[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-tourism-public-relations-services-ltd-tprs-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":167,"content_type_view":168,"extra_breadcrumbs":169,"body":171,"body_blocks":182,"related_pages":186},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":165,"translations":166},{"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-tourism-public-relations-services-ltd-tprs-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014","f5d8a982-dae3-11e5-b0ea-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-between-tourism-public-relations-services-ltd-tprs-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014\u002Fcollective-bargaining-agreement-between-tourism-public-relations-services-ltd-tprs-and-conservation-hotels-domestic-social-services-and-consultancy-workers-union-chodawu---2014\u002F","Collective Bargaining Agreement between Tourism & Public Relations Services Ltd (TPRS) and Conservation, Hotels, Domestic, Social Services And Consultancy Workers Union (CHODAWU) - 2014","Collective Bargaining Agreement between Tourism & Public Relations Services Ltd (TPRS) and Conservation, Hotels, Domestic, Social Services And Consultancy Workers Union (CHODAWU) - 2014 - 2014","Tanzania - Collective Bargaining Agreement between Tourism & Public Relations Services Ltd (TPRS) and Conservation, Hotels, Domestic, Social Services And Consultancy Workers Union (CHODAWU) - 2014 - 2014","Collective Bargaining Agreement between Tourism & Public Relations Services Ltd (TPRS) and Conservation, Hotels, Domestic, Social Services And Consultancy Workers Union (CHODAWU) - 2014 - 2014 - Hospitality, catering, tourism",{"name":41,"data":42},"CHODAWU vs TPRS.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN TOURISM & PUBLIC RELATIONS\nSERVICES LTD (TPRS) AND CONSERVATION, HOTELS, DOMESTIC, SOCIAL SERVICES AND\nCONSULTANCY WORKERS UNION (CHODAWU) - 2014\u003C\u002Fh1>\n\n\u003Ch2>Article 1: Introduction\u003C\u002Fh2>\n\n\u003Cp>This agreement is made between the Conservation, Hotels, Domestic, Social\nServices and consultancy Workers Union (CHODAWU) (herein to be referred to as\nthe Union), representing all Employees in positions covered in this agreement\nand TOURISM & PUBLIC RELATIONS SERVICES LTD (TPRS) (herein to be referred\nto as Employer).\u003C\u002Fp>\n\n\u003Cp>We confirm by our signatures, which will appear at the end of this Agreement\nthat we have agreed on the following terms and conditions of employment and\nwages for all employees in positions covered in this agreement and TPRS (herein\nto be referred to as Employer)\u003C\u002Fp>\n\n\u003Ch2>Article 2: Recognition\u003C\u002Fh2>\n\n\u003Cp>a) The employer accepts to recognize CHODAWU as the exclusive bargaining\nagent of all employees in the bargaining unit, as long as it represents the\nmajority of employees within the bargaining unit.\u003C\u002Fp>\n\n\u003Cp>b) It is agreed by the parties that the bargaining unit comprise of all\nemployees of TPRS working at Serengeti base excluding the senior employees.\u003C\u002Fp>\n\n\u003Cp>c) CHODAWU on its side recognizes that TPRS as the owner of the entire\nbusiness with the responsibility of employing, directing and leading the\nworkers of TPRS and exclusively has the prerogative to manage the business as\nit deems fit and appropriate.\u003C\u002Fp>\n\n\u003Cp>d) Parties agree that TPRS conducts a tourism business of flying hot air\nballoons within the licensed areas and for that matter it is  recognized and\naccepted as a tourist company belonging in a tourism sector.\u003C\u002Fp>\n\n\u003Cp>That within this agreement both parties agree to abide with the following:\n-\u003C\u002Fp>\n\n\u003Cp>Improve the Company’s service and operations\u003C\u002Fp>\n\n\u003Cp>Improve the workers remuneration and welfare proportionately with the\nproductivity and economic efficiency.\u003C\u002Fp>\n\n\u003Cp>Improve the efficiency and increase labour productivity with a view to\nimproving profitability\u003C\u002Fp>\n\n\u003Cp>Foster peace and harmony between the employees and the employer Bargain at\nall times in good faith and in a manner that will promote business and the\nprinciple object of the Act.\u003C\u002Fp>\n\n\u003Cp>It is recognized that the union shall have the right to meet and consult\nwith its members at the work place and such right shall be exercised in the\nfollowing manner.\u003C\u002Fp>\n\n\u003Cp>• The union shall notify the management in writing 14 days before the date\nof the meeting stipulating the nature of the meeting, the expected\nparticipants, proposed dates and proposed venue for the meeting.\u003C\u002Fp>\n\n\u003Cp>• After receiving such notice the management shall respond promptly to the\nunion signifying its consent for the proposal or advising otherwise in respect\nof all or one aspect of the notice.\u003C\u002Fp>\n\n\u003Cp>• In case management deem that the meeting cannot take place as proposed\nfor whatever reasons then it shall communicate such concern to the union and\nparties may seek together alternative as to the agreeable date of the meeting\nfor the union.\u003C\u002Fp>\n\n\u003Ch2>Article 3: Interpretation\u003C\u002Fh2>\n\n\u003Cp>That in this Agreement unless the context otherwise requires the following\nwords and expression shall have the following meaning:-\u003C\u002Fp>\n\n\u003Cp>(a) Government: Shall mean the Government of the United Republic of Tanzania\nto which the Union is established.\u003C\u002Fp>\n\n\u003Cp>(b) Court: Shall mean the Labour Court of Tanzania as established by Labour\nInstitutions Act No. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>(c) Employer: Shall mean the Company Tourism & Public Relations Services\nLtd (TPRS)\u003C\u002Fp>\n\n\u003Cp>(d) Union: Shall mean Conservation, Hotels, Domestic, Social Services and\nConsultancy Workers Union (CHODAWU)\u003C\u002Fp>\n\n\u003Cp>(e) General Manager: Shall mean the general manger of TPRS\u003C\u002Fp>\n\n\u003Cp>(1) Managing Director: Shall mean the Managing Director of TPRS\u003C\u002Fp>\n\n\u003Cp>(g) Management: Shall mean any Officer of the company duly authorized by the\nManaging Director or delegated by him to act on his behalf.\u003C\u002Fp>\n\n\u003Cp>(h) General Secretary: Shall mean the General Secretary of the Conservation,\nHotels, Domestic, Social Services and Consultancy Workers Union (CHODAWU)\u003C\u002Fp>\n\n\u003Cp>(i) Union representative: Shall mean any Officer of the Union duly\nauthorized by the General Secretary or delegated by him to act on his\nbehalf.\u003C\u002Fp>\n\n\u003Cp>(j) Union Field branch: Shall mean the field branch at a workplace or as\ndefined by the Employment and Labour Relations Act No. 6 of 2004.\u003C\u002Fp>\n\n\u003Cp>(k) Employee: Shall mean any person under the contract of employment with\nthe employer.\u003C\u002Fp>\n\n\u003Cp>(1) Union Member: Means any employee of the company who has taken membership\nof or joined the Union.\u003C\u002Fp>\n\n\u003Cp>(m) Country: Means geographical area known as United Republic of Tanzania\n(Mainland) as defined by the prevailing constitution of the land.\u003C\u002Fp>\n\n\u003Cp>(n) Spouse: Shall mean employees Wife or Husband as understood in the Law of\nMarriage Act Cap 29 R.E.2002. Notwithstanding that a male employee has more\nthan one wife save that this position shall be applicable only for purposes of\ncompassionate leave.\u003C\u002Fp>\n\n\u003Cp>(o) Immediate Family: Shall have the meaning assigned to it under\ninterpretation of Laws and General Clauses Act Cap no. 1 of the law (as amended\nfrom time to time).\u003C\u002Fp>\n\n\u003Cp>(p) Written Laws: Has the meaning ascribed to it under interpretation of\nLaws and General Clauses Act, Cap 1 R.E. 2002.\u003C\u002Fp>\n\n\u003Cp>(q] Place of Recruitment: Has the meaning ascribed to it under section 43(1)\nof the employment and Labour Relations Act No.7 R.E 2002 as amended from time\nto time.\u003C\u002Fp>\n\n\u003Cp>(r) Basic Salary: Shall mean the payment with direct bearing to employment\ncompensation and shall not include the term Allowance.\u003C\u002Fp>\n\n\u003Ch2>Article 4: Solving industrial disputes\u003C\u002Fh2>\n\n\u003Cp>a) The employer and the union shall negotiate in good faith and use their\nbest endeavors to reach into mutually acceptable solutions to all disputes\nwhich may arise as between them, and they may consult each other when they\nanticipate that dispute may arise.\u003C\u002Fp>\n\n\u003Cp>b) No dispute between the parties may be regarded as such unless it has been\ndeclared by the party alleging dispute to the other party in writing, setting\nout the nature of the dispute and a proposed settlement.\u003C\u002Fp>\n\n\u003Cp>c) The party receiving a declaration of dispute in terms of clause 4(b)\nabove shall within 7 days from the date of receipt of the document containing a\ndeclaration of dispute, respond in writing, setting out its understanding of\nthe nature of the dispute and its proposed settlement\u003C\u002Fp>\n\n\u003Cp>d) Within 7 days after the response has been made pursuant to clause 4©\nabove, or on a mutually agreed date, parties shall meet in an attempt to\nresolve the dispute. Further meetings shall be convened by mutual agreements\nbetween the parties and they shall use their best endeavors to solve the\ndispute amicably.\u003C\u002Fp>\n\n\u003Cp>e) Both parties recognize their commitments to minimize the possibility of\nindustrial action and for that matter undertake that before invoking into\nindustrial action, a dispute shall be amicably settled by and between the\nparties, in case the solution is not reached parties shall refer the matter to\nthe Commission for Mediation and arbitration for mediation or for advisory\nopinion; or parties may opt to exhaust any other constructive method of\nresolving a dispute apart from invoking industrial action.\u003C\u002Fp>\n\n\u003Cp>f) Without prejudice to the foregoing provisions, either party may invoke\ndispute mechanisms in the Act after exhausting the preceding clause\n4(a)(b)(c)(d) and (e) above in the following scenarios;\u003C\u002Fp>\n\n\u003Cp>I. If negotiations are deadlocked and both parties have agreed that the\nindustrial action mechanism be resorted to;\u003C\u002Fp>\n\n\u003Cp>II. Since the dispute was declared the parties have met on at least 7\noccasions or sixty days have elapsed, and the agreement has not been reached\nyet;\u003C\u002Fp>\n\n\u003Ch2>Article 5: Matters of terms and Conditions of Employment.\u003C\u002Fh2>\n\n\u003Cp>1) Engagement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>a) The Company (Employer) shall carry out recruitment or employment from the\nLabour market, which will be done on merit regardless of race or place of\norigin or gender.\u003C\u002Fp>\n\n\u003Cp>b) On engagement the employee shall be given two copies of a letter of\nappointment of which one copy shall be retained by the employee. \u003C\u002Fp>\n\n\u003Cp>The employee shall sign the original of this letter, which shall clearly\nindicate the job title and salary offered.\u003C\u002Fp>\n\n\u003Cp>(The job description shall be provided to show responsibilities one is\nemployed for).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) Probation\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a) On employment all employees engaged by the Employer shall be on probation\nin the first instance, the probationary period shall not exceed six months\nduration.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) During this period either side may terminate employment by giving one\nmonth’s notice or one month’s pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>c) Where the performance of an employee under probation period is found\nunsatisfactory, the probation may be extended in writing, pointing out the\nshortcomings. Such extension shall not exceed further six months provided that\nthe probation period elapses and there is no written extension the employee\nshall be deemed to have been confirmed and Extension time barred.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 6: Employee Communication\u003C\u002Fh2>\n\n\u003Cp>a) Communication to employees in respect of terms and condition of service,\ndisciplinary matters and house rules shall be in written form and signed for by\nthe employees as an acknowledgement of receipt.\u003C\u002Fp>\n\n\u003Cp>b) The right to issue general communication through circulars is reserved to\nthe Employer or his appointee by way of notice and regulation, which should be\ndisplayed conspicuously on staff notice board and the contents thereof, shall\nbe taken to be sufficient.\u003C\u002Fp>\n\n\u003Cp>c) Refusal of an employee to accept a letter communicated to him\u002Fher shall\nconstitute an offence capable of dismissal.\u003C\u002Fp>\n\n\u003Cp>d) Where the employee has absconded or deserted, communication will be\nmade\u003C\u002Fp>\n\n\u003Cp>through telephones, postal address, e mail, and a copy of such message to\nthe Chairman of CHODAWU Branch Office for reference. If an employee does not\nreport back to work within five days of such communication, he\u002Fshe will be\nconsidered to have dismissed him \u002Fherself.\u003C\u002Fp>\n\n\u003Ch2>Article 7: Job Grades (See Appendix A)\u003C\u002Fh2>\n\n\u003Ch2>Article 8: Minimum Wage\u003C\u002Fh2>\n\n\u003Cp>a) The minimum wage according to this agreement is as stipulated in the\nminimum wage order or basic salary which was mutually agreed prior to the\nsigning of this agreement, unless the government declares a new minimum wage\nabove this.\u003C\u002Fp>\n\n\u003Cp>b) For purposes of negotiations of the wage increase, parties agree that\nthey will be meeting each year on the month of April to discuss and negotiate\nin good faith on wage increase.\u003C\u002Fp>\n\n\u003Cp>c) The union shall submit their proposals on wage increase to the employer\nnot later than the 15th of February of that particular year, whereupon\nnegotiations may commence from early March and get concluded by 1st day of\nApril of that particular year unless otherwise agreed by the parties.\u003C\u002Fp>\n\n\u003Cp>d) For all purposes, it is agreed that the major business of the employer is\nTourism through flying of hot air balloons.\u003C\u002Fp>\n\n\u003Ch2>Article 9: COMPANY BONUS SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a) The company operates a bonus scheme which provides staff with an\nadditional 350 TZS per full paying passenger flown each month.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformance\">\u003Cp>b) The company bonus scheme is a measure of good work performance that may\nbe revoked or removed at the discretion of management, after consultation with\nthe Union.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 10: Staff Meals\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>That the employer shall provide reasonable duty meals to the employee at the\nWork place. This\u003C\u002Fp>\n\n\u003Cp>benefit shall not be extended to any other person who is not an employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 11: Overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>It is agreed that the employer shall pay for any extra time that an employee\nmay be required to work above the normal working hours at the rate of one and a\nhalf time per hour of the time worked in excess of 45 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 12: Public Holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays1\">\u003Cp>Where an employee works extra hours in a public holiday\u002Frest day which is\nnot his\u002Fher rest day He\u002FShe shall be paid double.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 13: Termination of Employment.\u003C\u002Fh2>\n\n\u003Cp>a) After completion of probation period the employment shall be terminated\nby either party by giving written notice or pay in lieu of notice as per the\nlabour laws.\u003C\u002Fp>\n\n\u003Cp>b) The employer shall pay transport or provide transport to the employee who\nhas been terminated taking such employee back to the place of recruitment.\u003C\u002Fp>\n\n\u003Ch2>Article 14: Suspension\u003C\u002Fh2>\n\n\u003Cp>The employer reserves the right to suspend an employee’s service on full\nbasic pay for the following reasons:\u003C\u002Fp>\n\n\u003Cp>(a) Pending a decision by the Commission for Mediation and Arbitration (CMA)\nand Labour Court involving such employee with the employer.\u003C\u002Fp>\n\n\u003Cp>(b) Pending Criminal Proceedings\u003C\u002Fp>\n\n\u003Cp>(c) Pending an investigation of alleged misconduct\u003C\u002Fp>\n\n\u003Cp>(d) Suspension for gross misconduct which shall not exceed 14 days.\u003C\u002Fp>\n\n\u003Cp>(e) Provided that Bonus shall not payable while employee is suspended.\u003C\u002Fp>\n\n\u003Ch2>Article 15: Redundancy\u003C\u002Fh2>\n\n\u003Cp>a) That where the employer intends to carry out redundancy, the employer\nshall write to the CHODAWU Field Branch Office with a copy of such\nletter\u002Fnotice to CHODAWU district level and Regional level, setting out reasons\nfor the redundancy and number of employees to be affected by the exercise.\nNotice of such exercise shall not be less than one calendar months. Where there\nis no Union Field Branch the management shall consult the respective Regional\nCHODAWU Authority.\u003C\u002Fp>\n\n\u003Cp>b) That unnecessary redundancy is avoided as much as possible.\u003C\u002Fp>\n\n\u003Cp>c) Selection criteria of those employees who shall be affected by the\nredundancy shall be discussed between the parties during consultative\nmeetings.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>d) That if redundancy is to be carried out, severance pay will be as per the\nLaw.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) That in event of a vacancy arising with the employer subsequent to\nredundancy, those employees who qualify for such positions and were affected by\nthe redundancy shall be given priority in filling such vacancy however, regard\nwill be given to their former posts and their prior performance.\u003C\u002Fp>\n\n\u003Cp>f) Parties agree that in case of redundancy the employer and the union shall\ndiscuss on the terms of the retrenchment package in the event the retrenchment\nsituation arise.\u003C\u002Fp>\n\n\u003Ch2>Article 16: Annual Leave.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) All employees are entitled to 30 calendar days annual leave on completion\nof twelve (12) Month’s consecutive service. This annual leave is calculated\nat 2.5 days per month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>b) That the employer shall pay an annual leave allowance of Tshs. 120,000.00\nper year.\u003C\u002Fp>\n\n\u003Cp>c) The employer shall also pay an amount equivalent to bus fare go and\nreturn for those\u003C\u002Fp>\n\n\u003Cp>employees who will be taking their off days but this benefit will be\nprovided once in a year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 17: Maternity Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>a) That all female employees shall be entitled to ninety (90) days leave\nafter every three years and 100 days maternity leave to the birth of more than\none child.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>b) It is understood by the parties that due to the nature of working\nenvironment at the bargaining unit, female employees may not bring with them\ninfants and stay with them at the camp during the whole period of breast\nfeeding the infants. For that matter parties have agreed that a female employee\nwho will deliver may be accorded upon a written request, additional three\nmonths unpaid leave after the elapse of maternity leave, to enable her breast\nfeed her child without losing her employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>c) For those female employees who by the nature of their families are living\naround the camp (bargaining unit) with their families they will be entitled to\ntwo hours every working day for breast - feeding for three months after the\nmaternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>d) That a male employee shall be entitled to three days paternity leave to\none legal spouse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 18: Sick Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>It is agreed that employees shall be entitled to sick leave as recommended\nby the company’s approved Doctor in each 36 months Leave Cycle as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(a) When an employee takes sick leave “leave arising out of illness or\ninjury” of the first three months (60 days) he\u002Fshe will receive full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages\nfor up to three months (60 days).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) If the employee continues to become sick then the employer shall\nterminate the services of such an employee on medical grounds on opinion of the\nauthorized medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 19: Compassionate Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a) That if an employee requests compassionate leave to attend to the needs\nof an immediate family member who is seriously ill or has died he\u002Fshe shall be\ngranted 5 (five) days paid compassionate leave in a Leave Cycle (36 months).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 20: Medical Treatment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>b) That the employer shall provide free medical treatment to every Employee\nat a Dispensary or Hospital designated by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) That in case an employee is in an emergency situation hence attends a\nrecognized Hospital other than one designated by the Employer then all expenses\nshall be reimbursed but only on presenting valid receipts. Emergency case under\nthis provision shall be valid only if the said emergency has been communicated\nto and approved by the management in the following chain of command:\u003C\u002Fp>\n\n\u003Cp>I. All emergencies shall be communicated to and be approved by the\noperations manager.\u003C\u002Fp>\n\n\u003Cp>II. In case for any reason the operations manager is not in a position to\nreceive communication and approve the emergency case claimed or alleged, then\nthe employee concerned shall communicate to the general manager and seek such\napproval.\u003C\u002Fp>\n\n\u003Cp>III. In case for whatever reasons both the operations manager and the\ngeneral manger are unreachable or cannot grant the approval sought then the\nemployeeconcernedshall communicate the emergency to the Managing director of\nthe company for approval.\u003C\u002Fp>\n\n\u003Cp>d) In the event of an employee being referred by the authorized Medical\nPractitioner or Work place Clinical Officer he \u002F she will be entitled to the\npayments of two night allowances as follows\u003C\u002Fp>\n\n\u003Cp>At the rate of Tshs. 50,000.00, Transport fare at current public transport\ncharges or the company may provide accommodation on full board basis at a\ndesignated center.\u003C\u002Fp>\n\n\u003Cp>e) That if so advised by the doctor that the employee’s time for treatment\nhas been extended the maximum payment for night allowances shall not exceed\nfive days (5). All imprests must be accounted for with proper receipts on\nreturn. Any money unaccounted for or non-genuine claims shall be recovered from\nthe employee’s salary.\u003C\u002Fp>\n\n\u003Cp>f) That in case of purchase of medicines the employee shall produce a proper\nLegal receipt for the purchases of such medicine as prescribed by the Company\ndesigned or referral doctor.\u003C\u002Fp>\n\n\u003Cp>g) That the company’s medical scheme shall not cover the following\nitems:\u003C\u002Fp>\n\n\u003Cp>(a) Article Dentures\u003C\u002Fp>\n\n\u003Cp>(b) Luxury ornamental framed spectacles.\u003C\u002Fp>\n\n\u003Cp>(c) Venereal Disease\u003C\u002Fp>\n\n\u003Cp>(d) Maternity cases other than caesarian\u003C\u002Fp>\n\n\u003Cp>(e) Abortion\u003C\u002Fp>\n\n\u003Cp>(f) Alcoholism and injuries sustained while under the influence of drugs\u003C\u002Fp>\n\n\u003Cp>(g) Self inflicted injuries\u003C\u002Fp>\n\n\u003Cp>(h) Injuries sustained when participating in dangerous sports.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(i) The union promises to cause its members register with the NSSF medical\nscheme, provided that such registration or enrollment shall not relieve the\nemployer of its obligations under this agreement to provide medical benefit.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 21: Death of an Employee\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a) If death occurs of an employee, the Company shall provide a coffin,\nshroud, and transport for the body to the place of burial.\u003C\u002Fp>\n\n\u003Cp>b) Two employees shall accompany the body to the place of burial.Such staff\nshall be provided with night allowance with the following breakdown:-\u003C\u002Fp>\n\n\u003Cp>•Cities at the rate of Tshs. 70,000.00\u003C\u002Fp>\n\n\u003Cp>•Regional Headquarters at the rate of Tshs. 60,000.00\u003C\u002Fp>\n\n\u003Cp>•Districts Headquarters, at the rate of Tshs. 50,000.00\u003C\u002Fp>\n\n\u003Cp>c) The employer shall also provide an amount of money not exceeding Tshs\n500,000\u002F= to the bereaved family of the employee as condolescence for the death\nof an employee of TPRS.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 22: Uniforms\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) That the employer shall provide uniforms to all uniformed employees\naccording to the nature of their work.\u003C\u002Fp>\n\n\u003Cp>b) The employee undertakes to look after his \u002Fher uniform, in case of loss\nor carelessly damage the employee will meet the cost of replacement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 23: Certificate of Service\u003C\u002Fh2>\n\n\u003Cp>That where the employer terminates an employee’s service he\u002Fshe shall be\nissued with a certificate of service unless the employee has not completed\nhis\u002Fher probationary period, the certificate shall contain the following:\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(b) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment ceased\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Ch2>Article 24: Transport\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>That, the employer will provide transport to Work place staff where\naccommodation is not provided within the work place of accommodation\u002Fwork in\nsafety after day\u002Fnight work and in the morning for the start of work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 25: Uniform\u003C\u002Fh2>\n\n\u003Cp>That the employer shall provide accommodation for all the employees at the\nWork place\u002FCamp.\u003C\u002Fp>\n\n\u003Ch2>Article 26: Night Out\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>The company shall provide accommodation and meals or at the employer’s\nsole discretion a subsistence allowance at the rate similar to the one provided\nunder paragraph 21 in lieu of accommodation and meals, to staff who will be\nrequired to travel out of their work stations on official duties.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 27: Retirement.\u003C\u002Fh2>\n\n\u003Cp>a) That an employee, who has attained the age of 60 years, shall retire.\u003C\u002Fp>\n\n\u003Cp>Provided that in exceptional circumstances the employer on its exclusive\ndiscreation may, after evaluation and assessment of the employee’s health and\nability to perform the work, offer a retired employee to continue working with\nthe company at an agreed period of time, under similar or different terms of\nengagement.\u003C\u002Fp>\n\n\u003Cp>b) That, at the age of 55 years the employer may request the employee to\nretire or the employee may opt to retire.\u003C\u002Fp>\n\n\u003Cp>c) That a retiring employee as defined in clauses (a) and (b) above shall be\nentitled to be paid retirement gratuity as follows: -\u003C\u002Fp>\n\n\u003Cp>I. An employee with up to ten years’ service, ten (10) days salary for\nevery completed years of service.\u003C\u002Fp>\n\n\u003Cp>II. An employee with above ten years, twenty (20) days salary for every\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>Parties agree that the calculation of the number of years an employee worked\nfor the employer for purposes of this clause, and the modality of payments\nshall be effected in the following manner: -\u003C\u002Fp>\n\n\u003Cp>• Calculation of number of years an \u003C\u002Fp>\n\n\u003Cp>employee has worked with the employer shall commence from the first date the\nemployee started to work with the employer whether on daily or unspecified term\ncontract of employment.\u003C\u002Fp>\n\n\u003Cp>• The modality of payment of the\u003C\u002Fp>\n\n\u003Cp>amounts stipulated in sub clauses (c) (I) and (II) above shall be in two\ncategories as follows.\u003C\u002Fp>\n\n\u003Cp>• For those employees who were\u003C\u002Fp>\n\n\u003Cp>employed on daily contracts, their calculations shall use the old formula of\n30 days times the number of years the employee worked up to the date of signing\nthe unspecified period of time contracts of which the whole period worked from\nthe date of signing the unspecified period of time contracts of employment till\nthe date of retirement, the applicable formula shall be as specified in clauses\n(I) and (II) above,\u003C\u002Fp>\n\n\u003Cp>• For those employees who were\u003C\u002Fp>\n\n\u003Cp>employed and signed the unspecified period of time contracts as their first\ntime employment experience with the employer, their applicable formula shall be\nthe one provided for under clause C (I) and (II) herein above.\u003C\u002Fp>\n\n\u003Cp>III. An employee may be retired on medical grounds prior to attaining the\nage of 60 years. In this case a certificate from a medical practitioner must be\nproduce for such grounds to be valid.\u003C\u002Fp>\n\n\u003Cp>IV. A retiring employee shall be provided with transport for his belongings\nback to the place of recruitment.\u003C\u002Fp>\n\n\u003Ch2>Article 28: General Wage Increase.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>a) The management will every year assess Company’s performance and after\nappraising the staff, determine the company’s ability to review the staff\nsalaries.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 29: Staff Training\u002FSkill Development\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The company undertakes to train and develop its employees to equip and or\nimprove them in their day to day activities for efficiency, subject to the\navailability of funds for the company to do so.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 30: Job Appropriation and Succession\u003C\u002Fh2>\n\n\u003Cp>The policy will be in accordance with existing legislation.\u003C\u002Fp>\n\n\u003Ch2>Article 31: Staff Welfare\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Long service awards: as the company recognizes servicing of its employees\nfrom 5 years by presenting a suitably inscribed certificate and cash award as a\ntoken of the company’s appreciation and esteem for the service rendered by\nthe employee as follows:-\u003C\u002Fp>\n\n\u003Cp>5 Years: Tshs 150,000\u003C\u002Fp>\n\n\u003Cp>Tshs. 10 Years: Tshs 300,000\u003C\u002Fp>\n\n\u003Cp>Tshs. 15 Years: Tshs 500,000\u003C\u002Fp>\n\n\u003Cp>Tshs. 20 Years: Tshs 750,000\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>May Day Best workers Award:\u003C\u002Fp>\n\n\u003Cp>The employer shall recognize the May Day Celebrations and provide suitable\nawards to best workers as follows:-\u003C\u002Fp>\n\n\u003Cp>• First Tshs. 300,000.00\u003C\u002Fp>\n\n\u003Cp>• Second Tshs. 200,000.00\u003C\u002Fp>\n\n\u003Cp>• Third Tshs. 150,000.00\u003C\u002Fp>\n\n\u003Ch2>Article 32: \u003C\u002Fh2>\n\n\u003Cp>The TPRS CHODAWU branch Committee shall meet after every quarter of the year\nto discuss matters of the staff and the company. The second and fourth meeting\nwill be done jointly with TPRS.\u003C\u002Fp>\n\n\u003Ch2>Article 33: Validity period and amendment of Agreement\u003C\u002Fh2>\n\n\u003Cp>b) Both parties agree that this agreement will come into effect on 1st\nOctober 2014 and shall remain operational for a period of two (2) years (twenty\nfour months from the above date), and shall expire upon the elapse of 24 months\nfrom date of signing of same or in the event the union loses representation of\nmajority staff.\u003C\u002Fp>\n\n\u003Cp>c) Both parties agree that this agreement may be reviewed on request from\neither party and upon being agreed by the other party. The request shall detail\nthe reasons prompting review of this agreement.\u003C\u002Fp>\n\n\u003Cp>d) Should either party wish to amend any clause covered in this agreement\nother than where amendment is for purposes of conformity with any enacted\nEmployment Law, they shall give one month’s notice of the intention to amend\nthe whole or any part of this agreement.\u003C\u002Fp>\n\n\u003Cp>e) The amendment shall not become operational upon agreement ' by both\nparties with no retrospective effect. Provided that where no agreement is\nreached the clause or part of the agreement intended for amendment shall remain\noperational until both parties mutually reach an agreement.\u003C\u002Fp>\n\n\u003Cp>f) This agreement will be subject to review should any clause contravene the\nLabour Institutions Act No. 6 of 2004 and Employment and Labour Relations Act\nNo. 7 of 2004.\u003C\u002Fp>\n\n\u003Cp>IN WITNSESS THEREOF PARTIES HAVE EXECUTED THIS AGREEMENT IN THE PRESENCE OF\nTHEIR WITNESSES AS HEREUNDER BELOW APPEARING.\u003C\u002Fp>\n\n\u003Cp>TOURISM AND PUBLIC RELATIONS SERVICES LIMITED\u003C\u002Fp>\n\n\u003Cp>Regional Secretary\u003C\u002Fp>\n\n\u003Cp>3. Mr\u003C\u002Fp>\n\n\u003Cp>Chairman TOURISM & PUBLIC RELATIONS SERVICES LTD CHODAWU\u003C\u002Fp>\n\n\u003Cp>4. Mr\u003C\u002Fp>\n\n\u003Cp>Secretary TOURISM & PUBLIC RELATIONS SERVICES LIMITED CHODAWU\nCommittee\u003C\u002Fp>\n\n\u003Cp>Conservation, Hotels, Domestic, Social Services and Consultancy\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"extrapayfirmperformance":52,"WAGES_determined":56,"ONCERISE_trigger":60,"hourspweek_select":64,"childcare":68,"STRUCINCR_trigger":72,"nursingmothers":76,"funeralpay":80,"contracttrialperiod":84,"OVERTIME_trigger":88,"holidaysdays":90,"healthcareaccess":94,"healthinsurance":98,"COMMUTE_trigger":102,"ANNLEAVE_trigger":106,"maternity_nursing_breaks_length":110,"healthandsafetypolicy":112,"contracttrial":116,"sicknesspay":119,"SCHEDULE_trigger":123,"paidpaternityleave":127,"jobsecuritymothers":131,"NOCTPREM_trigger":135,"sicknessmaxdays":139,"bankholidays1":142,"SENIOR_trigger":144,"mealvouchers":148,"trainingprogrammes":152,"paidmaternityleave":156,"contractseverancepay":159,"PAIDLEAV_trigger":163},{"bindId":45,"name":46,"text":47},"disabilitypay","(a) When an employee takes sick leave “l","(a) When an employee takes sick leave “leave arising out of illness or\ninjury” of the first three months (60 days) he\u002Fshe will receive full pay.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","a) That all female employees shall be en","a) That all female employees shall be entitled to ninety (90) days leave\nafter every three years and 100 days maternity leave to the birth of more than\none child.",{"bindId":53,"name":54,"text":55},"extrapayfirmperformance","b) The company bonus scheme is a measure","b) The company bonus scheme is a measure of good work performance that may\nbe revoked or removed at the discretion of management, after consultation with\nthe Union.",{"bindId":57,"name":58,"text":59},"WAGES_determined","a) The Company (Employer) shall carry ou","a) The Company (Employer) shall carry out recruitment or employment from the\nLabour market, which will be done on merit regardless of race or place of\norigin or gender.\n\nb) On engagement the employee shall be given two copies of a letter of\nappointment of which one copy shall be retained by the employee. \n\nThe employee shall sign the original of this letter, which shall clearly\nindicate the job title and salary offered.\n\n(The job description shall be provided to show responsibilities one is\nemployed for).",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","a) The company operates a bonus scheme w","a) The company operates a bonus scheme which provides staff with an\nadditional 350 TZS per full paying passenger flown each month.\n\nb) The company bonus scheme is a measure of good work performance that may\nbe revoked or removed at the discretion of management, after consultation with\nthe Union.",{"bindId":65,"name":66,"text":67},"hourspweek_select","It is agreed that the employer shall pay","It is agreed that the employer shall pay for any extra time that an employee\nmay be required to work above the normal working hours at the rate of one and a\nhalf time per hour of the time worked in excess of 45 hours.",{"bindId":69,"name":70,"text":71},"childcare","a) That if an employee requests compassi","a) That if an employee requests compassionate leave to attend to the needs\nof an immediate family member who is seriously ill or has died he\u002Fshe shall be\ngranted 5 (five) days paid compassionate leave in a Leave Cycle (36 months).",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","a) The management will every year assess","a) The management will every year assess Company’s performance and after\nappraising the staff, determine the company’s ability to review the staff\nsalaries.",{"bindId":77,"name":78,"text":79},"nursingmothers","c) For those female employees who by the","c) For those female employees who by the nature of their families are living\naround the camp (bargaining unit) with their families they will be entitled to\ntwo hours every working day for breast - feeding for three months after the\nmaternity leave.",{"bindId":81,"name":82,"text":83},"funeralpay","a) If death occurs of an employee, the C","a) If death occurs of an employee, the Company shall provide a coffin,\nshroud, and transport for the body to the place of burial.\n\nb) Two employees shall accompany the body to the place of burial.Such staff\nshall be provided with night allowance with the following breakdown:-\n\n•Cities at the rate of Tshs. 70,000.00\n\n•Regional Headquarters at the rate of Tshs. 60,000.00\n\n•Districts Headquarters, at the rate of Tshs. 50,000.00\n\nc) The employer shall also provide an amount of money not exceeding Tshs\n500,000\u002F= to the bereaved family of the employee as condolescence for the death\nof an employee of TPRS.",{"bindId":85,"name":86,"text":87},"contracttrialperiod","a) On employment all employees engaged b","a) On employment all employees engaged by the Employer shall be on probation\nin the first instance, the probationary period shall not exceed six months\nduration.",{"bindId":89,"name":66,"text":67},"OVERTIME_trigger",{"bindId":91,"name":92,"text":93},"holidaysdays","a) All employees are entitled to 30 cale","a) All employees are entitled to 30 calendar days annual leave on completion\nof twelve (12) Month’s consecutive service. This annual leave is calculated\nat 2.5 days per month.",{"bindId":95,"name":96,"text":97},"healthcareaccess","b) That the employer shall provide free ","b) That the employer shall provide free medical treatment to every Employee\nat a Dispensary or Hospital designated by the employer.",{"bindId":99,"name":100,"text":101},"healthinsurance","(i) The union promises to cause its memb","(i) The union promises to cause its members register with the NSSF medical\nscheme, provided that such registration or enrollment shall not relieve the\nemployer of its obligations under this agreement to provide medical benefit.",{"bindId":103,"name":104,"text":105},"COMMUTE_trigger","That, the employer will provide transpor","That, the employer will provide transport to Work place staff where\naccommodation is not provided within the work place of accommodation\u002Fwork in\nsafety after day\u002Fnight work and in the morning for the start of work.",{"bindId":107,"name":108,"text":109},"ANNLEAVE_trigger","b) That the employer shall pay an annual","b) That the employer shall pay an annual leave allowance of Tshs. 120,000.00\nper year.\n\nc) The employer shall also pay an amount equivalent to bus fare go and\nreturn for those\n\nemployees who will be taking their off days but this benefit will be\nprovided once in a year.",{"bindId":111,"name":78,"text":79},"maternity_nursing_breaks_length",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","a) That the employer shall provide unifo","a) That the employer shall provide uniforms to all uniformed employees\naccording to the nature of their work.\n\nb) The employee undertakes to look after his \u002Fher uniform, in case of loss\nor carelessly damage the employee will meet the cost of replacement.",{"bindId":117,"name":86,"text":118},"contracttrial","a) On employment all employees engaged by the Employer shall be on probation\nin the first instance, the probationary period shall not exceed six months\nduration.\n\nb) During this period either side may terminate employment by giving one\nmonth’s notice or one month’s pay in lieu of notice.\n\nc) Where the performance of an employee under probation period is found\nunsatisfactory, the probation may be extended in writing, pointing out the\nshortcomings. Such extension shall not exceed further six months provided that\nthe probation period elapses and there is no written extension the employee\nshall be deemed to have been confirmed and Extension time barred.",{"bindId":120,"name":121,"text":122},"sicknesspay","It is agreed that employees shall be ent","It is agreed that employees shall be entitled to sick leave as recommended\nby the company’s approved Doctor in each 36 months Leave Cycle as follows:\n\n(a) When an employee takes sick leave “leave arising out of illness or\ninjury” of the first three months (60 days) he\u002Fshe will receive full pay.\n\n(b) If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages\nfor up to three months (60 days).\n\n(c) If the employee continues to become sick then the employer shall\nterminate the services of such an employee on medical grounds on opinion of the\nauthorized medical practitioner.",{"bindId":124,"name":125,"text":126},"SCHEDULE_trigger","Where an employee works extra hours in a","Where an employee works extra hours in a public holiday\u002Frest day which is\nnot his\u002Fher rest day He\u002FShe shall be paid double.",{"bindId":128,"name":129,"text":130},"paidpaternityleave","d) That a male employee shall be entitle","d) That a male employee shall be entitled to three days paternity leave to\none legal spouse.",{"bindId":132,"name":133,"text":134},"jobsecuritymothers","b) It is understood by the parties that ","b) It is understood by the parties that due to the nature of working\nenvironment at the bargaining unit, female employees may not bring with them\ninfants and stay with them at the camp during the whole period of breast\nfeeding the infants. For that matter parties have agreed that a female employee\nwho will deliver may be accorded upon a written request, additional three\nmonths unpaid leave after the elapse of maternity leave, to enable her breast\nfeed her child without losing her employment.",{"bindId":136,"name":137,"text":138},"NOCTPREM_trigger","The company shall provide accommodation ","The company shall provide accommodation and meals or at the employer’s\nsole discretion a subsistence allowance at the rate similar to the one provided\nunder paragraph 21 in lieu of accommodation and meals, to staff who will be\nrequired to travel out of their work stations on official duties.",{"bindId":140,"name":46,"text":141},"sicknessmaxdays","(a) When an employee takes sick leave “leave arising out of illness or\ninjury” of the first three months (60 days) he\u002Fshe will receive full pay.\n\n(b) If he\u002Fshe continues to be sick he\u002Fshe will be entitled half the wages\nfor up to three months (60 days).",{"bindId":143,"name":125,"text":126},"bankholidays1",{"bindId":145,"name":146,"text":147},"SENIOR_trigger","Long service awards: as the company reco","Long service awards: as the company recognizes servicing of its employees\nfrom 5 years by presenting a suitably inscribed certificate and cash award as a\ntoken of the company’s appreciation and esteem for the service rendered by\nthe employee as follows:-\n\n5 Years: Tshs 150,000\n\nTshs. 10 Years: Tshs 300,000\n\nTshs. 15 Years: Tshs 500,000\n\nTshs. 20 Years: Tshs 750,000",{"bindId":149,"name":150,"text":151},"mealvouchers","That the employer shall provide reasonab","That the employer shall provide reasonable duty meals to the employee at the\nWork place. This\n\nbenefit shall not be extended to any other person who is not an employee.",{"bindId":153,"name":154,"text":155},"trainingprogrammes","The company undertakes to train and deve","The company undertakes to train and develop its employees to equip and or\nimprove them in their day to day activities for efficiency, subject to the\navailability of funds for the company to do so.",{"bindId":157,"name":50,"text":158},"paidmaternityleave","a) That all female employees shall be entitled to ninety (90) days leave\nafter every three years and 100 days maternity leave to the birth of more than\none child.\n\nb) It is understood by the parties that due to the nature of working\nenvironment at the bargaining unit, female employees may not bring with them\ninfants and stay with them at the camp during the whole period of breast\nfeeding the infants. For that matter parties have agreed that a female employee\nwho will deliver may be accorded upon a written request, additional three\nmonths unpaid leave after the elapse of maternity leave, to enable her breast\nfeed her child without losing her employment.\n\nc) For those female employees who by the nature of their families are living\naround the camp (bargaining unit) with their families they will be entitled to\ntwo hours every working day for breast - feeding for three months after the\nmaternity leave.",{"bindId":160,"name":161,"text":162},"contractseverancepay","d) That if redundancy is to be carried o","d) That if redundancy is to be carried out, severance pay will be as per the\nLaw.",{"bindId":164,"name":92,"text":93},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Bargaining Agreement between Tourism & Public Relations Services Ltd (TPRS) and Conservation, Hotels, Domestic, Social Services And Consultancy Workers Union (CHODAWU) - 2014 - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-09-30\u003C\u002Fdiv>\n            \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: → 2014-10-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Tour operator activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Conservation, Hotel, Domestic and Allied Workers’ Union (CHODAWU)\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 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 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Eid-el-Fitr, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Islamic New Year \u002F Hejira New Year (first day of Moharram), Pentecost Monday \u002F Whit Monday \u002F Monday of the Holy Spirit \u002F Deluge Monday - Kataklysmos (day after Pentecost \u002F seventh Monday after Easter)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TZS 4200.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TZS 120000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → TZS 150000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[170],{"title":37,"slug":33},[172],{"type":173,"data":174},"call_to_action_body_block",{"title":175,"description":176,"variant":177,"link":178},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":175,"url":179,"description":175,"rel":180,"type":181},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[183],{"type":173,"data":184},{"title":175,"description":176,"variant":177,"link":185},{"title":175,"url":179,"description":175,"rel":180,"type":181},[]]