[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-including-the-terms-and-conditions-of-service-between-cordura-ltd-and-conservation-hotels-domestic-social-services-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":153,"content_type_view":154,"extra_breadcrumbs":155,"body":157,"body_blocks":168,"related_pages":172},608,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_TZ","2025-07-27T08:21:24.461051+00:00","2026-04-02T11:17:39.121481+00:00","\u002Fcms\u002Fpages\u002F608\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Tanzania","en-tz",{"title":20,"slug":21},"Work in Tanzania","work-in-tanzania",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T10:21:24.461051+02:00","2026-04-02T13:17:39.220874+02:00",{"cba":32,"clauses":43,"details":151,"translations":152},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-including-the-terms-and-conditions-of-service-between-cordura-ltd-and-conservation-hotels-domestic-social-services-consultancy-workers-union-chodawu---2014","241c1f7a-d983-11e5-9a0e-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-agreement-including-the-terms-and-conditions-of-service-between-cordura-ltd-and-conservation-hotels-domestic-social-services-consultancy-workers-union-chodawu---2014\u002Fcollective-bargaining-agreement-including-the-terms-and-conditions-of-service-between-cordura-ltd-and-conservation-hotels-domestic-social-services-consultancy-workers-union-chodawu---2014\u002F","Collective Bargaining Agreement Including the Terms and Conditions of Service Between Cordura Ltd and Conservation Hotels, Domestic, Social Services & Consultancy Workers Union (CHODAWU) - 2014","TZA Cordura Ltd - 2014","Tanzania - TZA Cordura Ltd - 2014","TZA Cordura Ltd - 2014 - Hospitality, catering, tourism",{"name":41,"data":42},"CHODAWU vs CORDURA Hotels.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 INCLUDING THE TERMS AND CONDITIONS OF\nSERVICE BETWEEN C0RDURA LTD AND CONSERVATION HOTELS, DOMESTIC, SOCIAL SERVICES\n& CONSULTANCY WORKERS UNION (CHODAWU) - 2014\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Revised: 1st September 2014\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT BETWEEN THE EMPLOYER AND EMPLOYEES OF\nCordura Ltd and Conservation Hotels, Domestic, Social Services &\nConsultancy Workers Union (CHODAWU)\u003C\u002Fp>\n\n\u003Cp>This voluntary agreement is made this First day of September 2014, Between\nCORDURA LIMITED, a Limited Liability Company existing under the laws of\nTanzania of PO Box 2261, Dar es Salaam, (herinafter called “THE EMPLOYER”)\nof the one part and the Conservation Hotels, Domestic, Social Services &\nConsultancy Workers Union_of P O Box 90497 Dar es Salaam, (herinafter called\n“CHODAWU”) of the other part, both the Employer and Chodawu to be referred\nto as “the Parties”.\u003C\u002Fp>\n\n\u003Cp>WHEREAS\u003C\u002Fp>\n\n\u003Cp>The Parties in this Agreement have in their free will and mutual\nunderstanding reached into an agreement on different issues concerning the\nemployees and their terms and conditions of work.\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS\u003C\u002Fp>\n\n\u003Cp>Chodawu recognises that the Employer is the sole employer of the employees\ncovered in this agreement and similarly the Employer recognises Chodawu as the\nsole workers’ representative on matters concerning terms and conditions of\nthe Employment.\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS\u003C\u002Fp>\n\n\u003Cp>Both parties recognise that this agreement applies to all staff employed by\nthe employer, who through their agreement with the owners of the mentioned\nproperties has asked the employees to work at either the Oyster Bay Hotel in\nDar es Salaam, Mikumi Wildlife Camp in Mikumi National Park or Beho Beho in the\nSelous Game Reserve; except those on expatriate terms.\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE THIS DEED WITHNESSETH as follows:-\u003C\u002Fp>\n\n\u003Ch2>1. DURATION AND COMMENCEMENT OF THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement shall come into effect on April 1st 2014, and that the Terms\n& Conditions of Service will be reviewed again by April 1st 2018.\u003C\u002Fp>\n\n\u003Cp>Any changes, modification or additions to this voluntary agreement will only\nbe accepted as agreed, if such changes are made in writing and signed by both\nparties.\u003C\u002Fp>\n\n\u003Cp>This voluntary agreement and any subsequent amendments, will continue to be\neffective after the date of the due review, if neither of the parties has\ncommunicated with the other in writing or asked for a meeting to discuss or\nalter any terms agreed in the document.\u003C\u002Fp>\n\n\u003Ch2>2. EMPLOYMENT. PROBATION, APPOINTMENT & HOME\u003C\u002Fh2>\n\n\u003Cp>a) Employment shall be carried out by the General Manager and shall be given\non merit without regard to race or place of origin.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>b) All employees engaged shall be on probation in the first instance for a\nperiod of Six (6) months. This probation period may be extended in writing by\nthe General Manager, if he is dissatisfied with the employee's performance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>c) On successful completion of the probationary period a confirmation letter\nwill be given. If this letter of confirmation is accepted by the employee, the\nemployee shall be given 2 copies of a letter of appointment and he\u002Fshe will\nsign both copies, and return the original to the employer. The letter shall\nexplain clearly the job and basic pay and allowances offered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Delay on the part of the employer to issue a confirmation letter to an\nemployee after completion of his\u002Fher probation period will be taken as an\nextension to the probationary period for One (1) month.\u003C\u002Fp>\n\n\u003Cp>e) All employees shall be employed with a monthly salary, paid in\narrears.\u003C\u002Fp>\n\n\u003Cp>f) Casual labour will only be provided for works of emergency, building,\nrepairs, decoration and maintenance and temporary work in the hotel or for any\ntemporary shortage of staff such as sickness or holidays or training or\nprobation.\u003C\u002Fp>\n\n\u003Cp>g) For the purposes of this agreement and the employment contract between\nthe \u002F employer and employee, whether on a casual or a permanent basis, the home\nof an\u003C\u002Fp>\n\n\u003Cp>employee will be determined in all instances as Dar es Salaam.\u003C\u002Fp>\n\n\u003Ch2>3. DUTIES\u003C\u002Fh2>\n\n\u003Cp>a) The duties of the employee shall be flexible and include the duties for\nwhich he\u002Fshe is engaged and any other duties which he\u002Fshe may be called upon to\nperform. This does not directly include work in the building operation but it\nmay include assitance in the building operation as this may affect the\noperation of the hotel or camp, like repairs and maintenance and the upkeep of\nthe properties, if it is so determined.\u003C\u002Fp>\n\n\u003Cp>b) The duties of an employee shall be set out in the letter of appointment\nand the job descriptions he\u002Fshe will be supplied.\u003C\u002Fp>\n\n\u003Cp>c) The duties of an employee is to be carried out in any property, which the\ncompany supplies with labour and is operated in Tanzania.\u003C\u002Fp>\n\n\u003Cp>d) An employee may not absent himself from his duties without prior written\nconsent of the General Manager, the assistant manager or whomever is appointed\nto deal with such matters in their absence.\u003C\u002Fp>\n\n\u003Ch2>4. TERMINATION\u003C\u002Fh2>\n\n\u003Cp>The employment of permanent employees may be terminated according to the\nEmployment and Labour Relations Act 2004.\u003C\u002Fp>\n\n\u003Cp>A) GROSS MISCONDUCT\u003C\u002Fp>\n\n\u003Cp>In the instance of gross misconduct, an employee may face summary dismissal,\ni.e. termination without notice or salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>i) Where the employee is absent for more than 5 days without leave and\u002For\nthe written permission of the General manager, the assistant manager or whoever\nis appointed by the General manager, assistant manager or directors to deal\nwith such matters in their absence.\u003C\u002Fp>\n\n\u003Cp>ii) Refusal to obey a legitimate order, discourtesy to officials or staff,\nor is guilty of an immoral act while on or off duty, either on or off the\nproperty .\u003C\u002Fp>\n\n\u003Cp>iii) Prejudicing of company's interest or damaging its property.\u003C\u002Fp>\n\n\u003Cp>iv) Drinking, the use of drugs or smoking in a prohibited place or being\nunder the influence of drink or drugs, either on or off duty in a prohibited\nplace.\u003C\u002Fp>\n\n\u003Cp>v) Theft, misappropriation, or willful damage or loss of company\nproperty.\u003C\u002Fp>\n\n\u003Cp>vi) Being influenced in one's duties by bribes, presents or other\nbenefits.\u003C\u002Fp>\n\n\u003Cp>vii) Imprisonment, including concealment of past imprisonment.\u003C\u002Fp>\n\n\u003Cp>viii) Failure to disclose information, destroying, altering or concealing\nrecords.\u003C\u002Fp>\n\n\u003Cp>ix) Misconduct, whether in the course of duty or not, inconsistent with the\nfulfilment of the express or implied conditions of service.\u003C\u002Fp>\n\n\u003Cp>A) NOTICE\u003C\u002Fp>\n\n\u003Cp>The employment of an employee may be terminated by either party giving:-\u003C\u002Fp>\n\n\u003Cp>i) If the employee has been in employment for 1 to 4 years:\u003C\u002Fp>\n\n\u003Cp>One month's notice or salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>ii) If the employee has been in employment for 5 to 10 years:\u003C\u002Fp>\n\n\u003Cp>Three months notice or salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>iii) If the employee has been in employment in excess of 11 years:\u003C\u002Fp>\n\n\u003Cp>Four months notice or salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>B) CONTINUED ILL HEALTH\u003C\u002Fp>\n\n\u003Cp>There will be premature retirement on health grounds if in the opinion of\nthe Doctor appointed by the company the employees bad health wouldn't allow him\nto continue with his\u002Fher duties\u002Fwork any more.\u003C\u002Fp>\n\n\u003Cp>C) UNFITNESS\u003C\u002Fp>\n\n\u003Cp>Unfitness, incapacity or inability to perform the required duties.\u003C\u002Fp>\n\n\u003Cp>D) RETIREMENT\u003C\u002Fp>\n\n\u003Cp>Every employee shall retire upon reaching the age of 60 years. However,\nearly retirement may be allowed on grounds of ill health, which must be\nsupported by recommendations from a qualified medical doctor.\u003C\u002Fp>\n\n\u003Cp>Between the age of 55 and 59 years an employee may retire on his\u002Fher own\naccord.\u003C\u002Fp>\n\n\u003Cp>E) RETRENCHMENT\u003C\u002Fp>\n\n\u003Cp>Retrenchment will be offered only after consultation between the employer,\nthe\u003C\u002Fp>\n\n\u003Cp>In the unfortunate event of forcible redundancy the employer shall nominate\nthe employee\u002Fs selected for redundancy which will be at the discretion of the\nemployer and the selection will be made taking into account the following:-\u003C\u002Fp>\n\n\u003Cp>i) Work Performance\u003C\u002Fp>\n\n\u003Cp>ii) Ability to perform the duties required\u003C\u002Fp>\n\n\u003Cp>iii) Employee’s previous work record\u003C\u002Fp>\n\n\u003Cp>iv) Employee’s length of service.\u003C\u002Fp>\n\n\u003Cp>G) PAYMENTS ON TERMINATION OF CONTRACT\u003C\u002Fp>\n\n\u003Cp>At the end of a contract, whether at retirement, for retrenchment or other\nreasons except for summary dismissal the employer will pay to the employee his\ndues and all his benefits as listed below. This will vary according to the\nreason for the termination of the contract. For clarity so it is understood by\neveryone listed below are the payments to be made and attached is Schedule 1\nshow the agreed payments to be made by the employer in addition to those\ndetailed in Law by the employer\u003C\u002Fp>\n\n\u003Cp>1. Retirement \u002F Retrenchment\u003C\u002Fp>\n\n\u003Cp>i) A gratuity of 1 \u002F6th of last months Basic pay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>ii) The severance allowance as per the Labour Law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employers discretionary payments [See Schedule 1]\u003C\u002Fp>\n\n\u003Cp>iii) An ex gratia payment of Tshsl 85,000, in lieu of transport costs of the\nemployee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>iv) The employer will also make at its discretion a long service payment as\nfollows\u003C\u002Fp>\n\n\u003Cp>a) From 1 to 5 years a payment of Tshs 70,000\u003C\u002Fp>\n\n\u003Cp>b) From 6 to 10 years a further payment of Tshs 70,000 plus a variable\namount based on Tshs 10,000 for every year of service\u003C\u002Fp>\n\n\u003Cp>c) Over 11 years has a further payment of Tshs 100,000 plus a variable\namount based on Tshs 20,000 for every year of service\u003C\u002Fp>\n\n\u003Cp>d) Over 21 years in addition to the payments made above the employee will\nalso receive 20 bags of cement & 20 Mbati sheets or cash equivalent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Resignation\u003C\u002Fp>\n\n\u003Cp>Payment will be as detailed per 1 above, Retirement \u002F Retrenchment, less the\ndue notice period as scheduled in this agreement\u003C\u002Fp>\n\n\u003Ch2>5. DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Where an employee, whose work or conduct is unsatisfactory and\u002For has\ncommitted an offence which in the opinion of the employer, does not warrant\nsummary dismissal, the employee shall be issued with written warning. All\nwarnings given to an employee, both written or verbal, shall be subject to a\nwritten appeal by the employee to the employer, within 7 days of the date of\nthe warning. The company shall inform the employee within 7 days of the result\nof the appeal.\u003C\u002Fp>\n\n\u003Cp>Where an employee completes six months from the date of his\u002Fher last\nwarning, without any further offence, any warning recorded in his file will be\ncancelled, but held on file as information for any further evaluation of the\nsaid employee.\u003C\u002Fp>\n\n\u003Ch2>6. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>Suspension means the period an employee does not work pending the outcome of\ninvestigation into an alleged offence, which if proven, will justify summary\ndismissal from the date of commencement of suspension and :\u003C\u002Fp>\n\n\u003Cp>a) On suspension, an employee is entitled to his basic pay. The period of\nsuspension shall continue until the case has been resolved.\u003C\u002Fp>\n\n\u003Cp>b)Where the case is under investigation by the police or is pending before a\ncourt, the employees suspension shall be extended until the result of the\npolice investigation, court ruling or a period of 6 months, whichever is the\nleast, and if the case is proven against the employee he\u002Fshe will be terminated\nas per the terms outlined in this agreement under Gross Misconduct.\u003C\u002Fp>\n\n\u003Cp>c) No service charge, leave or any other benefits shall be payable while on\nsuspension.\u003C\u002Fp>\n\n\u003Ch2>7. GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>a) Any employee's complaints or queries regarding working conditions must in\nthe first instance be raised verbally and then confirmed in writing to the\nemployer.\u003C\u002Fp>\n\n\u003Cp>b) The employee if not satisfied with the reply given to his\u002Fher grievance\nby the employer should in the second instance consult the local CHODAWU branch\nat the workplace. Failure to resolve the problem after consultations between\nthe CHODAWU local branch and the emloyer will mean that the employee may then\nrefer his\u002Fher grievance to the regional secretary and later to the general\nsecretary, if\u003C\u002Fp>\n\n\u003Ch2>8. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays1\">\u003Cp>a) On completion of 12 months service, every staff member is entitled to\nannual leave of 28 calendar days and this period is inclusive of Sundays and\nPublic Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Leave shall be taken on such dates as approved by the General Manager,\nthe assistant manager or whoever is appointed by the General manager, assistant\nmanager or directors to deal with such matters in their absence and such\napproval will be given in writing\u003C\u002Fp>\n\n\u003Cp>c) Annual leave may not be accumulated from one leave year to the next.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>d) The employer will give to the employee a transport contribution on taking\nhis or her Annual leave at a fixed sum of Tshs 50,000\u002F- (Fifty Thousand)\u003C\u002Fp>\n\n\u003Cp>e) Payment in lieu of leave shall not be granted, other than in the most\nexceptional cases and at the discretion and with the written approval of the\nGeneral Manager.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>f) Leave days are considered as actual calendar days with no regard of rest\ndays or public holidays, and it is agreed that the employee is not entitled to\nqualify for service charge, when on leave .\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>a) Any employee who is prevented by illness from duty shall immediately send\nword to the General Manager, during which time he\u002Fshe should obtain a sick\nsheet from the employer and report to the medical officer designated by the\ncompany. If the absence continues for more than 48 hours, the employee must\nsubmit satisfactory written evidence as to the nature and probable duration of\nhis\u002Fher illness.\u003C\u002Fp>\n\n\u003Cp>b) The employer shall have no obligation for employees injury or illness\ncaused by carelessness, i.e.: drug or alcohol abuse, misconduct, failure to\ntake reasonable precaution, ignorance of stipulated guide-lines\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>c) Employees shall be entitled to:-\u003C\u002Fp>\n\n\u003Cp>i) Full wages for a period of up to 90 days (3 months) of sickness.\u003C\u002Fp>\n\n\u003Cp>ii) Half wages for a further period of 90 days (3 months) of sickness over\nand above the first 90 days (3 months) of sickness, which is detailed in i)\nabove.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>iii) If the employee is unable to resume work after 180 days (6 months)\u003C\u002Fp>\n\n\u003Cp>of sickness, the employee may be terminated on medical grounds or at any\ntime prior to this if it is determined that the employee will not be able to\nresume his work after 180 days (6 months) and if this is the case then the\nemployee will receive pay as determined above for 180 days (6 months), plus\nhis\u002Fher termination benefits.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>10. MATERNITY & PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>a) Female employees, who have been in permanent employment for more than 6\nmonths, will be granted up to 84 days maternity leave provided she has had a\nmedical check up before commencing employment and she submits this report to\nthe Company, to state that she is not pregnant on appointment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Additional leave for maternity, without pay, may be granted at the\ndiscretion of the General Manager.\u003C\u002Fp>\n\n\u003Cp>c) The 84 days maternity leave will include any entitled leave cycle\u003C\u002Fp>\n\n\u003Cp>d) The qualifying date for maternity leave will be six months from the date\nof the letter of appointment as detailed in clause2(c) of this agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>e) Whilst on maternity leave the employee will not be entitled to service\ncharge, off days allowances, bonus’s, additional leave payments or any other\npayments or increases made to the other employees, once the maternity leave has\ncommenced\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>f) Three years must elapse between periods of maternity leave\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>g) Paternity leave of 7 days paid leave will be granted to an employee..\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11. SPECIAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee may request in writing for special leave on full pay in the\nfollowing circumstances:\u003C\u002Fp>\n\n\u003Cp>a) To attend any seminar, conference or other training approved by the\nManagement.\u003C\u002Fp>\n\n\u003Cp>b) To attend as a candidate an examination or any course approved by\nManagement.\u003C\u002Fp>\n\n\u003Cp>c) In the event of the death of spouse, father, mother or own child,\ncompassionate leave is at the full discretion of the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>An employee may request in writing for special UNPAID leave, to attend\nfunerals or other ceremonies or celebrations and this will be granted by the\nGeneral Manager according to the circumstances and business limitations.\u003C\u002Fp>\n\n\u003Cp>No service charge will be paid for any period of unpaid leave. Any period of\nunpaid leave may at the discretion of the General manager, be deducted from the\nemployee’s annual leave or future annual leave. Any expenses incurred due to\nthe granting of Special leave must be approved prior to the expenses are\noccurred during the leave. \u003C\u002Fp>\n\n\u003Ch2>12. MEDICAL\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a) Medical expenses for accidents & illnesses when at work, will be for\nthe employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>b) The employer will issue a sick sheet to the sick employee to allow them\nand their family to have access to treatment services at the recognised\nhospital to a value stated on the sick sheet.\u003C\u002Fp>\n\n\u003Cp>c) Family in this voluntary agreement includes the employee, wife\u002Fhusband,\nand up to four of the employee’s own biological children, registered with the\nemployer.\u003C\u002Fp>\n\n\u003Cp>d) Children in respect to this voluntary agreement means the employee’s\nown biological children under the age of 18 years, who have been registered,\nwith a birth cerificate being supplied to the employer, as children of the\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) The employer will pay the medical bills of the employee on condition that\nthe employee has followed the correct procedure and used the correct medical\nfacilities designated by the employer. If an employee decides to use a medical\nfacility NOT approved by the employer, the employee will be responsible for all\ncosts incurred by the employee including the purchase of medicine at that\nfacility or prescribed by the non approved facility\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f) The document (sick sheet) is the property of employer and is to be\nsubmitted to the employer for office purposes as well as the approved\ndesignated Medical facility.\u003C\u002Fp>\n\n\u003Cp>g) The employer will send his food and beverage staff for medical check up\nevery six months, and all other staff every year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>h) The employer will not be held responsible for ALL medical costs of the\nemployee or their family and for any standard medical proceedures that can\ngiven to the employee through the Government Medical hospitals or the NSSF\nmedical scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13. CHODAWU MEMBERSHIP FEES\u003C\u002Fh2>\n\n\u003Cp>The employer will deduct monthly the CHODAWU fees from the salaries of the\nemployee, which is calculated at 2% of the basic pay. The employer shall remit\nsuch money due, for the membership fees, to CHODAWU HQ every month. The parties\nagree that employees under this agreement have the right to be members of\nCHODAWU, but it is not obligatory.\u003C\u002Fp>\n\n\u003Ch2>14. DEATH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>The employer has agreed to contribute Tshs 250,000 towards funeral of the\nemployee, employee’s wife\u002Fhusband or own biological children registered with\nthe employer. The employer will also donate food [beans and rice] up to a value\nof Tshs 50,000, for the funeral ceremony.\u003C\u002Fp>\n\n\u003Cp>The employer has agreed to contribute Tshs 100,000 towards funeral costs to\nan employee for the death of an employee’s mother, father, mother in law and\nfather in law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. STAFF HOUSING\u003C\u002Fh2>\n\n\u003Cp>a) The employer will not provide housing to staff employed at Oyster Bay\nHotel, but an employee assigned to Mikumi and Beho Beho will be provided with\nappropriate accommodation and food in their respective units on the company.\u003C\u002Fp>\n\n\u003Cp>b) The furniture and furnishings provided are at the discretion of the\nEmployer.\u003C\u002Fp>\n\n\u003Cp>c) Items provided are the company property and must be returned upon\ntermination.\u003C\u002Fp>\n\n\u003Cp>d) Loss or wilful damage by the employee may be charged to the employee by\nthe company for the replacement or repair as the case may be.\u003C\u002Fp>\n\n\u003Cp>e) The provision of accommodation is for direct employees only, no family\nmembers or friends are allowed to live on the company premises. All visitors to\nthe premises must be reported to the management.\u003C\u002Fp>\n\n\u003Ch2>16. UNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The employer provides uniforms and protective clothing to certain employees.\nThe uniforms given to employees will be worn and used during working hours only\nand will remain the property of the employer and must be returned to the\nemployer by the employee on termination of his\u002Fher employment and prior to\nsettlement of final payment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. STAFF PROPERTY\u003C\u002Fh2>\n\n\u003Cp>a) The employer accepts no responsibility for the property of the members of\nstaff nor does the employer make provisions for the insurance of employees\npersonal effects.\u003C\u002Fp>\n\n\u003Cp>b) The company shall not be liable for any staff articles or documents, lost\nor destroyed on the company premises.\u003C\u002Fp>\n\n\u003Cp>c) Staff vehicles parked on company premises are parked at the owner's\nrisk.\u003C\u002Fp>\n\n\u003Ch2>18. SERVICE CHARGE\u003C\u002Fh2>\n\n\u003Cp>a) The employer shall operate a service charge which the company shall\ncollect on behalf of the employees and will be payable at the end of next month\nand be subject to Government taxation.\u003C\u002Fp>\n\n\u003Cp>b) The basis for the calculation of the service charge will be 4% of\naccommodation sales and 4% of all food and beverage sales at The Oyster Bay\nHotel, Beho Beho and Mikumi Wildlife Camp.\u003C\u002Fp>\n\n\u003Cp>c) Service charge collected shall be distributed equally to all permanent\nemployees, with the exception of employee’s that are off duty on disciplinary\ngrounds, absent without reason or permission, maternity leave and or annual,\nsick or unpaid leave.\u003C\u002Fp>\n\n\u003Cp>d) The management reserves the right to reduce the Service charge for\nbreakages and other damages caused by the direct actions or negligence of the\nemployees.\u003C\u002Fp>\n\n\u003Ch2>19. ADDITIONAL EXGRATIA BENEFITS\u003C\u002Fh2>\n\n\u003Cp>The company will provide the following cash benefits: -\u003C\u002Fp>\n\n\u003Cp>a) Employees first wedding, 100,000\u002F-\u003C\u002Fp>\n\n\u003Cp>b) Birth of first baby, 100,000\u002F-\u003C\u002Fp>\n\n\u003Ch2>20. ADVANCES\u003C\u002Fh2>\n\n\u003Cp>Advances, which will be up to a maximum of Tshs 50,000 per calendar month,\nwill only be considered if they are requested in writing and will be given at\nthe discretion of the General Manager. Advances on salary may only be taken in\nthe following circumstances:-\u003C\u002Fp>\n\n\u003Cp>a) Where an employee is proceeding on leave\u003C\u002Fp>\n\n\u003Cp>b) Where a permanent employee is proceeding on off days and would be absent\nfrom his work station at the end of the month.\u003C\u002Fp>\n\n\u003Cp>c) In special circumstances at the discretion of the Employer. Any advance\nwill be deducted from the salary at the end of the month.\u003C\u002Fp>\n\n\u003Ch2>21. LOANS\u003C\u002Fh2>\n\n\u003Cp>Loans are not given by the company, but exceptions can be made with the\nagreement of the Chairman or Board of Directors. Such loans if granted should\nbe fully paid back to the employer on completion of the employees contract.\nSuch loans if granted are limited in volume so they are fully repaid within 3\nmonths of the loan being authorised or on completion of the employees contract\nwhichever is earlier. All loan applications should be in writing and addressed\nto the General Manager.\u003C\u002Fp>\n\n\u003Ch2>22. ANNUAL INCREMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>The employer will as a general rule review salaries each year that may not\nresult in increases, but as a matter of policy there will be an automatic 5%\nincrease from April 1st of each year, unless the employer informs the employees\nhaving dicussed this matter with CHODAWU prior to informing the employees.\nSubject to the business trend and other factors including any Government Notice\nin July, the employer may also review salaries from October.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>If no increment is awarded the reasons for this will be discussed with both\nthe employees and CHODAWU.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>23. CONFLICT OF INTEREST\u003C\u002Fh2>\n\n\u003Cp>An employee may not have a private or personal business interest which\nconflicts with the operation of the properties under ownership or management of\nthe employer, whether it affects or does not affect his\u002Fher duties and or\nperformance while employed.\u003C\u002Fp>\n\n\u003Ch2>24. DISCLOSURE OF INFORMATION\u003C\u002Fh2>\n\n\u003Cp>a) No employee shall disclose any information relating to the affairs of the\nemployer to any unauthorised person without the written approval of the General\nManager or the Board of Directors.\u003C\u002Fp>\n\n\u003Cp>b) Any unproved disclosure may be considered misconduct capable of rendering\nthe employee liable to dismissal under clause 4A (ix) of these conditions.\u003C\u002Fp>\n\n\u003Cp>c) No employee shall give any statement to the press, radio or other\ncommunications media except with the prior written permission of the General\nManager.\u003C\u002Fp>\n\n\u003Ch2>25. TRANSPORT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>An employee working at the Oyster Bay Hotel and residing in Dar es Salaam,\nwho is not provided with accommodation and transport by the employer, shall be\nprovided with a monthly Transport contribution of Forty thousand shillings\n(40,000\u002F- per month) which shall paid in monthly in arrears.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>26. WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>The employer complies with the current labour laws with regars o hours\nworked in a week (45 hours) with time taken for breaks, not included. A working\nweek is a period of 6 days. The employer abides by any public holidays or any\ngazetted special holidays and pays for all public holidays, whether actually\nworked or not worked by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>This means that every employee if asked to work on a Public holiday by the\nemployer is obliged to do so.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>27. NOTIFICATION OF CHANGES\u003C\u002Fh2>\n\n\u003Cp>It is the responsibility of every employee to notify the Management on\nany:\u003C\u002Fp>\n\n\u003Cp>- change of permanent address, change of marital status, change of number of\nown biological children, change of next of kin, legal action preferred against\nthe employee, change of medical condition\u003C\u002Fp>\n\n\u003Cp>It is the responsibility of the General manager and local branch chairman of\nCHODAWU to notify all employees in writing of any change to the above mentioned\nterms and conditions of employment, set out in this agreement and any changes\nmust be in writing, signed by both parties, confirming their acceptance of the\nchange.\u003C\u002Fp>\n\n\u003Ch2>28. VARYING. ADDING. DELETING AND CANCELLATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>No agreement varying, adding to, deleting or cancelling this agreement shall\nbe effective unless it is produced in writing and signed by or on behalf of\nboth Parties, which confirms their acceptance to the amendment or cancellation\nof this agreement.\u003C\u002Fp>\n\n\u003Cp>It is the responsibility of the General manager and local branch chairman of\nCHODAWU to notify all employees in writing of any change to the above mentioned\nterms and conditions of employment, set out in this agreement and any changes\nmust be in writing, signed by both parties, confirming their acceptance of the\nchange.\u003C\u002Fp>\n\n\u003Ch2>29. GOVERNING LAW\u003C\u002Fh2>\n\n\u003Cp>The agreement set out in this document shall be governed and interpreted in\nall aspects in accordance with the Laws of Tanzania.\u003C\u002Fp>\n\n\u003Ch2>30. SIGNATURES\u003C\u002Fh2>\n\n\u003Cp>For and on behalf of: Cordura Ltd\u003C\u002Fp>\n\n\u003Cp>Charles Bailey Director\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"maternitydiscrimination":56,"WAGES_determined":60,"hourspweek_select":64,"childcare":67,"wageincreasetype2":71,"STRUCINCR_trigger":75,"funeralpay":78,"maternityotherclause":82,"healthcareaccess":86,"healthinsurance":90,"COMMUTE_trigger":94,"ANNLEAVE_trigger":98,"healthandsafetypolicy":102,"paidpaternityleavepay":106,"contracttrial":110,"sicknesspay":114,"dayspweek_select":118,"SCHEDULE_trigger":120,"paidpaternityleave":124,"healthcareaccessrelatives":126,"bankholidays1":129,"SENIOR_trigger":133,"sicknessmaxdays":137,"paidmaternityleave":141,"contractseverancepay":144,"PAIDLEAV_trigger":148},{"bindId":45,"name":46,"text":47},"disabilitypay","a) Medical expenses for accidents & illn","a) Medical expenses for accidents & illnesses when at work, will be for\nthe employer.",{"bindId":49,"name":50,"text":51},"hourspday_select","The employer complies with the current l","The employer complies with the current labour laws with regars o hours\nworked in a week (45 hours) with time taken for breaks, not included. A working\nweek is a period of 6 days. The employer abides by any public holidays or any\ngazetted special holidays and pays for all public holidays, whether actually\nworked or not worked by the employee.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","a) Female employees, who have been in pe","a) Female employees, who have been in permanent employment for more than 6\nmonths, will be granted up to 84 days maternity leave provided she has had a\nmedical check up before commencing employment and she submits this report to\nthe Company, to state that she is not pregnant on appointment.",{"bindId":57,"name":58,"text":59},"maternitydiscrimination","e) Whilst on maternity leave the employe","e) Whilst on maternity leave the employee will not be entitled to service\ncharge, off days allowances, bonus’s, additional leave payments or any other\npayments or increases made to the other employees, once the maternity leave has\ncommenced",{"bindId":61,"name":62,"text":63},"WAGES_determined","c) On successful completion of the proba","c) On successful completion of the probationary period a confirmation letter\nwill be given. If this letter of confirmation is accepted by the employee, the\nemployee shall be given 2 copies of a letter of appointment and he\u002Fshe will\nsign both copies, and return the original to the employer. The letter shall\nexplain clearly the job and basic pay and allowances offered.",{"bindId":65,"name":50,"text":66},"hourspweek_select","The employer complies with the current labour laws with regars o hours\nworked in a week (45 hours) with time taken for breaks, not included. A working\nweek is a period of 6 days. The employer abides by any public holidays or any\ngazetted special holidays and pays for all public holidays, whether actually\nworked or not worked by the employee.\n\nThis means that every employee if asked to work on a Public holiday by the\nemployer is obliged to do so.",{"bindId":68,"name":69,"text":70},"childcare","An employee may request in writing for s","An employee may request in writing for special leave on full pay in the\nfollowing circumstances:\n\na) To attend any seminar, conference or other training approved by the\nManagement.\n\nb) To attend as a candidate an examination or any course approved by\nManagement.\n\nc) In the event of the death of spouse, father, mother or own child,\ncompassionate leave is at the full discretion of the employer.",{"bindId":72,"name":73,"text":74},"wageincreasetype2","The employer will as a general rule revi","The employer will as a general rule review salaries each year that may not\nresult in increases, but as a matter of policy there will be an automatic 5%\nincrease from April 1st of each year, unless the employer informs the employees\nhaving dicussed this matter with CHODAWU prior to informing the employees.\nSubject to the business trend and other factors including any Government Notice\nin July, the employer may also review salaries from October.",{"bindId":76,"name":73,"text":77},"STRUCINCR_trigger","The employer will as a general rule review salaries each year that may not\nresult in increases, but as a matter of policy there will be an automatic 5%\nincrease from April 1st of each year, unless the employer informs the employees\nhaving dicussed this matter with CHODAWU prior to informing the employees.\nSubject to the business trend and other factors including any Government Notice\nin July, the employer may also review salaries from October.\n\nIf no increment is awarded the reasons for this will be discussed with both\nthe employees and CHODAWU.",{"bindId":79,"name":80,"text":81},"funeralpay","The employer has agreed to contribute Ts","The employer has agreed to contribute Tshs 250,000 towards funeral of the\nemployee, employee’s wife\u002Fhusband or own biological children registered with\nthe employer. The employer will also donate food [beans and rice] up to a value\nof Tshs 50,000, for the funeral ceremony.\n\nThe employer has agreed to contribute Tshs 100,000 towards funeral costs to\nan employee for the death of an employee’s mother, father, mother in law and\nfather in law.",{"bindId":83,"name":84,"text":85},"maternityotherclause","f) Three years must elapse between perio","f) Three years must elapse between periods of maternity leave",{"bindId":87,"name":88,"text":89},"healthcareaccess","b) The employer will issue a sick sheet ","b) The employer will issue a sick sheet to the sick employee to allow them\nand their family to have access to treatment services at the recognised\nhospital to a value stated on the sick sheet.\n\nc) Family in this voluntary agreement includes the employee, wife\u002Fhusband,\nand up to four of the employee’s own biological children, registered with the\nemployer.\n\nd) Children in respect to this voluntary agreement means the employee’s\nown biological children under the age of 18 years, who have been registered,\nwith a birth cerificate being supplied to the employer, as children of the\nemployee.\n\ne) The employer will pay the medical bills of the employee on condition that\nthe employee has followed the correct procedure and used the correct medical\nfacilities designated by the employer. If an employee decides to use a medical\nfacility NOT approved by the employer, the employee will be responsible for all\ncosts incurred by the employee including the purchase of medicine at that\nfacility or prescribed by the non approved facility",{"bindId":91,"name":92,"text":93},"healthinsurance","h) The employer will not be held respons","h) The employer will not be held responsible for ALL medical costs of the\nemployee or their family and for any standard medical proceedures that can\ngiven to the employee through the Government Medical hospitals or the NSSF\nmedical scheme.",{"bindId":95,"name":96,"text":97},"COMMUTE_trigger","An employee working at the Oyster Bay Ho","An employee working at the Oyster Bay Hotel and residing in Dar es Salaam,\nwho is not provided with accommodation and transport by the employer, shall be\nprovided with a monthly Transport contribution of Forty thousand shillings\n(40,000\u002F- per month) which shall paid in monthly in arrears.",{"bindId":99,"name":100,"text":101},"ANNLEAVE_trigger","d) The employer will give to the employe","d) The employer will give to the employee a transport contribution on taking\nhis or her Annual leave at a fixed sum of Tshs 50,000\u002F- (Fifty Thousand)\n\ne) Payment in lieu of leave shall not be granted, other than in the most\nexceptional cases and at the discretion and with the written approval of the\nGeneral Manager.",{"bindId":103,"name":104,"text":105},"healthandsafetypolicy","The employer provides uniforms and prote","The employer provides uniforms and protective clothing to certain employees.\nThe uniforms given to employees will be worn and used during working hours only\nand will remain the property of the employer and must be returned to the\nemployer by the employee on termination of his\u002Fher employment and prior to\nsettlement of final payment.",{"bindId":107,"name":108,"text":109},"paidpaternityleavepay","g) Paternity leave of 7 days paid leave ","g) Paternity leave of 7 days paid leave will be granted to an employee..",{"bindId":111,"name":112,"text":113},"contracttrial","b) All employees engaged shall be on pro","b) All employees engaged shall be on probation in the first instance for a\nperiod of Six (6) months. This probation period may be extended in writing by\nthe General Manager, if he is dissatisfied with the employee's performance.",{"bindId":115,"name":116,"text":117},"sicknesspay","c) Employees shall be entitled to:- i) F","c) Employees shall be entitled to:-\n\ni) Full wages for a period of up to 90 days (3 months) of sickness.\n\nii) Half wages for a further period of 90 days (3 months) of sickness over\nand above the first 90 days (3 months) of sickness, which is detailed in i)\nabove.\n\niii) If the employee is unable to resume work after 180 days (6 months)\n\nof sickness, the employee may be terminated on medical grounds or at any\ntime prior to this if it is determined that the employee will not be able to\nresume his work after 180 days (6 months) and if this is the case then the\nemployee will receive pay as determined above for 180 days (6 months), plus\nhis\u002Fher termination benefits.",{"bindId":119,"name":50,"text":51},"dayspweek_select",{"bindId":121,"name":122,"text":123},"SCHEDULE_trigger","f) Leave days are considered as actual c","f) Leave days are considered as actual calendar days with no regard of rest\ndays or public holidays, and it is agreed that the employee is not entitled to\nqualify for service charge, when on leave .",{"bindId":125,"name":108,"text":109},"paidpaternityleave",{"bindId":127,"name":88,"text":128},"healthcareaccessrelatives","b) The employer will issue a sick sheet to the sick employee to allow them\nand their family to have access to treatment services at the recognised\nhospital to a value stated on the sick sheet.\n\nc) Family in this voluntary agreement includes the employee, wife\u002Fhusband,\nand up to four of the employee’s own biological children, registered with the\nemployer.\n\nd) Children in respect to this voluntary agreement means the employee’s\nown biological children under the age of 18 years, who have been registered,\nwith a birth cerificate being supplied to the employer, as children of the\nemployee.",{"bindId":130,"name":131,"text":132},"bankholidays1","a) On completion of 12 months service, e","a) On completion of 12 months service, every staff member is entitled to\nannual leave of 28 calendar days and this period is inclusive of Sundays and\nPublic Holidays.",{"bindId":134,"name":135,"text":136},"SENIOR_trigger","iv) The employer will also make at its d","iv) The employer will also make at its discretion a long service payment as\nfollows\n\na) From 1 to 5 years a payment of Tshs 70,000\n\nb) From 6 to 10 years a further payment of Tshs 70,000 plus a variable\namount based on Tshs 10,000 for every year of service\n\nc) Over 11 years has a further payment of Tshs 100,000 plus a variable\namount based on Tshs 20,000 for every year of service\n\nd) Over 21 years in addition to the payments made above the employee will\nalso receive 20 bags of cement & 20 Mbati sheets or cash equivalent.",{"bindId":138,"name":139,"text":140},"sicknessmaxdays","iii) If the employee is unable to resume","iii) If the employee is unable to resume work after 180 days (6 months)\n\nof sickness, the employee may be terminated on medical grounds or at any\ntime prior to this if it is determined that the employee will not be able to\nresume his work after 180 days (6 months) and if this is the case then the\nemployee will receive pay as determined above for 180 days (6 months), plus\nhis\u002Fher termination benefits.",{"bindId":142,"name":54,"text":143},"paidmaternityleave","a) Female employees, who have been in permanent employment for more than 6\nmonths, will be granted up to 84 days maternity leave provided she has had a\nmedical check up before commencing employment and she submits this report to\nthe Company, to state that she is not pregnant on appointment.\n\nb) Additional leave for maternity, without pay, may be granted at the\ndiscretion of the General Manager.\n\nc) The 84 days maternity leave will include any entitled leave cycle\n\nd) The qualifying date for maternity leave will be six months from the date\nof the letter of appointment as detailed in clause2(c) of this agreement.\n\ne) Whilst on maternity leave the employee will not be entitled to service\ncharge, off days allowances, bonus’s, additional leave payments or any other\npayments or increases made to the other employees, once the maternity leave has\ncommenced",{"bindId":145,"name":146,"text":147},"contractseverancepay","ii) The severance allowance as per the L","ii) The severance allowance as per the Labour Law.",{"bindId":149,"name":131,"text":150},"PAIDLEAV_trigger","a) On completion of 12 months service, every staff member is entitled to\nannual leave of 28 calendar days and this period is inclusive of Sundays and\nPublic Holidays.\n\nb) Leave shall be taken on such dates as approved by the General Manager,\nthe assistant manager or whoever is appointed by the General manager, assistant\nmanager or directors to deal with such matters in their absence and such\napproval will be given in writing\n\nc) Annual leave may not be accumulated from one leave year to the next.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Cordura Ltd - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-03-31\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: → 2014-04-01\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: → Hotels and similar accommodation\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                        Cordura Ltd\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        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        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → 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: → 12 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 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, 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            \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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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 50000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TZS 40000.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → TZS 70000.0 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            \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",[156],{"title":37,"slug":33},[158],{"type":159,"data":160},"call_to_action_body_block",{"title":161,"description":162,"variant":163,"link":164},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":161,"url":165,"description":161,"rel":166,"type":167},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[169],{"type":159,"data":170},{"title":161,"description":162,"variant":163,"link":171},{"title":161,"url":165,"description":161,"rel":166,"type":167},[]]