amount of Tshs. 1,500,000\u002F =\u003C\u002Fp>\n\n\u003Cp>(iii)Transport the body up to burial place in the United of Republic of\nTanzania.\u003C\u002Fp>\n\n\u003Cp>(c)If the employees parents i.e. mother, father passes away the Employer\nshall provide condolence of an amount of\u003C\u002Fp>\n\n\u003Cp>Tshs 1,000,000\u002F= to enable the concerned person to travel fast to place of\ndeath before burial takes place. Leave of 15 days not to be deducted from\nannual.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.0.DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>(a).This Agreement shall take effect fromand\u003C\u002Fp>\n\n\u003Cp>Shall be valid for from the effective date.\u003C\u002Fp>\n\n\u003Cp>(b).Notwithstanding, what was said in above this agreement will remain valid\nuntil is replacement by a New Agreement.\u003C\u002Fp>\n\n\u003Cp>(c).Both parties will have right to review or amend any clause of this\nagreement by giving a written notice of one month.\u003C\u002Fp>\n\n\u003Cp>(d).Should the present Employer sale his share or should Midwest Minerals\nProcessor Ltd. ownership change to another owner or share holders before the\nexpiration of this agreement, the new owner will inherit and implement this\nagreement for the duration of its validity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CONCLUSITION\u003C\u002Fh2>\n\n\u003Cp>We hereby confirm\u002Fconclude this agreement by signing here under this dateday\nof 2010:\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>TANZANIA MINES, ENERGY, CONSTRUCTION AND ALLIED WORKERS UNION (TAMICO), \u003C\u002Fp>\n\n\u003Cp>P.O. BOX 1191,\u003C\u002Fp>\n\n\u003Cp>SHINYANGA.\u003C\u002Fp>\n\n\u003Cp>1.Name:\u003C\u002Fp>\n\n\u003Cp>Rank:\u003C\u002Fp>\n\n\u003Cp>Signature:\u003C\u002Fp>\n\n\u003Cp>2.Name:\u003C\u002Fp>\n\n\u003Cp>Rank: ,\u003C\u002Fp>\n\n\u003Cp>Signature:\u003C\u002Fp>\n\n\u003Cp>3.Name:\u003C\u002Fp>\n\n\u003Cp>Rank:\u003C\u002Fp>\n\n\u003Cp>Signature:\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>Midwest Minerals Processor LTD. \u003C\u002Fp>\n\n\u003Cp>P.O. BOX 218,\u003C\u002Fp>\n\n\u003Cp>MWADUI.\u003C\u002Fp>\n\n\u003Cp>1.Name:\u003C\u002Fp>\n\n\u003Cp>Rank:\u003C\u002Fp>\n\n\u003Cp>Signature:\u003C\u002Fp>\n\n\u003Cp>2.Name: ......\u003C\u002Fp>\n\n\u003Cp>Rank:\u003C\u002Fp>\n\n\u003Cp>Signature:\u003C\u002Fp>\n\n\u003Cp>3.Name:\u003C\u002Fp>\n\n\u003Cp>Rank:\u003C\u002Fp>\n\n\u003Cp>Signature:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-construction-and-allied-workers-union-tamico-and-the-management-midwest-minerals-processor-limited\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-construction-and-allied-workers-union-tamico-and-the-management-midwest-minerals-processor-limited\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"sicknessmaxdays":52,"HARDSHIP_trigger":56,"funeralpay":60,"MEALALL_trigger":64,"paidmaternityleaveduration":68,"LOWWAGE_provision":72,"TRAINING_trigger":76,"OVERTIME_trigger":80,"healthcareaccess":84,"COMMUTE_trigger":88,"SUNDAY_trigger":92,"ANNLEAVE_trigger":96,"contracttrial":100,"sicknesspay":104,"paidmaternityleaveall":107,"paidpaternityleave":109,"SICDIS_trigger":111,"PAYSCALES_period":113,"NOCTPREM_trigger":117,"LOWWAGE_trigger":121,"PAYSCALES_trigger":123,"paidpaternityleaveduration":125,"SENIOR_trigger":127,"trainingprogrammes":131,"paidmaternityleave":135,"WAGES_trigger":137,"contractseverancepay":140,"PAIDLEAV_trigger":144,"CONSIGN_trigger":148},{"bindId":45,"name":46,"text":47},"disabilitypay","(b)If the cause of incapacity to work is","(b)If the cause of incapacity to work is due to employment related and is a\ncurable disease\u002F cause the employee will be paid compensation of two month’s\nsalary for every year of service he worked for the employer. The employee will\nhave to be legally terminated due to incapacity due to incurable ill -\nhealth.\n\n(c)If the incapacity is due to cause not related to work and he is certified\nincapable to work he will retired on terms and condition stated in the\nEmployment and Labour relations Act. No. 6 of 2004.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(i)All Employees employed under Monthly ","(i)All Employees employed under Monthly Contract will under go three\nprobation period during which the employment may be terminated without notice\nby either employer or the employee.",{"bindId":53,"name":54,"text":55},"sicknessmaxdays","(d)Sick leave - Employee will be granted","(d)Sick leave - Employee will be granted six months sick leave paid Full\nsalary. Employee may be terminated on medical grounds after doctor’s\nconfirmation after that period.\n\n(e).Leave allowance of Tshs. 150,000.\u002F= to be paid to an employee proceeding\non leave per year.",{"bindId":57,"name":58,"text":59},"HARDSHIP_trigger","(iii)Hardship underground allowance Tshs","(iii)Hardship underground allowance Tshs 30,000\u002F= per day.",{"bindId":61,"name":62,"text":63},"funeralpay","(a) If the Employee passes away the Empl","(a) If the Employee passes away the\n\nEmployer shall bear the following costs:-\n\n(i)Coffin and Accessories\n\n(ii)Transport the body up to place of Domicile\n\n(iii)Provide condolence of an amount of Tshs 2,500,000\u002F= to the Employee\nfamily.\n\n(b)If the Employee’s family member dies i.e. wife, children and\nhusband.\n\nThe Employer shall provide the following:-\n\n(i)Coffin and Accessories\n\n(ii)Condolence of an amount of Tshs. 1,500,000\u002F =\n\n(iii)Transport the body up to burial place in the United of Republic of\nTanzania.\n\n(c)If the employees parents i.e. mother, father passes away the Employer\nshall provide condolence of an amount of\n\nTshs 1,000,000\u002F= to enable the concerned person to travel fast to place of\ndeath before burial takes place. Leave of 15 days not to be deducted from\nannual.",{"bindId":65,"name":66,"text":67},"MEALALL_trigger","(iv)Milk allowance (1000\u002F= x 5 x 4 weeks","(iv)Milk allowance (1000\u002F= x 5 x 4 weeks.) Tshs. 20,000\u002F = per month.",{"bindId":69,"name":70,"text":71},"paidmaternityleaveduration","(c)Maternity leave of 90 days shall be p","(c)Maternity leave of 90 days shall be provided to female employees and 7\ndays paternity paid leave to husband or male employee.",{"bindId":73,"name":74,"text":75},"LOWWAGE_provision","(i)Minimum salary shall be 350,000\u002F= per","(i)Minimum salary shall be 350,000\u002F= per month",{"bindId":77,"name":78,"text":79},"TRAINING_trigger","14.0. WORKERS TRAINING Workers committee","14.0. WORKERS TRAINING\n\nWorkers committee should be trained well to be conversant with the Labour\nLaws.\n\n(a)Employer shall provide transport for the workers\u002F members to\u002F from the\nplace of seminar.\n\n(b)Members will be paid per diem as if out of the station for duty.\n\n(c)Union shall provide Accommodation.\n\n(d)Union shall bear cost of facilitators\n\n(c) Union shall provide all handouts for the seminar participants.\n\n(f) In case of seminar is held in the Employers premises the employer shall\nbear cost of facilitators.",{"bindId":81,"name":82,"text":83},"OVERTIME_trigger","(f) Overtime An employee who works on Ag","(f) Overtime\n\nAn employee who works on Agreed overtime exceeding normal working hours\nshall be paid as follows:-\n\n(i)Ordinary days shall be paid three times normal hourly rate.\n\n(ii)Public Holidays and Sundays worked hours ,x 4 hourly rate\n\n(iii)Night Allowances to be paid three hourly rate.\n\n(iv) Standby allowance 20,000\u002F= per day",{"bindId":85,"name":86,"text":87},"healthcareaccess","8.0.MEDICAL CARE. Should the need for te","8.0.MEDICAL CARE.\n\nShould the need for terminating employment contract on medical ground\n\narise, the following will be observed:-\n\n(a)The Doctor should certify to that .effects and should show if the cause\nof incapacity work, related or natural causes.\n\n(b)If the cause of incapacity to work is due to employment related and is a\ncurable disease\u002F cause the employee will be paid compensation of two month’s\nsalary for every year of service he worked for the employer. The employee will\nhave to be legally terminated due to incapacity due to incurable ill -\nhealth.\n\n(c)If the incapacity is due to cause not related to work and he is certified\nincapable to work he will retired on terms and condition stated in the\nEmployment and Labour relations Act. No. 6 of 2004.\n\n(d)The Payment of this compensation for job - related causes will be in\naddition to statutory compensation paid under the Tanzania Laws of the worker\nmen’s compensation currently in force.",{"bindId":89,"name":90,"text":91},"COMMUTE_trigger","(ii)Transport allowance (2, 500 x 5 x 4 ","(ii)Transport allowance (2, 500 x 5 x 4 weeks). Tshs 50,000\u002F =\n\nPer month.",{"bindId":93,"name":94,"text":95},"SUNDAY_trigger","(ii)Public Holidays and Sundays worked h","(ii)Public Holidays and Sundays worked hours ,x 4 hourly rate",{"bindId":97,"name":98,"text":99},"ANNLEAVE_trigger","(e).Leave allowance of Tshs. 150,000.\u002F= ","(e).Leave allowance of Tshs. 150,000.\u002F= to be paid to an employee proceeding\non leave per year.",{"bindId":101,"name":102,"text":103},"contracttrial","d) PLOBATION (i)All Employees employed u","d) PLOBATION\n\n(i)All Employees employed under Monthly Contract will under go three\nprobation period during which the employment may be terminated without notice\nby either employer or the employee.\n\nBefore or during probation period the employer at his own cost shall make a\nmedical check up of employee. So as to prove employees state of health and the\nresult will be considered as a confidential document which will not be released\nto a third party without the consent of the employee.",{"bindId":105,"name":54,"text":106},"sicknesspay","(d)Sick leave - Employee will be granted six months sick leave paid Full\nsalary. Employee may be terminated on medical grounds after doctor’s\nconfirmation after that period.",{"bindId":108,"name":70,"text":71},"paidmaternityleaveall",{"bindId":110,"name":70,"text":71},"paidpaternityleave",{"bindId":112,"name":46,"text":47},"SICDIS_trigger",{"bindId":114,"name":115,"text":116},"PAYSCALES_period","13.0. SALARY (a)Salary do not include al","13.0. SALARY\n\n(a)Salary do not include allowances\n\n(i)Minimum salary shall be 350,000\u002F= per month\n\n(ii)Salary scale\u002Fstructure shall be discussed after every one year.\n\n(iii)Salary scale\u002F structure shall be discussed with employer and the Union\nin the bargaining meeting.",{"bindId":118,"name":119,"text":120},"NOCTPREM_trigger","(iii)Night Allowances to be paid three h","(iii)Night Allowances to be paid three hourly rate.",{"bindId":122,"name":74,"text":75},"LOWWAGE_trigger",{"bindId":124,"name":115,"text":116},"PAYSCALES_trigger",{"bindId":126,"name":70,"text":71},"paidpaternityleaveduration",{"bindId":128,"name":129,"text":130},"SENIOR_trigger","(d) Long Service Award. (i)The employer ","(d) Long Service Award.\n\n(i)The employer and the Union Field branch shall select best workers every\nyear during May day Celebrations. Types of award will be arranged by the\nmeeting concerned.\n\n(ii)The Union shall provide a certificate to the best workers and employer\nshall provides prizes and transport of employees to the celebration\n.grounds.\n\n(iii)If we should be directed to select one National best worker who is\ngoing to be awarded his\u002Fher certificate by Hon. President, the employer shall\nprovide to him\u002Fher not less than Tshs. 1,000,000\u002F= as award.",{"bindId":132,"name":133,"text":134},"trainingprogrammes","(c)Training (i).The employer will provid","(c)Training\n\n(i).The employer will provide workers education indoor and colleges to\nenable workers acquire new knowledge and skills to perform better to increase\nproduction at work place. The employer shall support members\u002Fleaders\n\nof TAMICO in all the training activities indoor and outdoor.",{"bindId":136,"name":70,"text":71},"paidmaternityleave",{"bindId":138,"name":139,"text":139},"WAGES_trigger","13.0. SALARY",{"bindId":141,"name":142,"text":143},"contractseverancepay","(a)Redundancy measures shall be taken on","(a)Redundancy measures shall be taken only when it is inevitable and The\nEmployer shall inform TAMICO Branch Committee and TAMICO Regional Office of his\nintention to restructure six month before redundancy.\n\n(b)When selecting the list of those to be laid off those with special work\nproblems should be the first to go special problems means those with chronic\ndisciplinary matters, sick - records; after this list is exhausted the first\nemployed should be the last out.\n\n(c)Other redundancy benefits shall be discussed with TAMICO before\nredundancy implementation.\n\n(d)Union leaders should be the last to be given redundancy.\n\n(d)Employee to be awarded 50 pcs of corrugated iron sheets of 28 gauges.\n\n(e)Employee to be awarded 50 bags of cement weighing 50 kgs each.\n\n(f)These payments be in addition to his all other statutory entitlements\nunder the labour laws of the country.",{"bindId":145,"name":146,"text":147},"PAIDLEAV_trigger","(a)Employee are entitled to 30 days annu","(a)Employee are entitled to 30 days annual leave which will be taken\n\naccording to leave circle.\n\n(b)The employer shall provide fare to employee and family up to place of\ndomicile.",{"bindId":149,"name":150,"text":150},"CONSIGN_trigger","(iv) Standby allowance 20,000\u002F= per day","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Midwest Minerals Processor Ltd - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-07-18\u003C\u002Fdiv>\n            \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                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2010-07-18\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Extraction, mining, quarrying\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other mining and quarrying\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                        Midwest Minerals Processor 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                        Muungano wa Wafanyakazi wa Uchimbaji Madini na Ujenzi 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: → 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): → 100 %\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TZS 350000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \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  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Payment for standby work: → TZS 20000.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TZS 150000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 300 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → TZS 30000.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → 300 %\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 50000.0 per month\n                \u003C\u002Fdiv>\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 1000000.0 per month\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 20000.0 per meal\n            \u003C\u002Fdiv>\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",[156],{"title":37,"slug":33},[158],{"type":159,"data":160},"call_to_action_body_block",{"title":161,"description":162,"variant":163,"link":164},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":161,"url":165,"description":161,"rel":166,"type":167},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[169],{"type":159,"data":170},{"title":161,"description":162,"variant":163,"link":171},{"title":161,"url":165,"description":161,"rel":166,"type":167},[]]