[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-cba-concluded-between-the-tea-association-of-tanzania-tat-and-the-tanzania-plantation-and-agricultural-workers-union-tpawu-":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":149,"content_type_view":150,"extra_breadcrumbs":151,"body":153,"body_blocks":164,"related_pages":168},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":147,"translations":148},{"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-cba-concluded-between-the-tea-association-of-tanzania-tat-and-the-tanzania-plantation-and-agricultural-workers-union-tpawu-","526e50b6-f90f-11e2-97ff-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-cba-concluded-between-the-tea-association-of-tanzania-tat-and-the-tanzania-plantation-and-agricultural-workers-union-tpawu-\u002Fcollective-bargaining-agreement-cba-concluded-between-the-tea-association-of-tanzania-tat-and-the-tanzania-plantation-and-agricultural-workers-union-tpawu-\u002F","Collective Bargaining Agreement Concluded Between the Tea Association of Tanzania (TAT) and the Tanzania Plantation and Agricultural Workers Union (TPAWU) - 2012","TZA The Tea Association of Tanzania (TAT) - 2012","Tanzania - TZA The Tea Association of Tanzania (TAT) - 2012","TZA The Tea Association of Tanzania (TAT) - 2012 - Agriculture, forestry, fishing, Manufacturing",{"name":41,"data":42},"CBA - Tea Association Tanzania.html","\n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>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 (CBA) Concluded Between The Tea Association\nof Tanzania (TAT) And The Tanzania Plantation and Agricultural Workers Union\n(TPAWU)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART A - RECOGNITION AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>1. Preamble.\u003C\u002Fp>\n\n\u003Cp>In matters of recognition and negotiating machinery; the parties to this\nAgreement, Tea Association of Tanzania (hereinafter called “TAT”) and the\nTanzania Plantation and Agricultural Workers Union (hereinafter called TPAWU),\nmeeting together in free and voluntary association to determine and thereafter,\nto regulate the relations between them in the interest of mutual understanding\nand co-operation, have agreed as follows:\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.0. DEFINITION\u002FINTERPRETATION:\u003C\u002Fh3>\n\n\u003Cp>1.1. “Employer\u002FCompany” shall mean a member of the Tea Association of\nTanzania.\u003C\u002Fp>\n\n\u003Cp>1.2. Union” shall mean Tanzania Plantation and Agricultural Workers\nUnion.\u003C\u002Fp>\n\n\u003Cp>1.3. “Estate” means the whole tea estate, business or sections\nthereof.\u003C\u002Fp>\n\n\u003Cp>1.4. “Grievance” shall mean any difference between estate and TPAWU or\nan estate and its workers arising out of contractual and statutory obligations\nbetween the parties affecting one or more workers.\u003C\u002Fp>\n\n\u003Cp>1.5. “Household Effects” means household personal possessions but do not\ninclude foodstuff, building materials, livestock and vehicles.\u003C\u002Fp>\n\n\u003Cp>1.6. “Standing Joint Council” means the Council established jointly by\nthe parties under the provision of section 3 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>1.7. “Union Dues” shall include the monthly subscription, fees of TPAWU\nand any other subscriptions or levy as may be prescribed by the union’s\nconstitution or prevailing law.\u003C\u002Fp>\n\n\u003Cp>1.8.“TPAWU Field Branch” means a TPAWU Field Branch established under\nsection 60(2) of the Employment and Labour Relations Act No. 6 of 2004.\u003C\u002Fp>\n\n\u003Cp>1.9. “Agency Shop” means a union security arrangement in terms of which\nemployees within the bargaining unit who are not members of the union but do\nbenefit to Collective Bargaining Agreements conducted between the union and the\nemployer be required to pay an agency fee to the union as service charge not\nwith standing their non membership status.\u003C\u002Fp>\n\n\u003Cp>1.10. ACT’ Means the Employment and Labour Relations Act No 6 of 2004 and\nall its amendments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. GENERAL PRINCIPLES\u003C\u002Fh3>\n\n\u003Cp>2.1 The employer and the union enter into this agreement to facilitate\nco¬operative labour relations and to give effect to the parties’ rights and\nobligations.\u003C\u002Fp>\n\n\u003Cp>2.2 The Employer and the union agree that fair labour relations are\nessential for the effective functioning of the Organization and for the benefit\nof the parties to this agreement and all employees.\u003C\u002Fp>\n\n\u003Cp>2.3 The parties agree that, whilst their interests may differ, they will use\ntheir best efforts through discussion, consultation and negotiation to resolve\nany differences or disputes which may occur. They agree to deal with each other\nin good faith in accordance with this agreement, in seeking mutually acceptable\nsolutions to differences or disputes which occur.\u003C\u002Fp>\n\n\u003Cp>2.4 The parties endorse the principle of freedom of association and\nrecognize the right of employees to belong to the union of their choice. No\naction shall be taken by either party to interfere with these rights.\u003C\u002Fp>\n\n\u003Cp>2.5 The employer recognises the right of the union to run its own affairs in\naccordance with its constitution, and to work for improved conditions of\nemployment for its members. In doing so, the union shall comply with the terms\nof this agreement and any other agreement between the parties obligations\nimposed by law.\u003C\u002Fp>\n\n\u003Cp>2.6 The union recognises the employer’s rights to manage its business. In\ndoing so, the employer will comply with the provisions of this agreement and\nany other agreement between the parties obligations imposed by law.\u003C\u002Fp>\n\n\u003Cp>2.7 The parties undertake not to discriminate on any ground or any other\narbitrary ground such as union membership.\u003C\u002Fp>\n\n\u003Cp>2.8 The parties recognise that it is their common objective to ensure the\nefficient running and growth of the organisation from which all parties shall\nbenefit.\u003C\u002Fp>\n\n\u003Cp>2.9 The employer’s management and the union leadership, including union\nrepresentatives, undertake to encourage their constituencies to act in the\nfollowing ways:-\u003C\u002Fp>\n\n\u003Cp>2.9.1 to treat one another with respect and courtesy.\u003C\u002Fp>\n\n\u003Cp>2.9.2 to act in ways which develop trust;\u003C\u002Fp>\n\n\u003Cp>2.9.3 to be participative and proactive in responding to challenges;\u003C\u002Fp>\n\n\u003Cp>2.9.4 to work as partners to develop outcomes which benefit all.\u003C\u002Fp>\n\n\u003Cp>2.10 The union acknowledges its responsibilities to ensure that union\nmembers and officials understand and comply with all agreements between the\nunion and the employer. The employer acknowledges its responsibilities to\nensure that management also understands and complies with all these\nagreements.\u003C\u002Fp>\n\n\u003Cp>2.11 For the purposes of this agreement -\u003C\u002Fp>\n\n\u003Cp>2.11.1 “days” means all days excluding Sundays and statutory public\u003C\u002Fp>\n\n\u003Cp>holidays.\u003C\u002Fp>\n\n\u003Cp>2.11.2 Unless specifically provided otherwise, words shall be interpreted in\nterms of the Act.\u003C\u002Fp>\n\n\u003Cp>3.1. Name and Establishment:\u003C\u002Fp>\n\n\u003Cp>A National Joint Council is hereby established for the tea industry which\nshall be called “The Standing Joint Council” and which will meet normally\nin Dar- es-Salaam or elsewhere as may be agreed from time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2 Functions:\u003C\u002Fp>\n\n\u003Cp>The functions of the Standing Joint Council are:\u003C\u002Fp>\n\n\u003Cp>3.2.1 To secure the maximum possible co-operation between management and\nemployees for the development of the tea industry and for the improvement of\nthe conditions and prosperity of all engaged in that industry.\u003C\u002Fp>\n\n\u003Cp>3.2.2 To promote a proper understanding between management and employees in\norder to ensure efficiency, productivity and contentment.\u003C\u002Fp>\n\n\u003Cp>3.2.3 To negotiate and determine terms of service and wages in the\nIndustry.\u003C\u002Fp>\n\n\u003Cp>3.2.4 To carry out other matters of mutual interest.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.3. Membership:\u003C\u002Fp>\n\n\u003Cp>The Standing Joint Council shall consist of one person from each company\nappointed by TAT (including the Chairman of TAT or his substitute), and 14\n(fourteen) members appointed by TPAWU from member companies (including the\nGeneral Secretary of TPAWU or his substitute), in this case Unilever will send\nthree and EUTCO and Luponde each will send two. TPAWU will observe gender by\nselecting three female representatives from among the companies which are TAT\nmembers provided that, at any meeting it shall be permissible to substitute any\none or more nominees by another member of TAT or TPAWU as may be required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.4 The Council may appoint such Committees, as it considers necessary from\namongst its members. The Council may delegate special powers to any committee\nthat it appoints. The reports of all committees shall be submitted to the\nCouncil for confirmation except where special powers have been delegated to a\nCommittee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.5. Co-opted Members:\u003C\u002Fp>\n\n\u003Cp>The Council by unanimous agreement shall have the power of appointing\nCommittees or allowing Committees to co-opt such persons of special knowledge\nnot being members of the Council as may serve the special purpose of the\nCouncil.\u003C\u002Fp>\n\n\u003Cp>Meetings of the Council:\u003C\u002Fp>\n\n\u003Cp>Meetings of the Council shall be held as necessary. They will be called as\nsoon as practicable after the receipt of a written request from TAT or\nTPAWU.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.7. Quorum:\u003C\u002Fp>\n\n\u003Cp>The quorum shall be two thirds of members of the total on each side of the\nCouncil.\u003C\u002Fp>\n\n\u003Cp>3.8. Rules of Procedure:\u003C\u002Fp>\n\n\u003Cp>3.8.1 The Secretary of TAT or his substitute and the General Secretary of\nTPAWU or his substitute shall be responsible for drawing up the agenda for each\nmeeting.\u003C\u002Fp>\n\n\u003Cp>3.8.2 No representative of management or employee shall suffer a reduction\nin pay for loss of time arising out of attendance at a meeting of the\nCouncil.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.9. Amendment of the Rules:\u003C\u002Fp>\n\n\u003Cp>The rules of the Council may be amended by mutual agreement at a meeting of\nthe Council.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.0 RECOGNITION AND REPRESENTATION\u003C\u002Fh3>\n\n\u003Cp>4.1 This agreement shall cover all employees except those in senior\nmanagement positions as defined by section 9(2) c of the Employment and Labour\nRelations ACT 2004 and as clarified further in section 9(6) b. of the ACT.\u003C\u002Fp>\n\n\u003Cp>4.2 The employer recognizes the union as the exclusive bargaining agent of\nemployees within the bargaining unit, provided that the union represents in\nexcess of 50 percentum of employees within the bargaining unit.\u003C\u002Fp>\n\n\u003Cp>4.3 The parties agree that the number of valid instructions to deduct union\ndues from employees” salaries which are being processed by the employer on\nthe union’s behalf at any time, shall be the sole measure of the union’s\nrepresentation for the purpose of this agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.0. TRADE UNION DUES\u003C\u002Fh3>\n\n\u003Cp>5.1 Trade Union dues shall be affected as prescribed in sect (s) 61 (1-3) of\nthe Act.\u003C\u002Fp>\n\n\u003Cp>5.2 The applicable rate of union dues shall be 2% of the member’s basic\nwage and should there be any alterations to the rate, a 30 days notice shall be\nissued to the employer as well as members for their consent.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.0 ACCESS\u003C\u002Fh3>\n\n\u003Cp>6.1 Union officials shall, subject to any conditions regarding time and\nplace that are reasonable and necessa^ to safeguard life or property or to\nprevent undue disruption of work, have access to the employer’s premises\nto\u003C\u002Fp>\n\n\u003Cp>6.1.1 recruit members;\u003C\u002Fp>\n\n\u003Cp>6.1.2 communicate with members;\u003C\u002Fp>\n\n\u003Cp>6.1.3 meet members in dealings with the employer;\u003C\u002Fp>\n\n\u003Cp>6.1.4 hold meetings of employers on the premises;\u003C\u002Fp>\n\n\u003Cp>6.1.5 arrange voting in any ballot under the union constitution.\u003C\u002Fp>\n\n\u003Cp>6.2 The Union shall obtain the consent of management in advance, to hold\ngeneral meetings with employees at the employer’s premises. Union\nofficials\u003C\u002Fp>\n\n\u003Cp>must notify management in advance of their intention to visit the\npremises.\u003C\u002Fp>\n\n\u003Cp>6.3 The employer agrees in principle to make reasonable facilities available\nto the union for the conduct of its business. The details of these arrangements\nshall be discussed between the parties, and any agreements shall be recorded in\nwriting. A notice board shall be provided at the employee’s entrance to the\nemployer’s premises, for the union’s use.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.0 RECOGNITION OF THE TRADE UNION REPRESENTATIVES\u003C\u002Fh3>\n\n\u003Cp>7.1 The employer acknowledges the right of union representatives elected in\nterms of the union’s constitution and in accordance with subclause 4 (2) of\nthis agreement, to represent the interests of union members by performing the\nfunctions provided under in Section 62(4) of the Act.\u003C\u002Fp>\n\n\u003Cp>7.2 All union representatives shall act in a manner that attempts to promote\nthe objectives of this agreement.\u003C\u002Fp>\n\n\u003Cp>7.3 A union representative shall obtain the consent of a manager, in advance\nwhere duties as a union representative will take the representative away from\nnormal work duties. This consent shall not be unreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>7.4 Subject to the provisions of this agreement, a union representative\nshall at all times comply with terms and conditions of employment, and shall be\nsubject to the same standards of discipline and performance that are applicable\nto other employees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.0 ELECTION\u003C\u002Fh3>\n\n\u003Cp>8.1 Union representatives shall be elected to represent union members at the\nEmployer’s premises in terms of the constituencies. The union constitution\nshall govern the nomination, election and term of office of the Union\nrepresentatives, provided that Union representatives elected shall be employed\nwithin the bargaining unit.\u003C\u002Fp>\n\n\u003Cp>8.2 Elections shall be held during working hours by a secret ballot on the\nEmployer’s premises. The arrangements for conducting the elections shall be\nagreed between the union and management prior to elections.\u003C\u002Fp>\n\n\u003Cp>8.3 Management may observe ballot proceedings but undertakes not to\ninterfere in the election of union representatives. Elections may be conducted\nby a union official or any other union office bearer as defined in its\nconstitution.\u003C\u002Fp>\n\n\u003Cp>8.4 The number of women trade union representatives shall be broadly in\naccordance with the level of women representation within the bargaining\nunit.\u003C\u002Fp>\n\n\u003Cp>8.5 Whenever a union representative vacates his position during a term of\noffice, a by-election shall be held within 30 days. The union representative\nelected to take that person’s place will hold office for the unexpired term\nof\u003C\u002Fp>\n\n\u003Cp>office.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.0 RIGHTS\u003C\u002Fh3>\n\n\u003Cp>9.1 Union representatives shall have the right to represent union members\nduring working hours in terms of this agreement, without loss of pay or fear of\nvictimisation. Union representatives shall be entitled to reasonable paid time\noff to perform the functions specified in Section 62(4) of the Act.\u003C\u002Fp>\n\n\u003Cp>9.2 Union representatives shall be entitled to hold a meeting with union\nmembers on the employer’s premises during working hours once in every quarter\nand that meeting shall not last longer than one hour. Union representatives\nshall be entitled to meet for one hour during working hours during the week\npreceding the meeting, to prepare.\u003C\u002Fp>\n\n\u003Cp>9.3 The employer shall provide union representatives with the use of an\noffice to perform their duties in terms of this agreement.\u003C\u002Fp>\n\n\u003Cp>9.4 A union representative shall not be subjected to a disciplinary\" hearing\nunless five days prior written notice has been given to the union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.0 LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>10.1Each union representative shall be entitled to take paid leave for union\nbusiness including training, conventions and conferences.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.0 JOINT LABOUR RELATIONS TRAINING\u003C\u002Fh3>\n\n\u003Cp>11.1 The employer and the union agree in principle to joint labour relations\ntraining for managers and union representatives, and shall meet to discuss such\ntraining. They shall attempt to agree on the content of joint labour relations\ncourses and the facilitators to be used.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12.0 DISCLOSURE OF INFORMATION\u003C\u002Fh3>\n\n\u003Cp>12.1 The employer shall disclose to the union all relevant information that\nwill allow the union to engage effectively in consultation and\u002For negotiation\nand to perform its functions in terms of this agreement.\u003C\u002Fp>\n\n\u003Cp>12.2 Any request for information by the union shall be made in writing.\u003C\u002Fp>\n\n\u003Cp>12.3 The employer is not required to disclose information that -\u003C\u002Fp>\n\n\u003Cp>12.3.1 is legally privileged;\u003C\u002Fp>\n\n\u003Cp>12.3.2 the employer cannot disclose without contravening a prohibition\nimposed on it by any law or order of Court;\u003C\u002Fp>\n\n\u003Cp>12.3.3 is confidential and, if disclosed, may cause substantial harm to an\nemployee or to the employer, and\u003C\u002Fp>\n\n\u003Cp>12.3.4 is private personal information relating to an employee, unless that\nemployee consents in writing to the disclosure of that information.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.0 NEGOTIATION AND CONSULTATION\u003C\u002Fh3>\n\n\u003Cp>13.1 There shall be regular meetings between union representatives and\nmanagement at least once per three months to enable the parties to communicate,\nconsult and negotiate on issues affecting employees as well as company\nmatters.\u003C\u002Fp>\n\n\u003Cp>13.2 Once every two years the parties agree to meet and negotiate terms and\nconditions of employment except that wages which shall be done on a yearly\nbasis\u003C\u002Fp>\n\n\u003Cp>13.3 The parties agree to commence wage negotiations at least two months\nbefore the normal annual wage review date.\u003C\u002Fp>\n\n\u003Cp>13.4 The parties shall, at least 30 days before the date of the first\nnegotiating meeting (unless agreed otherwise between them), provide written\nnotifrcation to each other of issues they wish to raise, thereby enabling them\nto adequately prepare for the negotiations.\u003C\u002Fp>\n\n\u003Cp>13.5 The parties shall use their best endeavours to reach a consensus during\nnegotiations as quickly and as effectively as possible. If a consensus is not\nreached within a maximum of two meetings or thirty days of not meeting owing to\nother party’s refusal to attend, the party not in default may proceed as per\nclause 14 below, provided that the parties may agree to continue to meet\nwithout declaring a dispute notwithstanding two or more meetings having being\nheld.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14.0 DISPUTE PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>14.1 The Employer and Union shall negotiate in good faith and use their best\nendeavours to reach mutually acceptable solutions to all disputes which arise\nbetween them, and they shall consult each other when they anticipate that\ndisputes may arise. They agree to use the procedure below in an attempt to\nsettle dispute which arise through negotiations in terms of this clause.\u003C\u002Fp>\n\n\u003Cp>14.2 Either party may declare a dispute in writing to the other party,\nsetting out the nature of the dispute and a proposed settlement.\u003C\u002Fp>\n\n\u003Cp>14.3 The party receiving a declaration of dispute in terms of subclause (2),\nshall within five days respond in writing, setting out its understanding of the\nnature of the dispute and its proposed settlement.\u003C\u002Fp>\n\n\u003Cp>14.4 Within ten days of the declaration of the dispute or on a mutually\nagreed date, a meeting shall be held between the parties in an attempt to\nresolve the dispute. Further meetings may be held by mutual agreements between\nthem and the parties shall use their best endeavours to resolve the dispute.\u003C\u002Fp>\n\n\u003Cp>14.5 The parties recognise their commitment in terms of clause 13 to\nminimise the possibility of industrial action and undertake to consider\nreferring\u003C\u002Fp>\n\n\u003Cp>unresolved disputes to mediation, arbitration (whether of a binding or\nadvisory\u003C\u002Fp>\n\n\u003Cp>nature), or any other constructive method for resolving a dispute.\u003C\u002Fp>\n\n\u003Cp>14.6 Notwithstanding anything else contained in this Agreement, either party\nmay use the dispute procedures of the Act:-\u003C\u002Fp>\n\n\u003Cp>14.6.1 if negotiations are deadlocked and both parties agree to use those\nprocedures; or\u003C\u002Fp>\n\n\u003Cp>14.6.2 since the dispute was declared, the parties have met on at least two\noccasions or 30 days have elapsed, and agreement still has not been reached;\nor\u003C\u002Fp>\n\n\u003Cp>14.6.3 if the other party is in breach of its obligations in terms of this\nAgreement or in law.\u003C\u002Fp>\n\n\u003Cp>14.7 The parties shall use their best endeavours to resolve dispute between\nthemselves without having to resort to the Act. Even if the dispute machinery\nin the Act has been invoked, the parties may continue to meet in an attempt to\nresolve the dispute.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.0 STRIKES AND LOCKOUTS\u003C\u002Fh3>\n\n\u003Cp>15.1 The employer and the union agree that they shall not cause, take part\nin or support any industrial action, without first exhausting the negotiation\nand dispute procedures in this agreement and thereafter having complied with\nthe requirements of the Act. For the purposes of this agreement, “industrial\naction” means a strike or lockout as defined in the Act.\u003C\u002Fp>\n\n\u003Cp>15.2 The union undertakes to take all reasonable steps to ensure that its\nofficials and members do not breach the provisions of this agreement, and the\nemployer similarly undertakes to take all reasonable steps to ensure that its\nmanagement does not breach the provisions of this agreement. Both parties agree\nto take all reasonable steps to remedy any breach that may occur.\u003C\u002Fp>\n\n\u003Cp>15.3 Either party shall be entitled to exercise its rights to deal with\nmisconduct or criminal conduct or serious breaches of this agreement during\nindustrial action.\u003C\u002Fp>\n\n\u003Cp>15.4 Where the union engages in a strike in accordance with Part VII of the\nAct, it shall.\u003C\u002Fp>\n\n\u003Cp>15.4.1 allow non-striking employees to continue working without unlawful\ninterference.\u003C\u002Fp>\n\n\u003Cp>15.4.2 allow the employer to continue with its ordinary business, including\naccess to and exit from the employer’s premises by staff, customers,\nsuppliers and any other third parties;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>15.4.3 not, either on or of the employer’s premises, intimidate threaten\nor harass any non-striking employees or any non-striking employees or any other\npersons;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>15.5 The union and\u002For its members shall, during industrial action, leave the\nemployer’s premises immediately if requested to do so by the employer. The\nunion and\u002For its members shall not unlawfully occupy the employer’s\npremises.\u003C\u002Fp>\n\n\u003Cp>15.6 The parties agree that it is vital that contact be maintained between\nthe employer and the union during any industrial action. For this purpose, the\nemployer and the union shall, within 24 hours of any notification of industrial\naction having been given advise each other of the name and telephone contact\ndetails of their duly authorised representative(s) who will be contactable at\nall times during any industrial action.\u003C\u002Fp>\n\n\u003Cp>15.7 Where union members participate in a strike in contravention of this\nagreement or The Employment and Labour Relations Act, 2004 then the following\nshall apply-\u003C\u002Fp>\n\n\u003Cp>15.7.1the employer shall as soon as possible advise the union, and shall\nafford the union an opportunity to remedy the breach;\u003C\u002Fp>\n\n\u003Cp>15.7.2 the employer may issue an ultimatum in clear and unambiguous terms,\nstating what is required of the employees concerned and what sanction will be\nimposed if they do not comply with the ultimatum. The employees should be\nallowed sufficient time to reflect on the ultimatum and respond to it.\u003C\u002Fp>\n\n\u003Cp>15.8 Where repeated or intermittent industrial action occurs, or if\ncircumstances are such that the employer cannot reasonably be expected to do\nso, the employer shall not be required to comply with the requirements set out\nin clause 15(7) above.\u003C\u002Fp>\n\n\u003Cp>15.9 Where either party causes, participates in or supports industrial\naction which is unlawful or in breach of this agreement, the other party shall\nhave the right to use any lawful means to protect its interest.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.0 BREACH AND TERMINATION\u003C\u002Fh3>\n\n\u003Cp>16.1 This agreement shall come into operation effective on the date of\nsigning\u003C\u002Fp>\n\n\u003Cp>16.2 This agreement may be terminated as follows;\u003C\u002Fp>\n\n\u003Cp>16.2.1 after the expiry of three calendar months of either party giving the\nother written notice of termination of the agreement; or\u003C\u002Fp>\n\n\u003Cp>16.2.2 if the employer gives written notice to the Union that its\nrepresentation may have fallen below 50 percentum of the bargaining unit, and\nthe union fails to substantiate its membership as being in excess of 50\npercentum within three calendar months, the employer shall be entitled to\nsummarily terminate this agreement by way of a written notice to the union.\u003C\u002Fp>\n\n\u003Cp>16.2.3 If a party (the defaulting party) fails to fulfil any of its\nobligations in terms of this agreement and subsequently fails to remedy the\nbreach within 30 days of receiving written notice of the breach from the other\nparty (the aggrieved party), the aggrieved party shall be entitled to refer a\ndispute to mediation by the Commission. If mediation is unsuccessful, either\nparty may refer the dispute to the Labour Court.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17.0 ADDRESSES AND NOTICES\u003C\u002Fh3>\n\n\u003Cp>17.1 For the purposes of this Agreement, the giving of notices and the\nserving of legal processes, including requests for meetings the parties choose\nthe physical localities at which documents may be served as indicated below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EMPLOYER: Tea Association of Tanzania P.O. Box 2177 DAR ES SALAAM\u003C\u002Fp>\n\n\u003Cp>UNION: Tanzania Plantation and Agricultural Workers Union\u003C\u002Fp>\n\n\u003Cp>TPAWU OFFICE P.O. Box 77420, DAR ES SALAAM..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.2 The parties may at any time change their stated address by notice in\nwriting, provided that it includes a physical address at which documents may be\nserved.\u003C\u002Fp>\n\n\u003Cp>17.3 Any document served in connection with this Agreement shall be\ndelivered by hand, sent by prepaid registered post, or sent by fax. If sent by\nregistered post, it shall be deemed to have been received on the 7th day after\nposting.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.0 GENERAL\u003C\u002Fh3>\n\n\u003Cp>18.1 No relaxation or indulgence which the employer or the union may grant\nto the other party shall constitute a waiver by the former of any of its rights\nunder this agreement.\u003C\u002Fp>\n\n\u003Cp>18.2 This agreement constitutes the entire agreement between the parties and\nno amendments shall be binding unless the amendment is reduced to writing and\nsigned by both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TAT \u002FTPAWU AGENCY SHOP AGREEMENT\u003C\u002Fp>\n\n\u003Cp>1. TPAWU and TAT has entered into this agreement to establish and implement\nan agency shop at companies\u002Festates associated to TAT in pursuit to section 72\n(2) of the Employment and Labour Relations Act No. 6 of 2004 and in accordance\nto the .guidance provided for under section 58 of the Rules (GN. No. 42 of\n2007).\u003C\u002Fp>\n\n\u003Cp>2. The parties undertakes to comply to the following requirements of the\nAct\u003C\u002Fp>\n\n\u003Cp>so as the agreement to be fair and binding:\u003C\u002Fp>\n\n\u003Cp>3. Any employee within the bargaining unit who is a non union member be\nobliged to pay to the union an agency shop fee equal to 2% of his\u002Fher basic\nsalary.\u003C\u002Fp>\n\n\u003Cp>4. Themodality of collecting agency shop fees from non union members shall\nbe through deductions by the employer from the employees’ wage as is the case\nwith union members and remit the same to the Union. The agency shop fee\ncollected from non-union members shall be administered by the Union’s General\nSecretary.\u003C\u002Fp>\n\n\u003Cp>WITNESSES:\u003C\u002Fp>\n\n\u003Cp>Name:SignatureDate\u003C\u002Fp>\n\n\u003Cp>1.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Tea Association (TAT)\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>PART - B TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.Introduction:\u003C\u002Fh3>\n\n\u003Cp>This section deals with only those terms and conditions which are not more\nspecifically covered by legislation or where the agreement provides better\nterms than the law.\u003C\u002Fp>\n\n\u003Cp>SECTION I - BASIC TERMS \u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Ch3>2.Minimum Wage:\u003C\u002Fh3>\n\n\u003Cp>The minimum wage for the workers in the tea industry shall be 112,008,\u002F= per\nmonth effective from 1st July 2012.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.Plucking:\u003C\u002Fh3>\n\n\u003Cp>3.1 The plucking rate during the flush and off-season should be set so that\nthe attainment of a task rate to be 75% of diligent pluckers who will be paid\n100% of task rate of the minimum daily rate within 8 hours. In the course of\nimplementing this the employer shall involve TPAWU branch.\u003C\u002Fp>\n\n\u003Cp>3.2 Employees who pluck by using mechanical harvesters will have separate\nplucking rate set by management by involving TPAWU branch.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.Half monthly payment of Wages\u003C\u002Fh3>\n\n\u003Cp>Mid month advances will be paid fortnightly. How ever, mid month is not\nstrictly every 15th day of the month so long as it is paid no longer than 18th\nday of the month and the employer is financially capable of doing so.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.Incentive Schemes:\u003C\u002Fh3>\n\n\u003Cp>5.1 Individual estates may set incentive schemes intended to promote higher\nproductivity depending on the amount of leaf available and tea market.\u003C\u002Fp>\n\n\u003Cp>Such incentives when set should be transparent to TPAWU Field branch\u003C\u002Fp>\n\n\u003Cp>5.2 Good and Exemplary Workers:\u003C\u002Fp>\n\n\u003Cp>There shall be a system of selecting a good and exemplary worker every year\nand he\u002Fshe shall be awarded a Certificate of Honour. The employer shall also\ngive a present to each deserving winner in cash or in kind, the value of which\nshall be as per the following rates.\u003C\u002Fp>\n\n\u003Cp>: At Estate \u002FFactory level250,000\u002F =\u003C\u002Fp>\n\n\u003Cp>: At District level250,000\u002F=\u003C\u002Fp>\n\n\u003Cp>: At regional level300,000\u002F=\u003C\u002Fp>\n\n\u003Cp>: At National level Management and TPAWU will determine.\u003C\u002Fp>\n\n\u003Cp>Where the financial position allows, the employer may arrange an ,\neducational tour of these exemplary workers to neighbourhood industries. And,\nwhere possible, a Board of Honour be established where names of exemplary\nworkers would be posted.\u003C\u002Fp>\n\n\u003Cp>5.3 Means of Transport.\u003C\u002Fp>\n\n\u003Cp>If the job requires transport, then the employer shall be obliged to provide\nsuch transport to and from work.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>6. Burial Expenses:\u003C\u002Fh3>\n\n\u003Cp>6.1 An employer shall contribute four months of an employee’s basic salary\ntowards burial expenses on the death of an employee on a contract of\nunspecified period.\u003C\u002Fp>\n\n\u003Cp>6.2 Should an employee on a contract of unspecified period die while at\nwork, the employer shall repatriate members of his family duly registered under\nthe contract Of the employment together with their household effects, to a\nplace of domicile.\u003C\u002Fp>\n\n\u003Cp>6.3 Upon death of an employee’s wife, child, father or mother of an\nemployee who is on a contract of un specified period the employer shall give\ncondolence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.4 Should an employee on a contract of un specified period die while at\nwork, his \u002Fher dependants shall be paid in accordance with section 7 & 15\nas if the employee was retiring . Such payment shall comply with inheritance\nlaw.\u003C\u002Fp>\n\n\u003Cp>6.5 Employees should be encouraged to start Vilio funds’ so that in future\nthe employers may chip in to assist.\u003C\u002Fp>\n\n\u003Cp>6.6 The conditions regarding burial of an employee section 102 of the old\nemployment ordinance cap 366 reads as follows: ‘Eveiy employer shall provide\ndecent interment for any employee resident at a place of employment, and for\nany member of his family living with him dying during a period of employment,\nunless a relative or friend undertakes such duty” This section was not\nrepealed and is still in use.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. Retirement Gratuity:\u003C\u002Fh3>\n\n\u003Cp>An employee on a contract of un specified period who retires having reached\nretirement age or on medical grounds after serving his employer for not less\nthan five complete years shall be paid gratuity at the rate of one month’s\nwage for each year of service.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. Leave Travel Assistance:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>Annual Leave Assistance shall be paid as specified below:\u003C\u002Fp>\n\n\u003Cp>Yearly Leave: 60% of one month’s salary. Payable in each leave cycle.\nHousing:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Where an employer is unable to provide accommodation to his permanent\nemployee, the employer shall be required to pay the employee a monthly rent\nallowance of Shs 20,000.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>9. Medical Treatment:\u003C\u002Fh3>\n\n\u003Cp>Employees who are referred and subsequently receive medical treatment at a\nhospital not owned by the employer shall have their agreed expense\u003C\u002Fp>\n\n\u003Cp>refunded by the employer, unless same expenses are covered by NSSF.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.Compassionate leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>This will be 6 days paid leave within three years for:-\u003C\u002Fp>\n\n\u003Cp>(i) the sickness or death of employee’s child;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) or death of employee’s spouse, parent, grandparent, grand child or\nsibling.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.Out of Station Allowance:\u003C\u002Fh3>\n\n\u003Cp>11.1An employee who travels on duty within the country shall be paid an\nallowance for each day spent outside his duty station at the rates specified\nhereunder:\u003C\u002Fp>\n\n\u003Cp>: City - Shs 60,000.00\u003C\u002Fp>\n\n\u003Cp>: Regional Headquarters - Shs 50,000.00\u003C\u002Fp>\n\n\u003Cp>: District Headquarters - Shs 40,000.00\u003C\u002Fp>\n\n\u003Cp>: Small Town\u002Fvillages - Shs 30,000.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.2 An employee who is sent on duty outside his\u002Fher work station’ and\nreturns same day will be paid meal allowance of Tshs 10,000\u002F- The definition of\nwork station’ will be defined by individual companies\u002Festates depending on\nthe local policies\u002Fpractice because of the geographical spread of work\nplaces.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. Retirement Age and Termination due to Retrenchment\u002FRedundancy:\u003C\u002Fh3>\n\n\u003Cp>12.1 Retirement age will be 60 years for all employees with the option, for\nearly retirement at 55 years. Employees wishing to take voluntary retirement\nbetween 55-60 years should give a minimum of three month’s notice. An\nemployee should not loose terminal benefits due to voluntary retirement.\u003C\u002Fp>\n\n\u003Cp>If the employer requires the services of a retired person then one can be\nemployed on contract.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>12.2 When an employee is terminated at any age due to\nretrenchment\u002Fredundancy will be paid severance allowance equivalent to one\nmonth’s salary for every year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.Seasonal Employment Contract:\u003C\u002Fh3>\n\n\u003Cp>TAT and TPAWU recognize that the economic well being of employers and their\nemployees are dependent upon the maintenance of harmonious relations,\nunderstanding of farming problems which may occur from time to time and\nindustrial peace. They therefore agree voluntarily that: -\u003C\u002Fp>\n\n\u003Cp>13.1 Seasonal employees may be employed by TAT members from time to time to\ncover seasonal operations.\u003C\u002Fp>\n\n\u003Cp>13.2 Those employed by TAT members as seasonal workers may be employed for a\nperiod not exceeding nine consecutive months.\u003C\u002Fp>\n\n\u003Cp>13.3 Wages will be based on the daily rate, but will be paid at the end of\nthe month.\u003C\u002Fp>\n\n\u003Cp>13.4 For the purposes of complying with the law notice shall be required on\neither side on termination of employment of seasonal employees if they leave\nwork or are terminated after working for not less than 6 months but not more\nthan 9 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.5 Seasonal employees will be entitled to paid leave and Severance\nAllowance where applicable.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. Child Labour:\u003C\u002Fh3>\n\n\u003Cp>Tea Association of Tanzania (TAT) and the Tanzania Plantation and\nAgricultural Workers Union (TPAWU) agree that employment of children under the\nage of 15 years in any manner is not condoned.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-longserviceallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype2\" class=\"cbaClause highlight\">\u003Ch3>15. Long Service Award:\u003C\u002Fh3>\n\n\u003Cp>In order to encourage employees remain with one employer any Tea Association\nof Tanzania (TAT) member may pay as follows:\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>Years \u003C\u002Ftd>\n      \u003Ctd>Payment\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>200000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>250000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>300000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>350000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>400000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>500000\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. Task work\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>When setting task work it should be set in such way that it is attainable\nwithin 8 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. OVERTIME:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-MAXHOURS_trigger\">\u003Cp>17.1 Employees are expected to work a reasonable amount of overtime under\nthe Law when required whether seasonal or on unspecified contract of\nemployment. In recognition of the nature of the tea industry, employees may be\nrequired to work at any time including Public Holidays and Statutory Rest days.\nThe employer shall inform all employees required to work on such days in\nadvance. Employees required to work in those days shall be paid overtime as\nrequired by law. Any employee who refuses to report for work after the\nemployer’s notice without reasonable cause shall be considered as having\nbreached the disciplinary code on absence and action shall be taken against\nhim\u002Fher.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>17.2 When an employee works overtime on normal days he\u002Fshe will be paid 1.5\nhourly rate and on rest days\u002Fpublic holidays it shall 2 times hourly rate. This\npayment is in terms of Labour Relations ACT NO 6 2004 and not be given days or\ntime ‘off\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. Program for HIV and AIDS.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>As explained in the National policy for HIV and AIDS, employers in\npartnership with the Trade union at the work place will ensure that the\nNational policy on HIV and AIDS is implemented in the following areas:-\u003C\u002Fp>\n\n\u003Cp>18.1 To provide education and knowledge that HIV and AIDS is a National\ndisaster which is calculated to erode the work force and AIDS has no cure or\nvaccine and that employees should change behavior.\u003C\u002Fp>\n\n\u003Cp>18.2 That an employee infected with HIV and AIDS has the right to be\nemployed and to continue to work until opportunistic infections make him un\nable to work.\u003C\u002Fp>\n\n\u003Cp>18.3 That employee should be sensitized to voluntary counseling and testing\nand ensure that there is confidentiality on results so that there is no\nnegative impact on their status in the workforce.\u003C\u002Fp>\n\n\u003Cp>18.4 Employers should refrain from issuing work in high risky areas which\nmay facilitate new infections.\u003C\u002Fp>\n\n\u003Cp>18.5 Employers in partnership with Trade Union should ensure that protection\ngears for prevention are available at the workplace and proper systems to\naccess them exist.\u003C\u002Fp>\n\n\u003Cp>18.6 Employees who volunteer to disclose their sero status to the employer\nshould be given every assistance to obtain RV’s and be facilitated to obtain\nnutritional supplements during .the period they are on medication.\u003C\u002Fp>\n\n\u003Cp>18.7 To design any new program they think appropriate depending on financial\nability so long as such program is inline with National Policy and ILO code of\nconduct on HIV and AIDS.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. General:\u003C\u002Fh3>\n\n\u003Cp>Should the Government declare a new minimum wage order, which is better than\nwhat is stipulated in this Agreement, then the provisions of the government\nminimum wage order shall prevail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION II - SUNDRY PROVISIONS:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.\u003C\u002Fh3>\n\n\u003Cp>Tea Association of Tanzania (TAT) and Tanzania Plantation and Agricultural\nWorkers Union (TPAWU) agree that any communique announcing or interpreting any\ndecision of the Standing Joint Council shall be drawn up and issued by TAT and\nTPAWU jointly, and that neither TAT nor TPAWU shall issue any such communique\nunilaterally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.\u003C\u002Fh3>\n\n\u003Cp>TAT and TPAWU further agree that any communique announcing or interpreting\nany decision or award will be made in accordance with the provisions of the\nEmployment and Labour relations Act of 2004 and amendments thereof and shall\ntake effect on the date on which it is specified in the award, after which both\nTAT and TPAWU shall be responsible for informing their members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.\u003C\u002Fh3>\n\n\u003Cp>TPAWU and TAT agree that they will take all possible steps to prevent or\nbring to an end as speedily as possible any action taken by any of their\nmembers which is at variance with the provisions and spirit of this Agreement\nand the provisions of any other negotiated agreement and the Laws of\nTanzania.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. RIGHT OF SEARCH:\u003C\u002Fh3>\n\n\u003Cp>Employers may employ askaris and watchmen who shall have the right to search\nany employee suspected of having the employer’s property unlawfully upon his\nperson, provided that a female employee shall not be searched except by another\nfemale.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>24. PROTECTIVE CLOTHING:\u003C\u002Fh3>\n\n\u003Cp>24.1 Such protective clothing as is deemed to be necessary may be issued to\nemployees at the discretion of the employer. It shall be a condition of\nemployment that any such clothing shall only be worn during working hours and\nshall remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>The appropriate uniforms shall be issued by employer to the following\ncategories of workers:\u003C\u002Fp>\n\n\u003Cp>Employees working in factories.\u003C\u002Fp>\n\n\u003Cp>Employees engaged in the fields and gardens. Employees engaged in handling\nchemicals. Security workers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Artis an s \u002FTechnician s.\u003C\u002Fp>\n\n\u003Cp>Drivers.\u003C\u002Fp>\n\n\u003Cp>Laboratory workers.\u003C\u002Fp>\n\n\u003Cp>Boiler attendants.\u003C\u002Fp>\n\n\u003Cp>Messengers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.2 The employee shall be obliged to wear protection clothing provided by\nemployer failure of which disciplinary action will be taken against\noffenders.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION III - DURATION & AMMENDMENTS:\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25.\u003C\u002Fh3>\n\n\u003Cp>The whole of this Agreement shall come into force and take effect as from\n1st day of July 2012, and shall remain unaltered for a period of twenty-four\nmonths from such a date. Thereafter, it may be modified or altered by mutual\nagreement and consent in writing. The exception to this will be the minimum\nwage that shall be negotiated every year. Such negotiations will be done before\nJuly 2013. The remaining parts of this Agreement may stay in force even after\nthe expiration of 24 months if either party raises no issue to the contrary. If\neither side intends to make any changes to any clause of this Agreement a\nnotice of one month shall be given to the other party of such intention.\nProvided if the intended change is not acceptable by the other side after\nnegotiations, such change shall be abandoned and the Agreement shall run to its\nexpiry date un changed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. Conflict with Written Law:\u003C\u002Fh3>\n\n\u003Cp>Appendix A\u003C\u002Fp>\n\n\u003Cp>TAT GRADED SUB STAFF SALARY STRUCTURE EFFECTIVE 1ST JULY 2012\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>Minimum Wage as 1st July 2012 Daily rate (Tsh )\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>Category A: Clerical staff\u003C\u002Ftd>\n      \u003Ctd>2012 Min| \u003C\u002Ftd>\n      \u003Ctd>2012 Max\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Senior Clerks 1\n\n        \u003Cp>Senior Clerks 2\u003C\u002Fp>\n\n        \u003Cp>Clerk 1\u003C\u002Fp>\n\n        \u003Cp>Clerk 2\u003C\u002Fp>\n\n        \u003Cp>Clerk 3\u003C\u002Fp>\n\n        \u003Cp>Messengers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>199,915\n\n        \u003Cp>152,225\u003C\u002Fp>\n\n        \u003Cp>140,700\u003C\u002Fp>\n\n        \u003Cp>138,205\u003C\u002Fp>\n\n        \u003Cp>133,885\u003C\u002Fp>\n\n        \u003Cp>129,170\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>314,415\n\n        \u003Cp>209,600\u003C\u002Fp>\n\n        \u003Cp>176,860\u003C\u002Fp>\n\n        \u003Cp>165,850\u003C\u002Fp>\n\n        \u003Cp>160,480\u003C\u002Fp>\n\n        \u003Cp>* 141,480\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Category B: Field\u002F Factories\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2012 Min| \u003C\u002Ftd>\n      \u003Ctd>2012 Max\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tea Processor\u002F FTS\n\n        \u003Cp>Supervisor 1\u003C\u002Fp>\n\n        \u003Cp>Supervisor 2\u003C\u002Fp>\n\n        \u003Cp>Supervisor 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>192,310\n\n        \u003Cp>149,865\u003C\u002Fp>\n\n        \u003Cp>140,700\u003C\u002Fp>\n\n        \u003Cp>136,645\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>314,415\n\n        \u003Cp>184,450\u003C\u002Fp>\n\n        \u003Cp>168,870\u003C\u002Fp>\n\n        \u003Cp>164,150\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Category D: Security personnel\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2012 Min| \u003C\u002Ftd>\n      \u003Ctd>2012 Max\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Supervisor 1\u003C\u002Fp>\n\n        \u003Cp>Supervisor 2\u003C\u002Fp>\n\n        \u003Cp>Watchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>199,915\u003C\u002Fp>\n\n        \u003Cp>147,640\u003C\u002Fp>\n\n        \u003Cp>129,170\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>276,810\u003C\u002Fp>\n\n        \u003Cp>177,125\u003C\u002Fp>\n\n        \u003Cp>155,115\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Category E: Artisans\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2012 Min| \u003C\u002Ftd>\n      \u003Ctd>2012 Max\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Senior Artisan\u002FForeman\u003C\u002Fp>\n\n        \u003Cp>Grade 1\u003C\u002Fp>\n\n        \u003Cp>Grade 2\u003C\u002Fp>\n\n        \u003Cp>Grade 3\u003C\u002Fp>\n\n        \u003Cp>Helper Artisan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>160,480\u003C\u002Fp>\n\n        \u003Cp>149,870\u003C\u002Fp>\n\n        \u003Cp>140,700\u003C\u002Fp>\n\n        \u003Cp>136,645\u003C\u002Fp>\n\n        \u003Cp>112,008\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>262,010\u003C\u002Fp>\n\n        \u003Cp>209,600\u003C\u002Fp>\n\n        \u003Cp>183,410\u003C\u002Fp>\n\n        \u003Cp>170,310\u003C\u002Fp>\n\n        \u003Cp>134,415\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Category F: Medical\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2012 Min| \u003C\u002Ftd>\n      \u003Ctd>2012 Max\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Lab Assistant 1\u003C\u002Fp>\n\n        \u003Cp>Lab Assistant 2\u003C\u002Fp>\n\n        \u003Cp>Disp Assistant\u003C\u002Fp>\n\n        \u003Cp>Senior Nurse Assistant\u003C\u002Fp>\n\n        \u003Cp>Junior Nurse Assistant\u003C\u002Fp>\n\n        \u003Cp>Med Attendant\u003C\u002Fp>\n\n        \u003Cp>Dhobi\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>227,955\u003C\u002Fp>\n\n        \u003Cp>192,310\u003C\u002Fp>\n\n        \u003Cp>169,135\u003C\u002Fp>\n\n        \u003Cp>169,135\u003C\u002Fp>\n\n        \u003Cp>153,800\u003C\u002Fp>\n\n        \u003Cp>140,050\u003C\u002Fp>\n\n        \u003Cp>112,008\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>366,810\u003C\u002Fp>\n\n        \u003Cp>238,300\u003C\u002Fp>\n\n        \u003Cp>235,810\u003C\u002Fp>\n\n        \u003Cp>235,810\u003C\u002Fp>\n\n        \u003Cp>229,255\u003C\u002Fp>\n\n        \u003Cp>167,955\u003C\u002Fp>\n\n        \u003Cp>134,415\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Category G: Drivers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2012 Min| \u003C\u002Ftd>\n      \u003Ctd>2012 Max\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Grade 1\u003C\u002Fp>\n\n        \u003Cp>Grade 2\u003C\u002Fp>\n\n        \u003Cp>Tractor Operator\u002Fdriv.er\u003C\u002Fp>\n\n        \u003Cp>Tumboy\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>159,950\u003C\u002Fp>\n\n        \u003Cp>152,225\u003C\u002Fp>\n\n        \u003Cp>144,635\u003C\u002Fp>\n\n        \u003Cp>112,008\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>229,255\u003C\u002Fp>\n\n        \u003Cp>196,510\u003C\u002Fp>\n\n        \u003Cp>196,510\u003C\u002Fp>\n\n        \u003Cp>134,415\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Category H: Domestic Workers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2012 Min| \u003C\u002Ftd>\n      \u003Ctd>2012 Max\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Cook\u002FCaretaker Grade 1\u003C\u002Fp>\n\n        \u003Cp>Cook\u002FCaretaker Grade 2\u003C\u002Fp>\n\n        \u003Cp>Kitchen Assistant\u003C\u002Fp>\n\n        \u003Cp>Gardeners\u003C\u002Fp>\n\n        \u003Cp>Cleaners\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>141,480\u003C\u002Fp>\n\n        \u003Cp>129,170\u003C\u002Fp>\n\n        \u003Cp>112,008\u003C\u002Fp>\n\n        \u003Cp>112,008\u003C\u002Fp>\n\n        \u003Cp>112,008\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>169,650\u003C\u002Fp>\n\n        \u003Cp>155,115\u003C\u002Fp>\n\n        \u003Cp>134,415\u003C\u002Fp>\n\n        \u003Cp>134,415\u003C\u002Fp>\n\n        \u003Cp>134,415\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\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>Foot Note:\u003C\u002Fp>\n\n\u003Cp>2. Salary scales have been simplified and are less descriptive.\u003C\u002Fp>\n\n\u003Cp>3. Minimum and maximum levels have been introduced to facilitate perfomance\nrelated increases which can be given discretionary.\u003C\u002Fp>\n\n\u003Cp>4. Management to use transparent increment criteria for all grades\u003C\u002Fp>\n\n\u003Cp>5. For those who have reached efficiency bar or top of scale, management\nhave discretion to decide depending on performance.\u003C\u002Fp>\n\n\u003Cp>6. Substaff is an individual trusted and has skills in their area of\nexpertise including the listed below.\u003C\u002Fp>\n\n\u003Cp>Title\u003C\u002Fp>\n\n\u003Cp>Category A:\u003C\u002Fp>\n\n\u003Cp>Senior Clerks 1 Senior Clerks 2 Clerk 1 Clerk 2 Clerk 3 Messengers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category B: Field\u002FFactories\u003C\u002Fp>\n\n\u003Cp>Tea Processor\u002FFTS Supervisor 1 Supervisor 2 Supervisor 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category C: Matron 1 Matron 2\u003C\u002Fp>\n\n\u003Cp>Category D: Security personnel\u003C\u002Fp>\n\n\u003Cp>WatchmanRecognized formal training on Security Services\u003C\u002Fp>\n\n\u003Cp>Category E: Artisans .\u003C\u002Fp>\n\n\u003Cp>Senior Artisan\u002FForeman Grade 1\u003C\u002Fp>\n\n\u003Cp>Category F: Medical Lab Assistant 1 Lab Assistant 2 Disp Assistant Senior\nNurse Assistant Junior Nurse Assistant Med Attendant Dhobi\u003C\u002Fp>\n\n\u003Cp>Category G: Drivers Grade 1 Grade 2\u003C\u002Fp>\n\n\u003Cp>Category H: Domestic Workers Cook\u002FCaretaker Grade 1 Cook\u002FCaretaker Grade 2\nKitchen Assistant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 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",{"hourspday_select":44,"lowwageamount":48,"childcareleave":52,"sexualhar":56,"longserviceallowanceamount1":60,"childcare":64,"hourspday":67,"funeralpay":69,"longserviceallowancetype":73,"jobclassifaction1":75,"OVERTIME_trigger":79,"healthcareaccess":83,"healthinsurance":87,"SUNDAY_trigger":89,"ANNLEAVE_trigger":91,"sundayallowancetype":95,"healthandsafetypolicy":97,"annleaveallowanceperc1":101,"overtimeallowanceperc1":103,"schedulesrestpw":105,"longserviceallowancetype1":107,"longserviceallowancetype2":109,"annleaveallowancetype":111,"SCHEDULE_trigger":113,"sundayallowanceperc1":115,"lowwageperiod":117,"MAXHOURS_trigger":119,"violence":123,"contractseverancepay1":125,"overtimeallowancetype":129,"LOWWAGE_trigger":131,"hivpolicy":133,"SENIOR_trigger":137,"trainingprogrammes":139,"overtimeallowancetypeperiod":143,"contractseverancepay":145},{"bindId":45,"name":46,"text":47},"hourspday_select","When setting task work it should be set ","When setting task work it should be set in such way that it is attainable\nwithin 8 hours.",{"bindId":49,"name":50,"text":51},"lowwageamount","2.Minimum Wage: The minimum wage for the","2.Minimum Wage:\n\nThe minimum wage for the workers in the tea industry shall be 112,008,\u002F= per\nmonth effective from 1st July 2012.",{"bindId":53,"name":54,"text":55},"childcareleave","This will be 6 days paid leave within th","This will be 6 days paid leave within three years for:-\n\n(i) the sickness or death of employee’s child;",{"bindId":57,"name":58,"text":59},"sexualhar","15.4.3 not, either on or of the employer","15.4.3 not, either on or of the employer’s premises, intimidate threaten\nor harass any non-striking employees or any non-striking employees or any other\npersons;",{"bindId":61,"name":62,"text":63},"longserviceallowanceamount1","15. Long Service Award: In order to enco","15. Long Service Award:\n\nIn order to encourage employees remain with one employer any Tea Association\nof Tanzania (TAT) member may pay as follows:\n\n\n  \n  \n  \n  \n    \n      Years \n      Payment\n    \n    \n      10\n      200000\n    \n    \n      15\n      250000\n    \n    \n      20\n      300000\n    \n    \n      25\n      350000\n    \n    \n      30\n      400000\n    \n    \n      35\n      500000",{"bindId":65,"name":54,"text":66},"childcare","This will be 6 days paid leave within three years for:-\n\n(i) the sickness or death of employee’s child;\n\n(ii) or death of employee’s spouse, parent, grandparent, grand child or\nsibling.",{"bindId":68,"name":46,"text":47},"hourspday",{"bindId":70,"name":71,"text":72},"funeralpay","6. Burial Expenses: 6.1 An employer shal","6. Burial Expenses:\n\n6.1 An employer shall contribute four months of an employee’s basic salary\ntowards burial expenses on the death of an employee on a contract of\nunspecified period.\n\n6.2 Should an employee on a contract of unspecified period die while at\nwork, the employer shall repatriate members of his family duly registered under\nthe contract Of the employment together with their household effects, to a\nplace of domicile.\n\n6.3 Upon death of an employee’s wife, child, father or mother of an\nemployee who is on a contract of un specified period the employer shall give\ncondolence.",{"bindId":74,"name":62,"text":63},"longserviceallowancetype",{"bindId":76,"name":77,"text":78},"jobclassifaction1","Minimum Wage as 1st July 2012 Daily rate","Minimum Wage as 1st July 2012 Daily rate (Tsh )\n\n\n\n\n  \n  \n  \n  \n  \n    \n      Category A: Clerical staff\n      2012 Min| \n      2012 Max\n    \n    \n      Senior Clerks 1\n\n        Senior Clerks 2\n\n        Clerk 1\n\n        Clerk 2\n\n        Clerk 3\n\n        Messengers\n      \n      199,915\n\n        152,225\n\n        140,700\n\n        138,205\n\n        133,885\n\n        129,170\n      \n      314,415\n\n        209,600\n\n        176,860\n\n        165,850\n\n        160,480\n\n        * 141,480\n      \n    \n  \n\n\n\n\n\n\n\n  \n  \n  \n  \n    \n      Category B: Field\u002F Factories\n      \n      2012 Min| \n      2012 Max\n    \n    \n      Tea Processor\u002F FTS\n\n        Supervisor 1\n\n        Supervisor 2\n\n        Supervisor 3\n      \n      192,310\n\n        149,865\n\n        140,700\n\n        136,645\n      \n      314,415\n\n        184,450\n\n        168,870\n\n        164,150\n      \n    \n  \n\n\n\n\n\n\n\n  \n  \n  \n  \n    \n      Category D: Security personnel\n      \n      2012 Min| \n      2012 Max\n    \n    \n      Supervisor 1\n\n        Supervisor 2\n\n        Watchman\n      \n      199,915\n\n        147,640\n\n        129,170\n      \n      276,810\n\n        177,125\n\n        155,115\n      \n    \n  \n\n\n\n\n\n\n\n  \n  \n  \n  \n    \n      Category E: Artisans\n      \n      2012 Min| \n      2012 Max\n    \n    \n      Senior Artisan\u002FForeman\n\n        Grade 1\n\n        Grade 2\n\n        Grade 3\n\n        Helper Artisan\n      \n      160,480\n\n        149,870\n\n        140,700\n\n        136,645\n\n        112,008\n      \n      262,010\n\n        209,600\n\n        183,410\n\n        170,310\n\n        134,415\n      \n    \n  \n\n\n\n\n\n\n\n  \n  \n  \n  \n    \n      Category F: Medical\n      \n      2012 Min| \n      2012 Max\n    \n    \n      Lab Assistant 1\n\n        Lab Assistant 2\n\n        Disp Assistant\n\n        Senior Nurse Assistant\n\n        Junior Nurse Assistant\n\n        Med Attendant\n\n        Dhobi\n      \n      227,955\n\n        192,310\n\n        169,135\n\n        169,135\n\n        153,800\n\n        140,050\n\n        112,008\n      \n      366,810\n\n        238,300\n\n        235,810\n\n        235,810\n\n        229,255\n\n        167,955\n\n        134,415\n      \n    \n  \n\n\n\n\n\n\n\n  \n  \n  \n  \n    \n      Category G: Drivers\n      \n      2012 Min| \n      2012 Max\n    \n    \n      Grade 1\n\n        Grade 2\n\n        Tractor Operator\u002Fdriv.er\n\n        Tumboy\n      \n      159,950\n\n        152,225\n\n        144,635\n\n        112,008\n      \n      229,255\n\n        196,510\n\n        196,510\n\n        134,415\n      \n    \n  \n\n\n\n\n\n  \n  \n  \n  \n    \n      Category H: Domestic Workers\n      \n      2012 Min| \n      2012 Max\n    \n    \n      Cook\u002FCaretaker Grade 1\n\n        Cook\u002FCaretaker Grade 2\n\n        Kitchen Assistant\n\n        Gardeners\n\n        Cleaners\n      \n      141,480\n\n        129,170\n\n        112,008\n\n        112,008\n\n        112,008\n      \n      169,650\n\n        155,115\n\n        134,415\n\n        134,415\n\n        134,415",{"bindId":80,"name":81,"text":82},"OVERTIME_trigger","17.2 When an employee works overtime on ","17.2 When an employee works overtime on normal days he\u002Fshe will be paid 1.5\nhourly rate and on rest days\u002Fpublic holidays it shall 2 times hourly rate. This\npayment is in terms of Labour Relations ACT NO 6 2004 and not be given days or\ntime ‘off",{"bindId":84,"name":85,"text":86},"healthcareaccess","9. Medical Treatment: Employees who are ","9. Medical Treatment:\n\nEmployees who are referred and subsequently receive medical treatment at a\nhospital not owned by the employer shall have their agreed expense\n\nrefunded by the employer, unless same expenses are covered by NSSF.",{"bindId":88,"name":85,"text":86},"healthinsurance",{"bindId":90,"name":81,"text":82},"SUNDAY_trigger",{"bindId":92,"name":93,"text":94},"ANNLEAVE_trigger","Annual Leave Assistance shall be paid as","Annual Leave Assistance shall be paid as specified below:\n\nYearly Leave: 60% of one month’s salary. Payable in each leave cycle.\nHousing:",{"bindId":96,"name":81,"text":82},"sundayallowancetype",{"bindId":98,"name":99,"text":100},"healthandsafetypolicy","24. PROTECTIVE CLOTHING: 24.1 Such prote","24. PROTECTIVE CLOTHING:\n\n24.1 Such protective clothing as is deemed to be necessary may be issued to\nemployees at the discretion of the employer. It shall be a condition of\nemployment that any such clothing shall only be worn during working hours and\nshall remain the property of the employer.\n\nThe appropriate uniforms shall be issued by employer to the following\ncategories of workers:\n\nEmployees working in factories.\n\nEmployees engaged in the fields and gardens. Employees engaged in handling\nchemicals. Security workers.",{"bindId":102,"name":93,"text":94},"annleaveallowanceperc1",{"bindId":104,"name":81,"text":82},"overtimeallowanceperc1",{"bindId":106,"name":81,"text":82},"schedulesrestpw",{"bindId":108,"name":62,"text":63},"longserviceallowancetype1",{"bindId":110,"name":62,"text":63},"longserviceallowancetype2",{"bindId":112,"name":93,"text":94},"annleaveallowancetype",{"bindId":114,"name":81,"text":82},"SCHEDULE_trigger",{"bindId":116,"name":81,"text":82},"sundayallowanceperc1",{"bindId":118,"name":50,"text":51},"lowwageperiod",{"bindId":120,"name":121,"text":122},"MAXHOURS_trigger","17.1 Employees are expected to work a re","17.1 Employees are expected to work a reasonable amount of overtime under\nthe Law when required whether seasonal or on unspecified contract of\nemployment. In recognition of the nature of the tea industry, employees may be\nrequired to work at any time including Public Holidays and Statutory Rest days.\nThe employer shall inform all employees required to work on such days in\nadvance. Employees required to work in those days shall be paid overtime as\nrequired by law. Any employee who refuses to report for work after the\nemployer’s notice without reasonable cause shall be considered as having\nbreached the disciplinary code on absence and action shall be taken against\nhim\u002Fher.",{"bindId":124,"name":58,"text":59},"violence",{"bindId":126,"name":127,"text":128},"contractseverancepay1","12.2 When an employee is terminated at a","12.2 When an employee is terminated at any age due to\nretrenchment\u002Fredundancy will be paid severance allowance equivalent to one\nmonth’s salary for every year of service.",{"bindId":130,"name":81,"text":82},"overtimeallowancetype",{"bindId":132,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":134,"name":135,"text":136},"hivpolicy","As explained in the National policy for ","As explained in the National policy for HIV and AIDS, employers in\npartnership with the Trade union at the work place will ensure that the\nNational policy on HIV and AIDS is implemented in the following areas:-\n\n18.1 To provide education and knowledge that HIV and AIDS is a National\ndisaster which is calculated to erode the work force and AIDS has no cure or\nvaccine and that employees should change behavior.\n\n18.2 That an employee infected with HIV and AIDS has the right to be\nemployed and to continue to work until opportunistic infections make him un\nable to work.\n\n18.3 That employee should be sensitized to voluntary counseling and testing\nand ensure that there is confidentiality on results so that there is no\nnegative impact on their status in the workforce.\n\n18.4 Employers should refrain from issuing work in high risky areas which\nmay facilitate new infections.\n\n18.5 Employers in partnership with Trade Union should ensure that protection\ngears for prevention are available at the workplace and proper systems to\naccess them exist.\n\n18.6 Employees who volunteer to disclose their sero status to the employer\nshould be given every assistance to obtain RV’s and be facilitated to obtain\nnutritional supplements during .the period they are on medication.\n\n18.7 To design any new program they think appropriate depending on financial\nability so long as such program is inline with National Policy and ILO code of\nconduct on HIV and AIDS.",{"bindId":138,"name":62,"text":63},"SENIOR_trigger",{"bindId":140,"name":141,"text":142},"trainingprogrammes","10.1Each union representative shall be e","10.1Each union representative shall be entitled to take paid leave for union\nbusiness including training, conventions and conferences.",{"bindId":144,"name":81,"text":82},"overtimeallowancetypeperiod",{"bindId":146,"name":127,"text":128},"contractseverancepay","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA The Tea Association of Tanzania (TAT) - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-06-30\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: → 2012-07-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing, Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other activities from manufacturing\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → The Tea Association of Tanzania (TAT)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TPAWU\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        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 1 % 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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 6 days\n            \u003C\u002Fdiv>\n\n            \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: → No\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: → Yes\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            \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: → 8.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 60.0 % of basic wage\n                \u003C\u002Fdiv>\n                \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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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 200000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[152],{"title":37,"slug":33},[154],{"type":155,"data":156},"call_to_action_body_block",{"title":157,"description":158,"variant":159,"link":160},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":157,"url":161,"description":157,"rel":162,"type":163},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[165],{"type":155,"data":166},{"title":157,"description":158,"variant":159,"link":167},{"title":157,"url":161,"description":157,"rel":162,"type":163},[]]