[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-costruction-and-allied-workers-union-tamico-and-tanzaniteone-mining-ltd":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":216,"content_type_view":217,"extra_breadcrumbs":218,"body":220,"body_blocks":231,"related_pages":235},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":214,"translations":215},{"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-costruction-and-allied-workers-union-tamico-and-tanzaniteone-mining-ltd","b50879f0-f9ae-11e2-a983-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-costruction-and-allied-workers-union-tamico-and-tanzaniteone-mining-ltd\u002Fcollective-bargaining-agreement-between-tanzania-mines-energy-costruction-and-allied-workers-union-tamico-and-tanzaniteone-mining-ltd\u002F","Collective Bargaining Agreement Between Tanzania Mines, Energy ,Costruction And Allied Workers Union (Tamico) And Tanzaniteone Mining Ltd","TZA Tanzaniteone Mining Ltd -","Tanzania - TZA Tanzaniteone Mining Ltd -","TZA Tanzaniteone Mining Ltd - - Extraction, mining, quarrying",{"name":41,"data":42},"COLLECTIV BARGAINING AGREEMENT TANZANITONE.html","\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>New\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 ,COSTRUCTION\nAND ALLIED WORKERS UNION (TAMICO) AND TANZANITEONE MINING LTD\u003C\u002Fh1>\n\n\u003Cp>_______________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PREAMBLE.\u003C\u002Fh3>\n\n\u003Cp>We, Tanzania Mines,Energy,Construction And Allied Workers Union (TAMICO)\n,hereafter referred to as the Union and Tanzaniteone mining ltd the Employer do\nhereby confirm that, on our own will and mutual understanding between us, have\nreached an agreement on the following areas of service and employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>RECOGITION\u003C\u002Fh3>\n\n\u003Cp>a) Tanzania Mines,Energy,Construction And Allied Workers Union (TAMICO)\nrecognizes and respect Tanzaniteone mining Ltd as the Employer of all workers\nof Tanzaniteone and has a responsibility to improve safety and occupational\nhealth, sustainable productivity, harmony in workplace and better working\ncondition to all workers.\u003C\u002Fp>\n\n\u003Cp>b) Simirarly, the Employer, Tanzaniteone mining LTD, respect TAMICO as the\nsole workers trade Union representing their interests in any matter concerning\nTerms and Conditions of Employment on site and responsible for workers\ncompliance to terms and conditions of employment in respect of this Agreement\nand Labour Laws and law of the land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>APPLICATION\u003C\u002Fh3>\n\n\u003Cp>a) All rights and privileges contained in this agreement shall apply to all\nEmployee of Tanzaniteone mining Limited employed below the HOD,who falls within\nthe Bargaining Unit as per recognition agreement.\u003C\u002Fp>\n\n\u003Cp>b) Each individual member of TAMICO is responsible for the contents of this\nagreement entered on her\u002Fhis behalf by TAMICO Officials.\u003C\u002Fp>\n\n\u003Cp>c) This agreement shall not apply to Expert employees and members of\nManagement Staff responsible for making policy on behalf of employers ( HOD)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>FREEDOM OF ASSOCIATION\u003C\u002Fh3>\n\n\u003Cp>TANZANITEONE Management recognizes the right for every employee to join the\nTanzania Mines,Energy,Construction And Allied Workers Union (TAMICO) .The\nManagement also recognizes the Union right to run its own affairs in accordance\nwith its constitution and to work for improved condition of employment for its\nmembers. In so doing the Union shall comply with the terms of this agreement\nand other obligations imposed by Labour law.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>TAMICO MEMBERSHIP\u003C\u002Fh3>\n\n\u003Cp>TAMICO membership is voluntary and no any Employee Employed by TANZANITEONE\nshall be forced to join or participate in the Union activities. The prescibed\nform no. 6, dully filled by the employee shall be taken as valid declaration of\nan Employee to join the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PAID LEAVE FOR UNION LEADERS\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>AGENCY SHOP FEE FOR NON-UNION MEMBERS\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement identifies the legal responsibility of a\nrecognized trade Union to fairly represent all employees within the recognized\nbargaining unit[(under S.72(2) & (4) of ERLA, 2004 read together with Rule:\n57 & 58 Code of Good Practice]. Accordingly, the parties agree that all\nTANZANITEONE Employees who are within the Bargaining Unit but are not Union\nmembers shall pay an agency shop fee to the Union. The Employer shall be\nresponsible for deduction of agency shop fee every month and pay the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) An agency fee deducted from the the remuneration of a non-Union member\nshall be equivalent (in percentage) to Union dues deducted by TANZANITEONE from\nthe remuneration of a Union members to avoid conflict and maintain harmony.\u003C\u002Fp>\n\n\u003Cp>b) The amount so deducted from non-union members shall be remited to the\nUnion Branch Bank account in the manner stipulated Under section 72(3)(d) of\nELRA and Rule 58(2)(a) of Code of Good Practice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>WORKERS DAY (MAY DAY CLIMAX AND CElEBRATIONS)\u003C\u002Fh3>\n\n\u003Cp>Workers day shall be respected. The worker shall be represented during the\nclimax of such celebrations from every department. The Union and management\nshall meet to discuss the selection\u002Fnomination of best workers in all\ncategories under agreed criterias, the nomination process shall be fair and\ntransparent. The workers attending May Day preparations meetings and climax\nshall be deemed to be on company business trip.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company management shall be represented by a person(s) of their choice\nand such a person shall read the group in corraboration with Union leaders to\nmaintain security and discipline. Transport shall be offered by the company to\nthe district or Region and venues of the event.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The best workers shall be awarded by the company as per set out category and\nvalue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>WOMEN IN MINING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cp>The parties hereby acknowledge the needs to increase the parcentage of women\nin the workplace. An environment should be created that facilitates the\nemployment of women and which seeks to remove obstacles to their\nemployment.Measures shall be taken to ensure that the special needs of female\nempoyees are taken into account in reation to Pregnancy, breastfeeding and\nreproductive health, through minimizing exposure to hazards. The company shall\ndevelop a policy on above areas of women concerns including sexual harrasment\nand ensure the policy is implimented.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>GENERAL TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>A. Pre-Employment Medical Examination\u003C\u002Fp>\n\n\u003Cp>A. All employees will be required to undergo a pre-employment medical at the\nGovernment hospitals or at any other medical facility as instructed by and at\nthe cost of the Company. All employees need to be fit for work.\u003C\u002Fp>\n\n\u003Cp>B. the Company reserves the right to refuse employment to any employee who\nfails the pre-employment medical examination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-WAGES_determined\" class=\"cbaClause highlight\">\u003Cp>B. CONTRACT OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>i\u002F Every employee will be given a copy of their contract of employment and\nshall have enough time to read and understand its contents before signing such\ncontract.\u003C\u002Fp>\n\n\u003Cp>ii\u002F Every employee will sign his\u002Fher offer of contract of employment\nacknowledging that he\u002Fshe has read, understood and accepts the appointment in\naccordance with the terms and conditions detailed in the contract.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Point of Recruitment\u003C\u002Fp>\n\n\u003Cp>The Company will register the employee’s point of hire at the time of\ntheir engagement.The contract of employment shall state the place of\nrecruitment that shall be the place where the employee is coming from before\nemployed and not the village where the company\u002Ftanzanite one is found.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Place of Domicile\u003C\u002Fp>\n\n\u003Cp>All Employees will register with the Company their place of domicile upon\ncommencement of his \u002F her employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TRANSPORTATION TO AND FROM WORK PREMISES\u003C\u002Fp>\n\n\u003Cp>The Company shall provide employees with transport to and from work . And\nsuch transport shall be reliable and shall not abuse the employee’s time to\nhave sufficient rest.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nomination of Next of Kin (Beneficiary)\u003C\u002Fp>\n\n\u003Cp>All employees shall at the time of their engagement provide the name and\naddress of the nominee whom they wish to receive any outstanding salary\npayments or benefits due to the employee in the event of death or total\nincapacity.\u003C\u002Fp>\n\n\u003Cp>All employees will have the right to change the name of their Next of Kin\nand such changes must be provided to the Company on the appropriate forms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Registration of Dependants\u003C\u002Fp>\n\n\u003Cp>Dependants will be deemed to be one legal nominated spouse, five dependant\nchildren below 18 years of age. Dependent children shall mean children over\nwhom the Employee has legal guardianship and who are under 18 and rely on the\nemployee for financial support. Dependents between the ages of 18 to 26 in full\ntime accredited study are eligible for registration, subject to proof of full\ntime study.\u003C\u002Fp>\n\n\u003Cp>All employees will register their dependants upon commencement of\nemployment. Updating details as dependent details change is the responsibility\nof the employee.\u003C\u002Fp>\n\n\u003Cp>All employees shall provide the Company with proof of their registered\ndependants.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Probation Period\u003C\u002Fp>\n\n\u003Cp>The probation period will be the first three months of employment for newly\nrecruited employees and during that period the performance of the employee\nshall be monitored and reviewed. At the end of the probationary period and\nemployee shall be notified in writing whether or not he\u002Fshe will be confirmed\nto the appointment.\u003C\u002Fp>\n\n\u003Cp>Where there is doubt about the employee’s suitability and capability, the\nCompany reserves the right to extend the probationary period for a further\nperiod, which will be decided by the relevant departmental manager. This\ndecision will be communicated to the concerned employee in writing, but the\nsame shall not exceed six months. No employee shall serve more than under\nprobation period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Ch3>PERIODIC MEDICAL CHECK-UPS\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\n\n\u003Cp>For safety reasons and in the interests of the employees The Company shall\nrequire employees to undergo a periodic medical examination. Refusal to undergo\na medical examination may result in disciplinary action. This shall be done\nafter every two years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>POST EMPLOYMENT (EXIT) MEDICAL EXAMINATION\u003C\u002Fh3>\n\n\u003Cp>Employees shall undergo a post employment medical examination at the end of\ntheir employment. Should a medical condition be diagnosed during a post\nemployment medical examination, the employee will receive treatment in line\nwith the medical insurance and other benefits as per this agreement.\u003C\u002Fp>\n\n\u003Cp>The Company shall provide medical cover for work related injuries and\nillness subject to this agreement and occupation and safety Act.\u003C\u002Fp>\n\n\u003Cp>The Company shall pay for all the above medical examinations\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Relocation Expenses\u003C\u002Fp>\n\n\u003Cp>The Company shall bear the costs of repatriating all departing employees\nfrom site to their place of domicile. Only departing employees who have\nregistered their dependants (maximum 1 spouse and 5 Children) will be entitled\nto receive payment in lieu of transportation costs for the registered\ndependants who are travelling with them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company shall bear the cost for transporting the employee’s belongings\nnot exceeding 7 tons to his place of domicile.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purpose of transportation of the employee, his family and\nbelongings, the rate of pay shall be reviewed from time to time in\nconsideration of the current market prices.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>SOCIAL SECURITY FUNDS OPERATION AND BENEFITS\u003C\u002Fh3>\n\n\u003Cp>The parties agree to give reasonable and equal support to all pension\norganizations with members on site to operate smoothly and offer benefits to\ntheir members, the workers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>RATES OF PAY\u003C\u002Fh3>\n\n\u003Cp>The Company’s organizational structure determines the job levels and\nnumber of jobs required to operate the business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job level determination\u003C\u002Fp>\n\n\u003Cp>The job level for all jobs in the Company structure is determined by using\nthe Hay Method of job evaluation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SKILLEVEL_trigger\" class=\"cbaClause highlight\">\u003Cp>Determination of Rates of Pay\u003C\u002Fp>\n\n\u003Cp>Salary structures are determined from skills, experience in work and job\nlevel and are expressed in legal tender monthly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The Salaries expressed in legal tender per month includes: Basic Pay, and\nthe following where applicable; Transport allowances, risk allowances ,\novertime, Housing Allowances, Medical Allowances, Annual leave transport\nallowance standby allowance and Underground allowance. The Contract of\nEmployment will stipulate an employee’s base salary and all applicable\nallowances.\u003C\u002Fp>\n\n\u003Cp>The Company reviews its pay rates annually and any adjustments are dependent\non the Company’s business performance, employee’s work performance, labour\nmarket conditions and the economic situation, e.g. inflation rate in\nTanzania.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>BONUSES AND ALLOWANCES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The parties agree that there should be no unfair discrimination in the\npayment of bonuses and allowances and where it does exist, it should be\nidentified and eliminated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The employer shall pay all TANZANITE ONE Employees the following allowance\nin monthly basis.\u003C\u002Fp>\n\n\u003Cp>Housing Allowances, Medical Allowances, Annual leave transport allowance\nstandby allowance underground allowance risk allowances and transport\nallowances. The Contract of Employment will stipulate an employee’s base\nsalary and all applicable allowances. All allowances shall be reviewed from\ntime to time in terms of PERCENTAGES to catch up economical changes within the\nland and the mining sector market and shall further be an attracting fringe\nbenefit to keep employees from leaving TANZANITEONE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>INCENTIVES SCHEME GENERAL\u003C\u002Fh3>\n\n\u003Cp>The parties agree that the safety and production bonus shall be exercised to\npromote safe work altitude as well as increased productivity by recognizing the\nindividual and group performances in safety and production in relation to\ncost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PRODUCTION BONUS FOR ALL TANZANITEONE EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>The Company may pay a periodic bonus to employees subject to the achievement\nof set targets. Reasonable Targets will be established by Management and\ncommunicated to the Union on a regular basis. The bonus scheme will be reviewed\non a regular basis by Management and the Union in line with operational\nrequirements.\u003C\u002Fp>\n\n\u003Cp>These bonuses will not subject to taxation in line with Tanzanian tax\nlegislation as well as NSSF deductions.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>SAFETY BONUS\u003C\u002Fh3>\n\n\u003Cp>The parties agree that safety is a shared responsibility and that every\nindividual employee shall be responsible for his own safety, safety of fellow\nemployees and the equipment.\u003C\u002Fp>\n\n\u003Cp>Further, the parties agree that the company shall award safety achievements\nto all TANZANITEONE and contractors employee who were at work on a given period\nof three months.\u003C\u002Fp>\n\n\u003Ch3>ROSTERS\u003C\u002Fh3>\n\n\u003Cp>Employees will be required to work in accordance with the roster stipulated\nby the Company and labour law.\u003C\u002Fp>\n\n\u003Cp>If an employee works on a roistered day off they will be paid overtime at a\nrate of 3 times of their normal hourly rate per hour worked.\u003C\u002Fp>\n\n\u003Cp>When an employee returns from roistered time off his\u002Fher new working roster\ncycle will commence with effect from his\u002Fher first shift back. Roistered time\noff is exclusive from annual leave.\u003C\u002Fp>\n\n\u003Cp>The Company in consultation of the Union {TAMICO} alters or amend rosters\nbased on the needs of the business or to adhere to legal standards as defined\nby the relevant legislation(s). Details of rosters will be communicated to\nEmployees by Departmental Manager.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Ch3>HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cp>Hours\u003C\u002Fp>\n\n\u003Cp>Employees will be required to work on daily shift of 9 hours which are\nconsidered to be working hours. The exceeding hours shall be paid as overtime\nas described under the labour law.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>All employees will be required to clock in at 08.00hrs their designated\nclocking point when they start their shift and clock off at 16.00hrs the end of\ntheir shift. The working days shall start from Monday to Friday in a week\ncircle.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>STANDBY\u003C\u002Fh3>\n\n\u003Cp>Due to the nature of company activities any standby employee will be paid\nstandby allowances and two day off which shall start from Thursday. The reason\nbehind is that this employee start his or her duties Monday to Monday for 24\nhours and then continues up to Wednesday which is more than seven days as in\nthe law of the land.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Ch3>MEALS GENERAL\u003C\u002Fh3>\n\n\u003Cp>Employer will provide meal to all workers. The meal must be taken at an\nappropriate time to ensure the continuous operation is not disrupted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A midday \u002F mid-shift meal shall be provided by the company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>PAY ARRANGEMENTS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. MID-MONTH ADVANCES\u003C\u002Fp>\n\n\u003Cp>The Company shall provide, a mid-month advance on or around the 15th of the\nmonth, of up to 40 % of the employee’s monthly basic pay and that amount is\nthen deducted from his or her gross pay at the end of the month. The locally\navailable banking facilities shall be used to pay the mid month paid into the\nemployee’s bank accounts.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>ANNUAL SALARY INCRINMENT\u003C\u002Fh3>\n\n\u003Cp>Annual Salary adjustment shall be discussed between the Union and Management\nin accordance to recognition agreement\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Ch3>OVERTIME GENERAL\u003C\u002Fh3>\n\n\u003Cp>Public Holidays\u003C\u002Fp>\n\n\u003Cp>A. All employees will be advised by the Company of Public Holidays gazetted\neach calendar year.\u003C\u002Fp>\n\n\u003Cp>B. No employee shall be forced to work on public holidays but as per\noperational requirements certain employees will be required to work on Public\nHolidays and shall be paid at the rate of 3times of the basic wage for each\nhours worked on that day even if their rosters shows they are supposed to\nwork.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>PAYMENTS OF PER-DIEMS ON BUSINESS TRIP\u003C\u002Fh3>\n\n\u003Cp>The Company will pay, on application and subject to appropriate management\napproval, payments as per diem to employees who are away from the mine on\nCompany related business and\u002For medical referrals for work related injuries or\nillness. The rules pertaining to this are stipulated in the per diem policy.\nSuch Payments should be reviewed annually and shall be equal to all\nirrespective of positions.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>PAYMENT FOR ACTING IN A HIGHER POSITION\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to act for and carry out the majority or all\nduties and responsibilities of a supervisor level job for a consecutive period\nof more than 20 days, shall be paid an Acting in Higher Payment of 15% of the\nemployee’s rate of pay for the days that he\u002Fshe acts in the job. The\ndepartmental manager will approve payment of acting allowance. Where the\nposition of a senior officer of a given section within a department is not\nfilled immediately, the person carrying out his\u002Fher responsibility shall\nautomatically qualify for acting allowance without appointment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>DEATH AND FUNERAL\u003C\u002Fh3>\n\n\u003Cp>When employee pass away \u002Fdied the company\u002Femployer shall bear the following\ncost\u003C\u002Fp>\n\n\u003Cp>{a}Provide or pay for the coffin and its accessories.\u003C\u002Fp>\n\n\u003Cp>{b}Provide condolence of Tsh 1,000,000\u002F= to the employee family.\u003C\u002Fp>\n\n\u003Cp>{c}The employer shall transport the body to the place of domicile and\u003C\u002Fp>\n\n\u003Cp>{d}Four employee should represent the company at the funeral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>COMPASSIONATE PAYMENT\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to assistance in the event of the death of\ntheir spouse or dependent children or PARENTS. On presentation of official\ndocumentation to that effect, the Company will provide the Compassionate\nPayment of Tsh 800,000\u002F= to the employee.\u003C\u002Fp>\n\n\u003Cp>In order to attend funeral spouse,employer should grant a 10days leave to\nemployee which are not deducted from annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Ch3>TRAINING AND CAREER PROGRESSION\u003C\u002Fh3>\n\n\u003Cp>Employee Training and Development\u003C\u002Fp>\n\n\u003Cp>The Parties agreed that Training and Development Department is accountable\nfor determining both Company and employee training and development needs and\nfor establishing standards for training programs in order to support its\nbusiness needs and to developing world-class competencies in all employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Succession Plan\u003C\u002Fp>\n\n\u003Cp>The parties agree that the Succession and localization programmes is a legal\nnecessity to empower Tanzanians to hold top positions in the industry and that\nit is time to asses the success of the plan and address the challenges. Fringe\nbenefits an d better salary packages must be put in place to attract attention\nand participation of Nationals in holding top positions.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>LEAVE GENERAL\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>Annual Leave\u003C\u002Fp>\n\n\u003Cp>Employee will be afforded 36 paid calendar days leave as per annum An\nemployee’s annual leave will be scheduled by each Department .\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When proceeding on annual leave, Tanzanian employees shall be provided with\nan annual leave travel allowance of Tsh.1,000, 000\u002F=, paid at the end of month\nwith the payroll and such allowance shall be reviewed from time annually to\nsuit the current economic environment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>Sick Leave\u003C\u002Fp>\n\n\u003Cp>Paid sick leave shall be granted by the Company to any employee subject to\nhim\u002Fher providing proof [medical certificate] from government hospital or an\nappropriate medical practitioner acceptable to the employer.\u003C\u002Fp>\n\n\u003Cp>Sick leave benefits per leave cycle (36 months as per ELRA) are as shown\nbelow:\u003C\u002Fp>\n\n\u003Cp>A period of 90 days paid sick leave shall be granted to employees on full\npay and 36 days half pay per laeve circle.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Period of Absence \u003C\u002Ftd>\n      \u003Ctd>Paid Sick Leave \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>The First 90 days\n\n        \u003Cp>The second 36 days\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Full wage (monthly salary without O\u002FT)\n\n        \u003Cp>Half wage (monthly salary without O\u002FT)\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. In case of employee’s failure to return to his\u002Fher normal work due to\nillness the Management shall consult the Union for alternative job or\ntermination process.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compassionate Leave\u003C\u002Fp>\n\n\u003Cp>An Employee shall be entitled to 10 days paid compassionate leave per leave\ncycle (36 months as per this agreement) for sickness or death of an\nemployee’s child, spouse, parent, grandparent, grandchild or sibling.\nDocumented proof must be provided prior to the payment of the compassionate\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>Maternity Leave\u003C\u002Fp>\n\n\u003Cp>A female employee shall give notice of her intention to take paid maternity\nleave at least three (3) months before the expected date of birth. The employee\nmust be seen by a specialist doctor, approved by the TANZANITEONE Medical\nClinic, for official confirmation of the pending birth. Paid maternity leave\nshall be 100 days and 110 days per leave cycle 36 months, and if an employee\ngives birth to more than one child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Family Responsibility leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>A female employee may take 5 days paid family leave per annum for the first\ntwo years after the birth of her child. The purposes of this are to deal with\nthe sickness of the child and the employee should provide the employer with\nreasonable proof of an event for which leave was required.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>Paternity Leave\u003C\u002Fp>\n\n\u003Cp>A male employee shall be entitled to 7 days paid paternity leave per leave\ncycle (36 months as per this agreement) if the leave is taken within seven days\nof the birth of the child and upon submission of proof that the employee is the\nfather of the child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>LAY-OFF\u003C\u002Fh3>\n\n\u003Cp>Lay-off measures shall be taken when it is inevitable and the employer shall\nconsult and discussed with TAMICO the appropriate way to do so. During the\nevent of lay-off, the company shall continue to pay all workers their salaries\nand all other benefits as if they are on duty. The Union leaders shall be\ntransferred to the operating sections till such times their section comes to\nfull operations.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>MEDICAL CARE AND INSURANCE\u003C\u002Fh3>\n\n\u003Cp>Medical Insurance Cover for Employees and Registered Dependents\u003C\u002Fp>\n\n\u003Cp>All employees and their registered dependants (1 spouse and a maximum of 5\ndependent children) will be provided with a medical insurance benefit.\u003C\u002Fp>\n\n\u003Cp>Medical Referrals on injury or illness\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>Work Related Injuries\u003C\u002Fp>\n\n\u003Cp>All medical referrals must be initiated by the government ,registered\nMedical Clinic or other recognized and authorized medical facility. The travel\nfor medical treatment will be considered business travel. Therefore any\nreasonable out-of-pocket expenses incurred by the employee for accommodation,\nmeals and travel whilst on medication on work related injury or illness will be\ncovered by the company. The Company’s Medical Insurance Plan may change from\ntime to time. The Company policy on occupational injury and illness subject to\noccupational and heath safety act shall be adhered to.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Work related illness\u003C\u002Fp>\n\n\u003Cp>The company shall make a policy to cater for all occupational illnesses and\nthe manner employee shall taken care of medical while at work, alternative jobs\nif recommended .\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilityfund\" class=\"cbaClause highlight\">\u003Cp>Medical Incapacitation\u003C\u002Fp>\n\n\u003Cp>The company shall make reasonable endeavours to provide appropriate\nrehabilitation programmes direct towards restirring the physical, mental and\nsocial well being of its employee who have been medical incapacitated and who\nare unable to perform their normal work due to occupational diseases or\ninjuries sustained on duty.\u003C\u002Fp>\n\n\u003Cp>The company shall further endeavour to identify suitable alternative work\nfor it medical incapacitated employees and relevant information in this regard\nshould be disclosed to the employee and TAMICO. Also the Company shall find\nalternative employment\u003C\u002Fp>\n\n\u003Cp>If the cause of incapacity is due to the employment related and is incurable\ndisease\u002Fcause the employee will be paid compensation of 12 months salary for\nevery year of service he\u002Fshe worked for the company. This shall not apply to\nthose workers who lost parts of their body at work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Accident\u002Fillness and Workmen’s Compensation\u003C\u002Fp>\n\n\u003Cp>The Company will pay compensation to employees involved in injury\u002Fillness\naccordance with the incapacity occur due to injury. The compensation for\nemployee who lost parts of their bodies at work shall be as follow.\u003C\u002Fp>\n\n\u003Cp>1. Employer shall continue to pay his \u002Fher monthly salary for more than ten\nyears .\u003C\u002Fp>\n\n\u003Cp>2. Pay for all his\u002Fher medical bill\u003C\u002Fp>\n\n\u003Cp>3. Assist all employee dependants who are studying for their fee up to the\nend of their studies.\u003C\u002Fp>\n\n\u003Cp>4. To grant alternative light duty if he \u002Fshe can perfom.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh3>\n\n\u003Cp>Employee Obligations [Duties]\u003C\u002Fp>\n\n\u003Cp>Every employee is obliged to ensure their own safety and that of their\nfellow workers. Moreover, all employees must at all times observe or comply\nwith prescribed work and safety regulations in line with the Health and Safety\npolicies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetytraining\" class=\"cbaClause highlight\">\u003Cp>Employer Obligations [Duties]\u003C\u002Fp>\n\n\u003Cp>The employer has a duty to ensure the safe work place and all required\nsafety equipments as well as reliable periodical training to all employees to\ntheir own Language. And make assessment to ascertain competence of employee’s\nsafety knowledge from time to time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>TERMINATION AND RESIGNATION\u003C\u002Fh3>\n\n\u003Cp>The company policy and the Labour laws shall be adhered to in regards to\ntermination and resignation.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>A. Compulsory retirement age shall be 65 years with voluntary retirement\nfrom 55 years for all employees. The compulsory retirement age may be extended\nby mutual agreement.\u003C\u002Fp>\n\n\u003Cp>B. Retiring employees shall qualify for: -\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>S\u002FNO\u003C\u002Ftd>\n      \u003Ctd>NO. OF YEARS IN SERVICE\u003C\u002Ftd>\n      \u003Ctd>AWARDS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1 to 5\u003C\u002Ftd>\n      \u003Ctd>(i) Repatriation expenses, which will be paid by the Company.\n\n        \u003Cp>(ii) Pension or any other Social Security benefits applicable.\u003C\u002Fp>\n\n        \u003Cp>(iii) At least TWO month’s salary for five years of service\u003C\u002Fp>\n\n        \u003Cp>Iv) 50 bags of cement and 50pcs iron sheet\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>5 to 10\u003C\u002Ftd>\n      \u003Ctd>Repatriation expenses, which will be paid by the Company.\n\n        \u003Cp>(ii) Pension or any other Social Security benefits applicable.\u003C\u002Fp>\n\n        \u003Cp>(iii) At least FOUR month’s salary for ten years of service\u003C\u002Fp>\n\n        \u003Cp>Iv) 50 bags of cement and 50 pcs Iron sheet.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>10 to 15\u003C\u002Ftd>\n      \u003Ctd>Repatriation expenses, which will be paid by the Company.\n\n        \u003Cp>(ii) Pension or any other Social Security benefits applicable.\u003C\u002Fp>\n\n        \u003Cp>(iii) At least SIX month’s salary for 15 years of service\u003C\u002Fp>\n\n        \u003Cp>Iv) 100 bags of cement and 100 pcs Iron sheet\u003C\u002Fp>\n\n        \u003Cp>V)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>above 15 years\u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>WILL BE DISCUSSED between Tamico &management.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch3>RETRENCHMENT AND BENEFITS\u003C\u002Fh3>\n\n\u003Cp>a) Retrenchment shall be exercised, in the manner stipulated under section\n38 of ELRA and Rule 23 G.N. 42 of Employment and Labour Relations Act (Code of\nGood Practice], only when it is inevitable after discussion between the\nemployer and TAMICO Branch committee, TAMICO Regional and TAMICO Head Office on\nthe necessity to restructure. The rule of FILO shall be applied. Other factors\nsuch as: skills, altitude of an employee shall be considered.\u003C\u002Fp>\n\n\u003Cp>b) Retrenchment Packages apart from other terminal benefits and rights which\nprovided under the labour laws shall be classified as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>S\u002FNO\u003C\u002Ftd>\n      \u003Ctd>NO. OF YEARS IN SERVICE\u003C\u002Ftd>\n      \u003Ctd>AWARD\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 to 4\n\n        \u003Cp>1 to 8\u003C\u002Fp>\n\n        \u003Cp>1 to 12\u003C\u002Fp>\n\n        \u003Cp>above 12 years\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4 months salary for every year served\n\n        \u003Cp>6 months salary for every year served\u003C\u002Fp>\n\n        \u003Cp>8months salary for every year served\u003C\u002Fp>\n\n        \u003Cp>12 months salary for every year served\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>b) Union Leaders shall be the last to be retrenched { TAMICO branch\ncommittee.}\u003C\u002Fp>\n\n\u003Cp>c) Other retrenchment benefits shall be discussed with TAMICO before\nretrenchment implementation.\u003C\u002Fp>\n\n\u003Cp>d) Employer shall provide transport to retrenched employee with his\u002Fher\ndependant with their properties to their place of domicile.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ALLOWANCES RATES\u003C\u002Fh3>\n\n\u003Cp>All parties agreed that employee shall be paid the following allowances\naccording to the economical change, production level and change in Tanzanite\nmarket world wide.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Housing allowances 30% per month of the basic salary\u003C\u002Fp>\n\n\u003Cp>2. Medical allowances 30% per month of the basic salary\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>3. Annual leave allowances 1000,000\u002F=in a year\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-commutingallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>4. Transport allowances 40% per month of the basic salary\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-standbyallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-standbyallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-CONSIGN_trigger\" class=\"cbaClause highlight\">\u003Cp>5. Standby allowances 30% per month of the basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>6. Underground allowances 30% per month of the basic salary.\u003C\u002Fp>\n\n\u003Cp>7. Out of station allowances will be as follow\u003C\u002Fp>\n\n\u003Cp>Any employee who is required to travel on duty from his\u002Fher station shall be\npaid as follow:\u003C\u002Fp>\n\n\u003Cp>{a}Major cities Tsh 70,000\u002F= per night.\u003C\u002Fp>\n\n\u003Cp>{b}district head quarters Tsh 50,000\u002F= per night.\u003C\u002Fp>\n\n\u003Cp>{d}Villages Tsh 30,000\u002F= per night.\u003C\u002Fp>\n\n\u003Cp>{e}On transit allowances 20,000\u002F= per night.\u003C\u002Fp>\n\n\u003Cp>{f}African countries USD 400 per night.\u003C\u002Fp>\n\n\u003Cp>{g}Other countries USD 600 per night.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>DISPUTE SETTLEMENT MACHINERY\u003C\u002Fh3>\n\n\u003Cp>a) It is agreed that all DISPUTE SETTLEMENT shall be dealt as stipulated\nunder the Recognition agreement.\u003C\u002Fp>\n\n\u003Cp>b) Both parties agrees that shall play a role of maintaining harmonious\nIndustrial Relations so as to avoid unnecessary labour conflicts therefore\nparties must use peaceful and lawful means to resolve dispute and maintain\nexisting good relationship.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>RECOGNITION AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>The parties agreed that this agreement shall be read together with\nrecognition agreement.\u003C\u002Fp>\n\n\u003Cp>GENERAL\u003C\u002Fp>\n\n\u003Cp>1. No relaxation or indulgence which the employer or the union may grant to\nthe other party shall constitute by the former of any of its rights under this\nagreement.\u003C\u002Fp>\n\n\u003Cp>2. This agreement constitute the entire agreement between the parties and no\namendments shall be binding unless the amendment is reduced to writing and\nsigned by both parties.\u003C\u002Fp>\n\n\u003Cp>4. Either of the parties seeking to amend the agreement shall put forward\nits proposed amendments in writing, stating the nature, extent and reasons for\nthe proposed amendment.\u003C\u002Fp>\n\n\u003Cp>5. Negotations concerning the proposed amendments shall commence within one\nmonth after receipt of the proposal.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>BREACH AND TERMINATION\u003C\u002Fh3>\n\n\u003Cp>1. This agreement shall come into operation effective on the date of\nsigning.\u003C\u002Fp>\n\n\u003Cp>2. This agreement may be terminated as follow\u003C\u002Fp>\n\n\u003Cp>[a] After the expiry of three calendar months of either party giving the\nother Written notice of termination of the agreement.\u003C\u002Fp>\n\n\u003Cp>[b] If a party {the defaulting party} fails to fulfil any of its obligations\nin terms of this agreement and subsequently fails to remedy, the breach five\nDays of receiving written notice of the breach from the other party {the\naggrieved party}, the aggrieved party shall be entitled to refer a dispute to\nmediation by the commission. If mediation is unsuccessful, either party may\nrefer the dispute to the labour court\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>TANZANITE ONE SUCCESSION\u003C\u002Fh3>\n\n\u003Cp>If there is any company wish to succeed Tanzanite one the notice of three\nmonth shall be given to TAMICO. All the employees contract of employment,\nRecognition Agreement, the existing Collective Bargaining Agreement and any\nother rights conferred by Tanzanite one to employees shall be transferred and\nadhered by the successor company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>RECORGINATION AGREEMENT.\u003C\u002Fh3>\n\n\u003Cp>The parties agreed that this agreement shall be read together with\nrecognition agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CONCLUSION\u003C\u002Fh3>\n\n\u003Cp>We here by confirm\u002Fconclude this agreement by signing hereunder\u003C\u002Fp>\n\n\u003Cp>On behalf of Tanzanite one on behalf of TAMICO\u003C\u002Fp>\n\n\u003Cp>1.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\n1.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,.\u003C\u002Fp>\n\n\u003Cp>2.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\n2.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\u003C\u002Fp>\n\n\u003Cp>3.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\n3.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\u003C\u002Fp>\n\n\u003Cp>4.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\n4.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\u003C\u002Fp>\n\n\u003Cp>5.,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\n5…,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"childcareleave":60,"standbyallowanceperc1":64,"WAGES_determined":68,"sexualhar":72,"dayspweek":76,"sicknessmaxdays":80,"childcare":82,"pregnancy":84,"hourspday":86,"funeralpay":88,"GENEQ_trigger":92,"trainingfund":94,"contracttrialperiod":98,"SKILLEVEL_trigger":102,"maxsicknesspayperc":106,"pensionfund":108,"commutingallowancetype":112,"OVERTIME_trigger":116,"holidaysdays":120,"healthcareaccess":124,"healthinsurance":128,"COMMUTE_trigger":130,"healthandsafetytraining":132,"ANNLEAVE_trigger":136,"standbyallowancetype":140,"healthandsafetypolicy":142,"disabilityfund":146,"overtimeallowanceperc1":150,"breastfeeding_dangerouswork":152,"contracttrial":154,"schedulesrestpw":156,"dayspweek_select":158,"annleaveallowancetype":160,"paidmaternityleaveall":162,"SCHEDULE_trigger":164,"paidpaternityleave":166,"sicknesspay":170,"sicknessmaxdaysnr":172,"commutingallowanceperc1":174,"healthcareaccessrelatives":176,"annleaveallowanceamount1":178,"healthinsurancerelatives":180,"contractseverancepay1":182,"CONSIGN_trigger":186,"overtimeallowancetype":188,"overtimeallowancetypeperiod":190,"hivpolicy":192,"mealvouchers":196,"trainingprogrammes":200,"paidmaternityleave":202,"discrimination":204,"contractseverancepay":208,"PAIDLEAV_trigger":210,"paidpaternityleaveduration":212},{"bindId":45,"name":46,"text":47},"disabilitypay","Work Related Injuries All medical referr","Work Related Injuries\n\nAll medical referrals must be initiated by the government ,registered\nMedical Clinic or other recognized and authorized medical facility. The travel\nfor medical treatment will be considered business travel. Therefore any\nreasonable out-of-pocket expenses incurred by the employee for accommodation,\nmeals and travel whilst on medication on work related injury or illness will be\ncovered by the company. The Company’s Medical Insurance Plan may change from\ntime to time. The Company policy on occupational injury and illness subject to\noccupational and heath safety act shall be adhered to.\n\n\n\nWork related illness\n\nThe company shall make a policy to cater for all occupational illnesses and\nthe manner employee shall taken care of medical while at work, alternative jobs\nif recommended .",{"bindId":49,"name":50,"text":51},"hourspday_select","HOURS OF WORK Hours Employees will be re","HOURS OF WORK\n\nHours\n\nEmployees will be required to work on daily shift of 9 hours which are\nconsidered to be working hours. The exceeding hours shall be paid as overtime\nas described under the labour law.\n\nAll employees will be required to clock in at 08.00hrs their designated\nclocking point when they start their shift and clock off at 16.00hrs the end of\ntheir shift. The working days shall start from Monday to Friday in a week\ncircle.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","Maternity Leave A female employee shall ","Maternity Leave\n\nA female employee shall give notice of her intention to take paid maternity\nleave at least three (3) months before the expected date of birth. The employee\nmust be seen by a specialist doctor, approved by the TANZANITEONE Medical\nClinic, for official confirmation of the pending birth. Paid maternity leave\nshall be 100 days and 110 days per leave cycle 36 months, and if an employee\ngives birth to more than one child.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","Sick Leave Paid sick leave shall be gran","Sick Leave\n\nPaid sick leave shall be granted by the Company to any employee subject to\nhim\u002Fher providing proof [medical certificate] from government hospital or an\nappropriate medical practitioner acceptable to the employer.\n\nSick leave benefits per leave cycle (36 months as per ELRA) are as shown\nbelow:\n\nA period of 90 days paid sick leave shall be granted to employees on full\npay and 36 days half pay per laeve circle.\n\n\n  \n  \n  \n  \n    \n      Period of Absence \n      Paid Sick Leave \n    \n    \n      The First 90 days\n\n        The second 36 days\n      \n      Full wage (monthly salary without O\u002FT)\n\n        Half wage (monthly salary without O\u002FT)",{"bindId":61,"name":62,"text":63},"childcareleave","A female employee may take 5 days paid f","A female employee may take 5 days paid family leave per annum for the first\ntwo years after the birth of her child. The purposes of this are to deal with\nthe sickness of the child and the employee should provide the employer with\nreasonable proof of an event for which leave was required.",{"bindId":65,"name":66,"text":67},"standbyallowanceperc1","5. Standby allowances 30% per month of t","5. Standby allowances 30% per month of the basic salary.",{"bindId":69,"name":70,"text":71},"WAGES_determined","B. CONTRACT OF EMPLOYMENT i\u002F Every emplo","B. CONTRACT OF EMPLOYMENT\n\ni\u002F Every employee will be given a copy of their contract of employment and\nshall have enough time to read and understand its contents before signing such\ncontract.\n\nii\u002F Every employee will sign his\u002Fher offer of contract of employment\nacknowledging that he\u002Fshe has read, understood and accepts the appointment in\naccordance with the terms and conditions detailed in the contract.",{"bindId":73,"name":74,"text":75},"sexualhar","The parties hereby acknowledge the needs","The parties hereby acknowledge the needs to increase the parcentage of women\nin the workplace. An environment should be created that facilitates the\nemployment of women and which seeks to remove obstacles to their\nemployment.Measures shall be taken to ensure that the special needs of female\nempoyees are taken into account in reation to Pregnancy, breastfeeding and\nreproductive health, through minimizing exposure to hazards. The company shall\ndevelop a policy on above areas of women concerns including sexual harrasment\nand ensure the policy is implimented.",{"bindId":77,"name":78,"text":79},"dayspweek","All employees will be required to clock ","All employees will be required to clock in at 08.00hrs their designated\nclocking point when they start their shift and clock off at 16.00hrs the end of\ntheir shift. The working days shall start from Monday to Friday in a week\ncircle.",{"bindId":81,"name":58,"text":59},"sicknessmaxdays",{"bindId":83,"name":62,"text":63},"childcare",{"bindId":85,"name":74,"text":75},"pregnancy",{"bindId":87,"name":50,"text":51},"hourspday",{"bindId":89,"name":90,"text":91},"funeralpay","DEATH AND FUNERAL When employee pass awa","DEATH AND FUNERAL\n\nWhen employee pass away \u002Fdied the company\u002Femployer shall bear the following\ncost\n\n{a}Provide or pay for the coffin and its accessories.\n\n{b}Provide condolence of Tsh 1,000,000\u002F= to the employee family.\n\n{c}The employer shall transport the body to the place of domicile and\n\n{d}Four employee should represent the company at the funeral.",{"bindId":93,"name":74,"text":75},"GENEQ_trigger",{"bindId":95,"name":96,"text":97},"trainingfund","TRAINING AND CAREER PROGRESSION Employee","TRAINING AND CAREER PROGRESSION\n\nEmployee Training and Development\n\nThe Parties agreed that Training and Development Department is accountable\nfor determining both Company and employee training and development needs and\nfor establishing standards for training programs in order to support its\nbusiness needs and to developing world-class competencies in all employees.",{"bindId":99,"name":100,"text":101},"contracttrialperiod","Probation Period The probation period wi","Probation Period\n\nThe probation period will be the first three months of employment for newly\nrecruited employees and during that period the performance of the employee\nshall be monitored and reviewed. At the end of the probationary period and\nemployee shall be notified in writing whether or not he\u002Fshe will be confirmed\nto the appointment.\n\nWhere there is doubt about the employee’s suitability and capability, the\nCompany reserves the right to extend the probationary period for a further\nperiod, which will be decided by the relevant departmental manager. This\ndecision will be communicated to the concerned employee in writing, but the\nsame shall not exceed six months. No employee shall serve more than under\nprobation period.",{"bindId":103,"name":104,"text":105},"SKILLEVEL_trigger","Determination of Rates of Pay Salary str","Determination of Rates of Pay\n\nSalary structures are determined from skills, experience in work and job\nlevel and are expressed in legal tender monthly.",{"bindId":107,"name":58,"text":59},"maxsicknesspayperc",{"bindId":109,"name":110,"text":111},"pensionfund","SOCIAL SECURITY FUNDS OPERATION AND BENE","SOCIAL SECURITY FUNDS OPERATION AND BENEFITS\n\nThe parties agree to give reasonable and equal support to all pension\norganizations with members on site to operate smoothly and offer benefits to\ntheir members, the workers.",{"bindId":113,"name":114,"text":115},"commutingallowancetype","4. Transport allowances 40% per month of","4. Transport allowances 40% per month of the basic salary",{"bindId":117,"name":118,"text":119},"OVERTIME_trigger","OVERTIME GENERAL Public Holidays A. All ","OVERTIME GENERAL\n\nPublic Holidays\n\nA. All employees will be advised by the Company of Public Holidays gazetted\neach calendar year.\n\nB. No employee shall be forced to work on public holidays but as per\noperational requirements certain employees will be required to work on Public\nHolidays and shall be paid at the rate of 3times of the basic wage for each\nhours worked on that day even if their rosters shows they are supposed to\nwork.",{"bindId":121,"name":122,"text":123},"holidaysdays","Annual Leave Employee will be afforded 3","Annual Leave\n\nEmployee will be afforded 36 paid calendar days leave as per annum An\nemployee’s annual leave will be scheduled by each Department .",{"bindId":125,"name":126,"text":127},"healthcareaccess","MEDICAL CARE AND INSURANCE Medical Insur","MEDICAL CARE AND INSURANCE\n\nMedical Insurance Cover for Employees and Registered Dependents\n\nAll employees and their registered dependants (1 spouse and a maximum of 5\ndependent children) will be provided with a medical insurance benefit.\n\nMedical Referrals on injury or illness\n\nWork Related Injuries\n\nAll medical referrals must be initiated by the government ,registered\nMedical Clinic or other recognized and authorized medical facility. The travel\nfor medical treatment will be considered business travel. Therefore any\nreasonable out-of-pocket expenses incurred by the employee for accommodation,\nmeals and travel whilst on medication on work related injury or illness will be\ncovered by the company. The Company’s Medical Insurance Plan may change from\ntime to time. The Company policy on occupational injury and illness subject to\noccupational and heath safety act shall be adhered to.",{"bindId":129,"name":126,"text":127},"healthinsurance",{"bindId":131,"name":114,"text":115},"COMMUTE_trigger",{"bindId":133,"name":134,"text":135},"healthandsafetytraining","Employer Obligations [Duties] The employ","Employer Obligations [Duties]\n\nThe employer has a duty to ensure the safe work place and all required\nsafety equipments as well as reliable periodical training to all employees to\ntheir own Language. And make assessment to ascertain competence of employee’s\nsafety knowledge from time to time.",{"bindId":137,"name":138,"text":139},"ANNLEAVE_trigger","3. Annual leave allowances 1000,000\u002F=in ","3. Annual leave allowances 1000,000\u002F=in a year",{"bindId":141,"name":66,"text":67},"standbyallowancetype",{"bindId":143,"name":144,"text":145},"healthandsafetypolicy","OCCUPATIONAL HEALTH AND SAFETY Employee ","OCCUPATIONAL HEALTH AND SAFETY\n\nEmployee Obligations [Duties]\n\nEvery employee is obliged to ensure their own safety and that of their\nfellow workers. Moreover, all employees must at all times observe or comply\nwith prescribed work and safety regulations in line with the Health and Safety\npolicies.\n\n\n\nEmployer Obligations [Duties]\n\nThe employer has a duty to ensure the safe work place and all required\nsafety equipments as well as reliable periodical training to all employees to\ntheir own Language. And make assessment to ascertain competence of employee’s\nsafety knowledge from time to time.",{"bindId":147,"name":148,"text":149},"disabilityfund","Medical Incapacitation The company shall","Medical Incapacitation\n\nThe company shall make reasonable endeavours to provide appropriate\nrehabilitation programmes direct towards restirring the physical, mental and\nsocial well being of its employee who have been medical incapacitated and who\nare unable to perform their normal work due to occupational diseases or\ninjuries sustained on duty.\n\nThe company shall further endeavour to identify suitable alternative work\nfor it medical incapacitated employees and relevant information in this regard\nshould be disclosed to the employee and TAMICO. Also the Company shall find\nalternative employment\n\nIf the cause of incapacity is due to the employment related and is incurable\ndisease\u002Fcause the employee will be paid compensation of 12 months salary for\nevery year of service he\u002Fshe worked for the company. This shall not apply to\nthose workers who lost parts of their body at work.",{"bindId":151,"name":118,"text":119},"overtimeallowanceperc1",{"bindId":153,"name":74,"text":75},"breastfeeding_dangerouswork",{"bindId":155,"name":100,"text":101},"contracttrial",{"bindId":157,"name":78,"text":79},"schedulesrestpw",{"bindId":159,"name":78,"text":79},"dayspweek_select",{"bindId":161,"name":138,"text":139},"annleaveallowancetype",{"bindId":163,"name":54,"text":55},"paidmaternityleaveall",{"bindId":165,"name":78,"text":79},"SCHEDULE_trigger",{"bindId":167,"name":168,"text":169},"paidpaternityleave","Paternity Leave A male employee shall be","Paternity Leave\n\nA male employee shall be entitled to 7 days paid paternity leave per leave\ncycle (36 months as per this agreement) if the leave is taken within seven days\nof the birth of the child and upon submission of proof that the employee is the\nfather of the child.",{"bindId":171,"name":58,"text":59},"sicknesspay",{"bindId":173,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":175,"name":114,"text":115},"commutingallowanceperc1",{"bindId":177,"name":126,"text":127},"healthcareaccessrelatives",{"bindId":179,"name":138,"text":139},"annleaveallowanceamount1",{"bindId":181,"name":126,"text":127},"healthinsurancerelatives",{"bindId":183,"name":184,"text":185},"contractseverancepay1","RETRENCHMENT AND BENEFITS a) Retrenchmen","RETRENCHMENT AND BENEFITS\n\na) Retrenchment shall be exercised, in the manner stipulated under section\n38 of ELRA and Rule 23 G.N. 42 of Employment and Labour Relations Act (Code of\nGood Practice], only when it is inevitable after discussion between the\nemployer and TAMICO Branch committee, TAMICO Regional and TAMICO Head Office on\nthe necessity to restructure. The rule of FILO shall be applied. Other factors\nsuch as: skills, altitude of an employee shall be considered.\n\nb) Retrenchment Packages apart from other terminal benefits and rights which\nprovided under the labour laws shall be classified as follows:\n\n\n\n\n  \n  \n  \n  \n  \n    \n      S\u002FNO\n      NO. OF YEARS IN SERVICE\n      AWARD\n    \n    \n      1\n\n        2\n\n        3\n\n        4\n      \n      1 to 4\n\n        1 to 8\n\n        1 to 12\n\n        above 12 years\n      \n      4 months salary for every year served\n\n        6 months salary for every year served\n\n        8months salary for every year served\n\n        12 months salary for every year served\n      \n    \n  \n\n\nb) Union Leaders shall be the last to be retrenched { TAMICO branch\ncommittee.}\n\nc) Other retrenchment benefits shall be discussed with TAMICO before\nretrenchment implementation.\n\nd) Employer shall provide transport to retrenched employee with his\u002Fher\ndependant with their properties to their place of domicile.",{"bindId":187,"name":66,"text":67},"CONSIGN_trigger",{"bindId":189,"name":118,"text":119},"overtimeallowancetype",{"bindId":191,"name":118,"text":119},"overtimeallowancetypeperiod",{"bindId":193,"name":194,"text":195},"hivpolicy","PERIODIC MEDICAL CHECK-UPS For safety re","PERIODIC MEDICAL CHECK-UPS\n\nFor safety reasons and in the interests of the employees The Company shall\nrequire employees to undergo a periodic medical examination. Refusal to undergo\na medical examination may result in disciplinary action. This shall be done\nafter every two years.",{"bindId":197,"name":198,"text":199},"mealvouchers","MEALS GENERAL Employer will provide meal","MEALS GENERAL\n\nEmployer will provide meal to all workers. The meal must be taken at an\nappropriate time to ensure the continuous operation is not disrupted.",{"bindId":201,"name":96,"text":97},"trainingprogrammes",{"bindId":203,"name":54,"text":55},"paidmaternityleave",{"bindId":205,"name":206,"text":207},"discrimination","The parties agree that there should be n","The parties agree that there should be no unfair discrimination in the\npayment of bonuses and allowances and where it does exist, it should be\nidentified and eliminated.",{"bindId":209,"name":184,"text":185},"contractseverancepay",{"bindId":211,"name":122,"text":123},"PAIDLEAV_trigger",{"bindId":213,"name":168,"text":169},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Tanzaniteone Mining Ltd -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \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            \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                        Tanzaniteone Mining 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                        TAMICO\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 126 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: → \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13.0 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → \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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January), Good Friday\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: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 30 % of basic wage\n                \u003C\u002Fdiv>\n                \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 1000000.0\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            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-commutingallowanceperc1\">\n                    Allowance for commuting work: → 40 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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",[219],{"title":37,"slug":33},[221],{"type":222,"data":223},"call_to_action_body_block",{"title":224,"description":225,"variant":226,"link":227},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":224,"url":228,"description":224,"rel":229,"type":230},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[232],{"type":222,"data":233},{"title":224,"description":225,"variant":226,"link":234},{"title":224,"url":228,"description":224,"rel":229,"type":230},[]]