[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-contract-between-mcc-limited-and-communication-and-transport-workers-union---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":174,"content_type_view":175,"extra_breadcrumbs":176,"body":178,"body_blocks":189,"related_pages":193},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":172,"translations":173},{"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-contract-between-mcc-limited-and-communication-and-transport-workers-union---2014","86f79bdc-4054-11e6-915e-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-bargaining-contract-between-mcc-limited-and-communication-and-transport-workers-union---2014\u002Fcollective-bargaining-contract-between-mcc-limited-and-communication-and-transport-workers-union---2014\u002F","Collective Bargaining Contract between MCC Limited and Communication and Transport Workers Union - 2014","TZA MCC Limited - 2014","Tanzania - TZA MCC Limited - 2014","TZA MCC Limited - 2014 - Transport, logistics, communication",{"name":41,"data":42},"CBA5.html","\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>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING CONTRACT BETWEEN MCC LIMITED AND COMMUNICATION AND\nTRANSPORT WORKERS UNION\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT BETWEEN MCCL AND COTWU (T)\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.0.0 PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>1.1. This Collective Agreement is made between MCC Limited hereinafter\nreferred to as the “EMPLOYER” forming the first part to Agreement and the\nCOMMUNICATIONAND TRANSPORT WORKERS’ UNION (COTWU) (T) OF TANZANIA\n(hereinafrer refered to as the Union), forming the second part of the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>1.2. The agreement embraces. “Negotiations and Consultations” the rules\nand procedures through which negotiations and consultations shall be conducted,\nSalaries and Wages, other Terms and Conditions of employment applicable to\nworkers employed and comfirmed by the Employer except those on probation and\ndaily paid workers.\u003C\u002Fp>\n\n\u003Cp>1.3. In this agreement however, where any word or clause contravenes the\nprovisions or requirements of any of the existing labour laws or offers\nrelatively inferior terms to those provided for, then such Laws,Regulations or\nOrders shall apply.\u003C\u002Fp>\n\n\u003Cp>1.4. PRODUCTIVITY PERFORMANCE AND EFFICIENCY\u003C\u002Fp>\n\n\u003Cp>It is agreed that after successful conclusion of these discussions, the\nUnion shall assist the Employer in\u003C\u002Fp>\n\n\u003Cp>i. Ensuring that the proper plans to increase productivity are implemented\nas drawn by the Employer.\u003C\u002Fp>\n\n\u003Cp>ii. Preventing employees from indulging in acts which are detrimental to\nproductivity (eg.waste materials, theft, negligence lateness, absenteeism,\ninsubordination etc) and REPORTING SUCH ACTS OR any other threats against the\nEmployer and or its property and advising the management on how to handle such\nsituations should they arise.\u003C\u002Fp>\n\n\u003Cp>iii. Take necessary measures to prevent negligent and destrustion of the\nEmployer’s property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.0.0 CHANGES IN LABOUR LEGISLATION\u003C\u002Fh3>\n\n\u003Cp>2.1. In the event of any amendment or of the existing or introduction of new\nlabour laws, the Employer and the Union shall meet as soon as possible, to\nchange, amend or remove that part of this agreement, which is in conflict with\nthe respective labour legislation. It is agreed that such changes or amendments\nshall be to render the Agreement legally acceptable.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.0.0 COMMUNICATION TO EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>3.1. The employer undertakes to inform all employees of any policy changes\naffecting them by using the most effective means depending on the\ncircumstances.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.0.0 DEFINITIONS AND INTERPRETATIONS\u003C\u002Fh3>\n\n\u003Cp>In this agreement, unless the context otherwise requires:-\u003C\u002Fp>\n\n\u003Cp>4.1. “EMPLOYER\u002FCOMPANY” - Shall mean MCC Limited\u003C\u002Fp>\n\n\u003Cp>4.2. “UNION” - Shall mean the Communication and Transportation\nWorkers’ Union of Tanzania [(COTWU) (T)].\u003C\u002Fp>\n\n\u003Cp>4.3. “COUNTRY” - Shall mean Mainland Tanzania\u003C\u002Fp>\n\n\u003Cp>4.4. “MANAGING DIRECTOR” - Shall mean the Managing Director of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>4.5. “MANAGEMENT” - Shall mean Managing Director, General Manager and\nHeads of Department of the Company.\u003C\u002Fp>\n\n\u003Cp>4.6. “GENERAL SECRETARY” - Shall mean the General Secretary of the\nCommunication and Transpost Worker’s Union of Tanzania [COTWU(T)] or any\nother Officer or Officers duly authorised and delegated by him to act or carry\nout Union functions on his behalf.\u003C\u002Fp>\n\n\u003Cp>4.7. “UNION REPRESENTATIVES” - Shall mean General Secretary of the\nCommunication and Transport Worker’s Union of Tanzania [COTWU (T)] or any\nother officer or Officers dully authorised by him to act or carry out Union\nfunctions on his behalf.\u003C\u002Fp>\n\n\u003Cp>4.8. “EMPLOYEE” - Shall mean any person or persons employed by the\nCompany under the permanent conditions only or as defined under the labour laws\nof the Country.\u003C\u002Fp>\n\n\u003Cp>4.9. “UNION MEMBER” Shall mean any employee of the Company who is a\nmember of the Union as defined by the laws of the Country.\u003C\u002Fp>\n\n\u003Cp>4.10. “COMMISSIONER” - Shall mean the Commissioner dealing with labour\nmatters.\u003C\u002Fp>\n\n\u003Cp>4.11. “LABOUR COURT” - Shall mean the High Court (Labour Division).\u003C\u002Fp>\n\n\u003Cp>4.12. “COUNCIL\u002FBARGAINING UNIT” - Shall mean the Management \u002F Union\nJoint Industrial Council within the Company through which the Management and\nthe Union shall meet to negotiate for improvement of salaries and other terms\nand conditions of\u003C\u002Fp>\n\n\u003Cp>service.\u003C\u002Fp>\n\n\u003Cp>4.13. “SALARIES AND WAGES” - Shall mean salary, wages rates, overtime\nrates and any other allowances.\u003C\u002Fp>\n\n\u003Cp>4.14. “OTHER TERMS AND CONDITIONS OF SERVICE” - Shall mean work rules\nand or regulations, hour and places of work, leave\u003C\u002Fp>\n\n\u003Cp>packages, travel concessions, meals and other catering concessions, pension\nand other related retirement emoluments that may be agreed upon between the\nparties from time to time and or regulations relevant to these facilities in\nthe Country.\u003C\u002Fp>\n\n\u003Cp>4.15. “COLLECTIVE AGREEMENT” - Shall have the same meaning ascribed to\nit under section 4 of the Employment and Labour Relations Act, 2004.\u003C\u002Fp>\n\n\u003Cp>4.16. “GRIEVANCES” - Shall mean a complaint or complaints and \u002F or a\nfeeling or feelings of dissatisfaction by either an employee, employees or\nemployer, against any action or treatment or occurence considered unfair by the\nparty complaining.\u003C\u002Fp>\n\n\u003Cp>4.17. “GRIEVANCE SETTLEMENT PROCEDURES”- Shall mean any procedure laid\ndown by the parties to cater for the settlement of grievences or settlement of\ndisputes and as defined under the provisin of the laws of the Country.\u003C\u002Fp>\n\n\u003Cp>4.18. “DISPUTE” - Shall have the same meaning ascribed to it under\nsection 4 of the Employment and Labour Relations Act, 2004.\u003C\u002Fp>\n\n\u003Cp>4.19. “STRIKE” - Shall have the same meaning ascribed to it under\nsection 4 of the Employment and Labour Relations Act, 2004.\u003C\u002Fp>\n\n\u003Cp>4.20. “LOCKOUT” -Shall have the same meaning ascibed to it under section\n4 of the Employment and Labour Relations Act, 2004.\u003C\u002Fp>\n\n\u003Cp>4.21. “APPENDIX” - Shall mean an attachment or addendum to this\nAgreement and shall be read as part of this Agreement.\u003C\u002Fp>\n\n\u003Cp>4.22. “GENDER” Words denoting male gender shall be construed as denoting\nfemalegender, unless specifically applied.\u003C\u002Fp>\n\n\u003Cp>4.23. “REDUNDANCY”.- Shall mean retrenchment or reduction of workers,\narising from compulsory re-organization of employees’ establishment to\nstrengthen a department, or a section or a unit\u003C\u002Fp>\n\n\u003Cp>of operations, owing to economic circumstances beyond control of the\nemployer and as defined under relevent articles of the Labour Laws.\u003C\u002Fp>\n\n\u003Cp>4.0. \"DEPENDANT” Shall mean husband or wife and 4 children of an employee\nwhether biological or legally adopted of under 18 years and 20 years if the\nchild is in formal and continuous school.\u003C\u002Fp>\n\n\u003Cp>4.1. ‘REPATRIATION ALLOWANCE” - Shall mean transportation costs of an\nemployee, his immediate family members and his personal effects up to the place\nof domicile.\u003C\u002Fp>\n\n\u003Cp>4.2. “PLACE OF DOMICILE” - means place of birth of an employee or any\nother place according to the regisration form of an employee\u003C\u002Fp>\n\n\u003Cp>4.3. “LAW\u002FLABOUR LAWS” - means both principal legislation constituted by\nregulation, rules, and order governing employment matters in Mainland\nTanzania.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.0.0 RECRUITMENT \u002F APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>5.1. The employer shall require every newly recruited employee to sign a\ncontract of employent summarising the term of appointment.\u003C\u002Fp>\n\n\u003Cp>5.2. The contract of employment referred to above shall, among other things,\nspecify the salary and wages and other terms and conditions attached to the\npost.\u003C\u002Fp>\n\n\u003Cp>5.3. Generally, there shall be three types of contract of service as per\nLabour Relations Act section 14(1) a,b,c.\u003C\u002Fp>\n\n\u003Cp>5.3.1 Special Contract of Services: whereby the appointment or engagement\nperiod shall be specified, with a provision for renewal (if any). This type of\ncontract shall have no regard to any age limit, provided always that the person\ntaking up the employment is not below the age required by the law. Employees\nengaged under this type of contract are not entittled to collective bargaining\nbenefits.\u003C\u002Fp>\n\n\u003Cp>5.3.2 Permanent and Pensionable Contract of Service; whereby an employee\ntakes employment on permanent and pensionable terms. This is a type of\nemployment in which a person can work up to the retirement age as specified by\nthe law. Employees engaged under this type of contract shall first be appointed\non probation whose period shall not exceed six months.\u003C\u002Fp>\n\n\u003Cp>5.3.3 In both cases every employee shall be provided with a job\ndescription\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.0.0 EMPLOYEE \u002F EMPLOYER OBLIGATIONS\u003C\u002Fh3>\n\n\u003Cp>6.2.0 For the purpose of good employee\u002F employer relations and the\nfulfillment of legal requirements, both parties are expected to adhere strictly\nto their obligations.\u003C\u002Fp>\n\n\u003Cp>6.2.0 The main obligations by either party in relation to paragraph 6.1.0\nabove are total adherence to:-\u003C\u002Fp>\n\n\u003Cp>6.2.1 The requirement and\u002For provisions of the law.\u003C\u002Fp>\n\n\u003Cp>6.2.2 The requirement and \u002F or provision of the Collective Agreement and any\nother matters mutually agreed between the parties.\u003C\u002Fp>\n\n\u003Cp>6.2.3 The requirement of the Company written rules or labour laws known to\nthe Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.0.0 WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>7.1. Employees shall work for five days in a week with a total of forty\nworking hours. Saturdays, Sundays and Public holidays shall be treated as rest\ndays\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.2. Work shall commence at 8.00 hours to 17.00 hours and lunch break shall\nbe between 13.00 and 14.00 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.0.0 STAFF SERVICE RULES AND REGULATIONS\u003C\u002Fh3>\n\n\u003Cp>8.1.There shall be staff rules and regulations stipulating what is required\nof an employee which forms part of this agreement.\u003C\u002Fp>\n\n\u003Cp>The rules of an employee which forms part of this agreement. The Rules and\nRegulations shall be prepared by the Management and agreed by the union and be\naccepted by the employee on offer of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.2. TRANSFERS\u003C\u002Fp>\n\n\u003Cp>8.2.1 The employer has more than one station area of operation and as such\nsome employees may be moved from one area to another.\u003C\u002Fp>\n\n\u003Cp>8.2.2 Although transfering an employee from one station to another is at the\ndiscretion of Management, the same shall be done on strict adherence to the\nlaw. Where transfer of the Union Field Branch Chairman, Secretary and Committee\nMembers is involved, the Management shall inform COTWU Headquarters before\nimplementation of transfer process.\u003C\u002Fp>\n\n\u003Cp>8.2.3 In all cases, any transfer of an employee to another station should be\ncommunicated to the Union Branch office to allow adjustment of records for\nunion membership records.\u003C\u002Fp>\n\n\u003Cp>8.2.4 An employee transferred shall be provided with Seven (7) Calender days\nas settlement leave.\u003C\u002Fp>\n\n\u003Cp>Prior to the transfer,management shall assist the employee to identify a\nhouse.\u003C\u002Fp>\n\n\u003Cp>8.2.5 An employee transferred shall be entittled to baggage allowance to the\nnew work station as shown below\u003C\u002Fp>\n\n\u003Cp>(a) Grade 1-4 entittled 4 tons\u003C\u002Fp>\n\n\u003Cp>(b) Grade 5-6 entittled to 3.5 tons\u003C\u002Fp>\n\n\u003Cp>(c) Grade 7-8 entittled 3 tons\u003C\u002Fp>\n\n\u003Cp>8.2.6 An employee been transferred shall be paid disturbance allowance\nequivalent to ten (10) days internal subsistance travel allowance.\u003C\u002Fp>\n\n\u003Cp>An employee transferred shall be paid ocassional meal allowance (according\nto the grade of the employee) on each travelling day per employee plus spouse\nand maximum of 4 dependants for a maximum of 2 days.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.0.0 EMPLOYMENT REMUNERATION\u003C\u002Fh3>\n\n\u003Cp>9.1. While in the service of the Employer, an employee, shall qualify for\nthe employment remuneration as stated hereunder, thespecified amounts or figure\nof which are revisable from time totime through mutual agreement.\u003C\u002Fp>\n\n\u003Cp>9.2. Annual increase of salaries shall be affected in consideration of the\nfollowing:-\u003C\u002Fp>\n\n\u003Cp>9.2.1 Any change in labour laws, as regards to minimum pay\u003C\u002Fp>\n\n\u003Cp>9.2.2 Cost of living index\u002F inflation\u003C\u002Fp>\n\n\u003Cp>9.2.3 Ability to pay vs. Productivity\u003C\u002Fp>\n\n\u003Cp>9.2.4 The employees contribution to overall company result as per quarterly\nstaff appraisal.\u003C\u002Fp>\n\n\u003Cp>9.3. Salaries shall be sealed according to the company grading system,\nnumber of years in service, with minimum salaries if possible being applied to\nthose in grade 8 who have served the company for a period less than a year.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.0 OVERTIME PAYMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>10.1.0 Overtime payment is compensation to workers for work done beyond\nnormal working hours. The same shall be computed as follows\u003C\u002Fp>\n\n\u003Cp>10.2.0 ORDINARY OVERTIME\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Extra hours worked during ordinary days shall be paid at time and half. i.e.\nnormal rate plus 50%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>10.3.0 DOUBLE OVERTIME\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>All hours on a Public Holiday, Saturday, Sunday or employee’s normal day\nof rest shall be paid at double the normal rate i.e. normal rate plus 100%.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.0.0 ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>11.1. ACTING\u002FRESPONSIBILITY ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Where an employee is required to temporarily perform a job in a more or\nsenior or highest position for a minimum of 18 working days within one\ncallender month which increases the workload, he or she will be communicated to\nin writing by Management. The employee shall be paid additional 30% of his\nbasic monthly salary as an acting\u002Fresponsibility allowance and shall enjoy all\nother benefits attached to the post.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.1.1 LIMIT OF ACTING\u003C\u002Fp>\n\n\u003Cp>Any employee may be allowed to act in a vacant post for a period not\nexceeding three consecutive months after which the same should be considered\nfor the post.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>12.2.0 TRANSPORT ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>12.2.1 The employer shall provide transport for all employees to and from\nthe work from designated places. However where there is a breakdown of the\ncompany bus, the company shall refund normal direct bus fare prevailing at that\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.2.2 Where the breakdown is for a long period , say a week, another bus\nmay be hired.\u003C\u002Fp>\n\n\u003Cp>12.2.3 The staff bus shall pick and drop the workers at the nearest bus\nstop.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.3.0 SUBSISTENCE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>12.3.1 An employee travelling on duty to up-country station shall be\nentittled to subsistance allowance.\u003C\u002Fp>\n\n\u003Cp>12.3.2 Be paid fare to and from the station by the economic means of\ntransport.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.4.0 INTERNAL TRAVEL SUBSISTANCE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>12.4.1 Grade 1-2 be paid 55,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>12.4.2 Grade 3-4 be paid 50,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>12.4.3 Grade 5-6 be paid 47,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>12.4.4 Grade 7-8 be paid 45,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.5.0 INTERNAL OCCASSIONAL MEAL ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>12.5.1 An employee travelling between his base station and the duty station,\nshall be paid meal allowance as scheduled below. This shall be reviewed\nannually.\u003C\u002Fp>\n\n\u003Cp>15.5.1 Grade 1-2 be paid 15,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>15.5.2 Grade 3-5 be paid 12,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>15.5.3 Grade 6 -8 be paidl0,000\u002F= per day\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.6.0 EXTERNAL SUBSTENCE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>An employee travelling on duty outside the country shall be paid occassional\nmeal allowance as scheduled below;-\u003C\u002Fp>\n\n\u003Cp>12.6.1 Grade 1-2 be paid USD 135 per day\u003C\u002Fp>\n\n\u003Cp>Grade 3-8 be paid USD 100 per day\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.7.0 HOUSING\u003C\u002Fp>\n\n\u003Cp>Parties acknowledge that housing is a pressing issue. However, because of\nthe poor economic conditions of the employer,it was agreed that Union and\nManagement may consider sitting and discussing when the situation improves.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.0.0 ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cp>13.1.Bonus shall be paid to employees according to performance of the\nCompany as decided by the Board of Directors of the company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14.0.0. TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>14.1. Termination of service shall mean discontinuation of service of an\nemployee by the employer.\u003C\u002Fp>\n\n\u003Cp>14.1.1 NOTICE\u003C\u002Fp>\n\n\u003Cp>14.1.2 Where the employer envisages termination of the employment of an\nemployee, he shall write a letter for the intended action stating elaborately\nthe reasons for termination with a copy to the Union Field Branch Committee.\u003C\u002Fp>\n\n\u003Cp>14.1.3 The employer shall give 30 days notice or payment of 1 month salary\nin lieu of notice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.0.0 TERMINAL BENEFITS ON TERMINATION OF EMPLOYMENT BY EMPLOYER OTHER\nTHAN DISCPLINARY ACTION\u003C\u002Fh3>\n\n\u003Cp>15.1.1 Where the employer terminates the service of an employee on grounds\nother than discplinary action, the employee shall be entittled to:-\u003C\u002Fp>\n\n\u003Cp>15.1.2 One month salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>15.1.3 Payment of any leave days accrued\u003C\u002Fp>\n\n\u003Cp>15.1.4 Any salary due to the day of termination\u003C\u002Fp>\n\n\u003Cp>15.1.5 Facilitation, assistance of social security fund [NSSF] and other\nPension scheme’s benefit payments in accordance with the prevailing Laws.\u003C\u002Fp>\n\n\u003Cp>15.1.6 Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>15.1.7 One (1) month salary of each year of service as a compensation of\nunexpected loss of employment to the maximum of seven (7)\u003C\u002Fp>\n\n\u003Cp>years.\u003C\u002Fp>\n\n\u003Cp>15.1.8Severance pay shall be paid as per Employment and Labour Relations Act\n2004 Section 42.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.0.0 REDUNDANCY PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>16.1. Redundancy shall mean discontinuation of employees service through\nreduction of Company labour force after necessity to do so has been established\nand mutually agreed.\u003C\u002Fp>\n\n\u003Cp>16.2. Both parties must do their level best to make sure this does not\nhappen.\u003C\u002Fp>\n\n\u003Cp>16.3. The Management must do the following before redundancy takes place.\u003C\u002Fp>\n\n\u003Cp>16.3.1 Explain clearly in writing to the Union two (2) months prior to the\nimplementation of the intended exercise.\u003C\u002Fp>\n\n\u003Cp>16.3.2 Spell out the number of employees to be affeted.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17.0.0 CRITERIA FOR REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>17.1. Both parties must agree on the criteria for the exercise Centering on\nthe following:\u003C\u002Fp>\n\n\u003Cp>17.1.0 First in Last out (FILO) method\u003C\u002Fp>\n\n\u003Cp>17.2. Voluntary redundancy \u002F departure\u003C\u002Fp>\n\n\u003Cp>17.3. Weaker performers and unqualified employees\u003C\u002Fp>\n\n\u003Cp>17.4. Employees over 50 years of age who have served the company for more\nthan 15 years.\u003C\u002Fp>\n\n\u003Cp>17.5. The Management shall prepare a list of employees to be retrenched and\ndiscuss with the Union field branch before implementation of the exercise.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.0.0 REDUNDANCY TERMINAL BENEFITS\u003C\u002Fh3>\n\n\u003Cp>The company shall pay the following;\u003C\u002Fp>\n\n\u003Cp>18.2.0 One month notice to the employee or payment of one month salary in\nlieu thereof.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>18.3.0 One month basic salary for each year of service as a compensation for\nunexpected loss of employment to a maximum of 12 months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>18.4.0 Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>18.5.0 Travel meal allowance per employee plus spouse and maximum of 4\ndependants at the ruling rate.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19.0.0 BURIAL ASSISTANCE\u003C\u002Fh3>\n\n\u003Cp>19.1. DEATH OF AN EMPLOYEE \u002FSPOUSE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>19.1.1 The company shall provide a coffin or money equivalent depending upon\nthe wishes of the bereaved spouse in case he died out of the employer’s\nreach.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cp>19.1.2 During the funeral, the company shall provide transport and give\n200,000\u002F= to the bereaved family as a special condolence, and 200,000\u002F= for\nfood from the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>19.1.3 The Company shall provide transport to the burial place of domicile\nor permanent dwelling place as may be advised by the family.\u003C\u002Fp>\n\n\u003Cp>19.2. DEATH BENEFITS\u003C\u002Fp>\n\n\u003Cp>Beneficiaries of an employee who dies shall be entittled to terminal\nbenefits as stipulated in 15.0.0 above.\u003C\u002Fp>\n\n\u003Cp>15.1.2 Payment of any leave days accrued\u003C\u002Fp>\n\n\u003Cp>15.1.3 Any salary due to the day of death\u003C\u002Fp>\n\n\u003Cp>15.1.4 Facilitation, assistance of social security fund [NSSF] and other\nPension scheme’s benefit payments in accordance with the prevailing Laws.\u003C\u002Fp>\n\n\u003Cp>19.1.4 Transportation of personal goods of the next of kin to place of\ndomicile\u003C\u002Fp>\n\n\u003Cp>19.2.0 DEATH OF NEXT OF KIN\u003C\u002Fp>\n\n\u003Cp>19.3. Next of kin means employee’s own or legally adopted children 18\nyears old and under 20 years old for children in formal school. The employer\nshall:-\u003C\u002Fp>\n\n\u003Cp>19.3.1 Provide coffin or cash equivalent.\u003C\u002Fp>\n\n\u003Cp>19.3.2 Provide transport and give to the bereaved employee Sh. 200,000\u002F= as\na special Company Condolence, and 200,000\u002F = for food.\u003C\u002Fp>\n\n\u003Cp>19.3.3 Pay transport costs to the burial place of domicile or parmanent\ndwelling place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20.0.0 COMPULSORY RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>20.1. The compulsory retirement age is 60 years\u003C\u002Fp>\n\n\u003Cp>20.2. Management will do computation of golden handshake for each employee\nappointed on permanent and pensionable basis comprised of two (2) months\nsalarly for each year of service to the maximum of 30 months until the date of\nexpiry of the old Collective Bargaining Agreement namely 28th April 2013. This\namount shall be paid to an employee on retirement. Provided that, for the time\nbeing, Management shall issue letters to such employees summarising their\nrespective entitlements in so far as golden handshake is involved.\u003C\u002Fp>\n\n\u003Cp>20.3. Other benefits shall be as per clause 15.0.0 exept on severence\nallowance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21.0.0 EARLY RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>21.1. Where an employee has served the company for at least 10 years and he\nis 55 years of age , he\u002Fshe may apply for Early Retirement.\u003C\u002Fp>\n\n\u003Cp>21.2. The employee shall give 3 months notice to the employer.\u003C\u002Fp>\n\n\u003Cp>21.3. Shall be paid salary and leave days accrued to the day of\nretirement.\u003C\u002Fp>\n\n\u003Cp>21.4. The company shall facilitate or assist payment of social Security Fund\n(NSSF) and other Pension Scheme’s benefits.\u003C\u002Fp>\n\n\u003Cp>21.5. Repartiation allowance.\u003C\u002Fp>\n\n\u003Cp>21.6. Golden handshake shall be dealt for as par clause 20.2.0.\u003C\u002Fp>\n\n\u003Cp>21.7. Severance pay shall be as per the Employment and Labour Relations Act,\n2004, section 42.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22.0.0 TERMINATION OF SERVICE ON MEDICAL GROUNDS\u003C\u002Fh3>\n\n\u003Cp>22.1. This is a discontinuation of service as a result of ill health,\nphysical, mental or mental incapacitation as approved by a recognised Medical\nBoard \u002F Government recognised Hospital. The employer may seek another opinion\nfrom another doctor or medical institution.\u003C\u002Fp>\n\n\u003Cp>22.2. Termination shall be as per provisions of the Employment and Labour\nRelations Act of 2004.\u003C\u002Fp>\n\n\u003Cp>22.2.1 Golden handshake shall be dealt for as par clause 20.2.0.\u003C\u002Fp>\n\n\u003Cp>22.4.0 Other benefits as stated in Clause 15.0.0 above exept 15.1.7\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23.0.0 SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>23.1.0 Sick leave shall be computed separately for each year and shall not\nbe cumulative but shall be treated separately each year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>23.1.2 Sick leave shall be 3 months on full salary pay thereafter shall be 3\nmonths on half salary pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>23.1.3 When an employee exhausts the sick leave and sickness continues, his\nservices may be terminated on medical grounds and be entittled to payments of\nterminal benefits as stipulated in clause 22.0.0 above.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24.0.0 LEAVE ENTITTLEMENTS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>24.1. LEAVE ACCRUAL\u003C\u002Fp>\n\n\u003Cp>24.1.1 All employees within Grades:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>3-5 shall be entittled to 24 working days 6-8 shall be entottled to 22\nworking days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>24.1.2 No leave shall be accumulated for more than 1 year, unless at the\nrequest and agreement of the employer and employee.\u003C\u002Fp>\n\n\u003Cp>24.1.3 Any employee who proceeds on leave shall be paid his salary in\nadvance only if the pay falls during the leave period.\u003C\u002Fp>\n\n\u003Cp>24.1.4 If an employee wishes to go on leave he shall make an application on\nthe prescribed form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.2. LEAVE TRAVEL\u003C\u002Fp>\n\n\u003Cp>24.2.1 Annual leave may be granted on application. The Company\u003C\u002Fp>\n\n\u003Cp>shall bear travel costs as listed below:-\u003C\u002Fp>\n\n\u003Cp>24.2.2 The employee proceeding on leave shall be entittled to;\u003C\u002Fp>\n\n\u003Cp>(i) Grades 5-8 shall be paid Tshs.250,000\u002F =\u003C\u002Fp>\n\n\u003Cp>(ii) Grades 3-4 shall be paid Tshs 270,000\u002F =\u003C\u002Fp>\n\n\u003Cp>(iii) Grade 1-2 shall be paid Tshs 270,000\u002F =\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.3. MATERNITY \u002F PARTENITY LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>24.3.1 Female employees who are employed on permanent contract shall be\nentittled to 90 calender days maternity leave on full\u003C\u002Fp>\n\n\u003Cp>pay once in every three years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>24.3.2 In case of illness which arises out of pregnancy and results in a\nfemale employee being temporarily incapable of performing her duties, such an\nemployee shall be entittled to sick leave in accordance with the provisions of\nthis agreement and recommendation of the doctor.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>24.3.3 Female employees will be allowed two (2) hours for breast feeding for\nsix months after maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>24.3.4 Male employees shall be entittled to paternity leave of (3) working\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>24.4. COMPASSIONATE LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>An employee shall be entitled to 5 working days leave, which is not deducted\nfrom annual leave. Compassionate leave shall be granted upon death of spouse,\nfather\u002Fmother, direct brother\u002Fsister and direct dependant. In case of spouse,\ncompassionate leave shall be 10 days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25.0.0 MEDICAL SERVICES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>25.1.1 The Company shall bear medical costs at Fee Paying Wards and or\nClinics to all employees, their spouses and own \u002F legally adopted Children up\nto a maximum of 4 children of not more than 18 years old as per company medical\nscheme which may be revised from time to time. Except for children above 18\nyears who are dependants to their parents for reasons of pursuing school up to\nadvanced level, introduction letter and identity from school should be provided\nto management for approval.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>25.2. An employee referred to a distant hospital which is out of his oi her\nplace of work or stay shall be provided with transport to and from the\nhospital.\u003C\u002Fp>\n\n\u003Cp>25.3. Except where it is expressly provided for otherwise in this clause,\nall matters partaing to medical services shall be handled as per the\nCompany’s Medical Aid Scheme.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26.0.0 ACCIDENTS, COMPENSATION AND DEATH BENEFITS\u003C\u002Fh3>\n\n\u003Cp>26.1. Coverage and Policy - As per MCC Limited Insurance Policy on Group\nWorkman’s compensation.\u003C\u002Fp>\n\n\u003Cp>26.2. All accidents encountered at any time shall be reported immediately,\nprovided that those occuring at work place shall be reported first tc the\nemployer and those occuring at different place during executing of official\nduty shall be reported to the police or other authority nearby.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27.0.0 LOANS, TYPES ELIGIBILITY AND REPAYMENT\u003C\u002Fh3>\n\n\u003Cp>27.1.0 The company may provide loans to permanent staff after considering\nthe financial position of the company and the ability of the employee to repay\nthe loan amount despite all these, emergency cases shall be given first\npriority. Type of loans that may be accessed:\u003C\u002Fp>\n\n\u003Cp>27.1.1 Motor vehicle repayment period1 year\u003C\u002Fp>\n\n\u003Cp>27.1.2 Study repayment period1 year Furniture repayment period1 year\nBuilding Material repayment period1 year\u003C\u002Fp>\n\n\u003Cp>27.2. The Company may certify employment status of all employees who wish to\nobtain loans from lending institution\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28.0.0PROTECTIVE CLOTHING\u002F UNIFORMS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>28.1. Management shall provide suitable or appropriate clothing to relevant\nemployees two pairs to each employee every year provided the company has the\nability to provide.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29.0.0 LONG SERVICE AWARD\u003C\u002Fh3>\n\n\u003Cp>Both parties i.e Management and Union agreed to eliminate this clause and to\nbe reviwed when the situation improves.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30.0.0 BEST WORKERS AWARDS\u003C\u002Fh3>\n\n\u003Cp>30.1. There shall be a system of selecting and awarding the best workers\nannually as may be set up and decided by Management.\u003C\u002Fp>\n\n\u003Cp>30.2. The management and Union at branch level shall determine on best\nworkers. One best worker from each branch shall be awarded not less than Tshs.\n1,000,000\u002F =\u003C\u002Fp>\n\n\u003Cp>30.3. The best workers shall be awarded at May Day Celebrations.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31.0.0 STAFF TRAINING \u002F DEVELOPMENT AND JOB APPROPRIATION \u002F SUCCESSION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>31.1. This will be in line with the Treaty between the Government of Malawi\nand Tanzania regarding the MCCL facility.\u003C\u002Fp>\n\n\u003Cp>31.2. In order to improve efficiency of company operations, it is important\nfor the company to adress issues of staff training and development.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>31.3. In order to succeed 31.2.0 above the Company shall in its annual\nbudget set apart some funds for trainings and development of staff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>31.4. Employee attending part time proffessional courses approved by the\nCompany shall be refunded their fees upon successful completion and provision\nof evidence.\u003C\u002Fp>\n\n\u003Cp>31.5.1 The management may consider his\u002Fher promotion or salary adjustment\nupon presentation of certificate provided there is a vacancy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32.0.0 COMPANY DAY\u003C\u002Fh3>\n\n\u003Cp>There may be a Company day (once in a year) at the end of the month of\nDecember by which the employee shall have a get together party for\nfamilialization and strengthen good relations. This day shall be organised by\nthe Management in collaboration with the Union field branches.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>33.0.0 CERTIFICATE OF SERVICE AND RECORD REQUIRED\u003C\u002Fh3>\n\n\u003Cp>33.1.0 On termination of service, employees shall be issued with a\ncertificate with the following information stated:\u003C\u002Fp>\n\n\u003Cp>33.1.1 Name of Employer\u003C\u002Fp>\n\n\u003Cp>33.1.2 Name of Employee\u003C\u002Fp>\n\n\u003Cp>33.1.3 Nature of Duty\u003C\u002Fp>\n\n\u003Cp>33.1.4 Date of Engagement and Termination.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>34.0.0 GRIEVANCE SETTLEMENT AND PROCEDURES\u003C\u002Fh3>\n\n\u003Cp>34.1. Where either party to this agreement is not in agreement with an\naction by the other on matters of concern to Industrial Relations in the\nprovisions of this Agreement, the party so dissatisfied shall seek the\nassistance of the Commission for Mediation and Arbitration or Labour Court.\u003C\u002Fp>\n\n\u003Cp>34.1.1 However, before a party takes the action discussed under the\npreceeding paragraph, it shall give notice to the other of the intention to do\nso. This notice shall not be less than 21 days and shall give abrief\nexplanation on the grounds of discontent.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>35.0.0 AMENDMENT AND PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>35.1. Any clause and or provision within this agreement may be amended or\nmodified at the request of either party, provided always that the party so\nseekingamendment shall give written notice of not less than three months to the\nother of the intention to do so and that such amendment shall be mutually\ndiscussed and agreed by the parties.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>36.0.0 ALTERING OF THE COLLECTIVE BARGAINING\u003C\u002Fh3>\n\n\u003Cp>Any party that will find that any clause of this Collective Bargaining is\naltered shall seek to call a General Mediation Meeting between the management\nand the Union to discuss the same.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>37.0.0 EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>37.1.0 This Agreement comes into force on the date of signing and shall run\nfor three years.\u003C\u002Fp>\n\n\u003Cp>37.2.0 Notwithstanding paragraph 34.1.0 (36.1.0) this Agreement shall stand\neffective untill replaced by another.\u003C\u002Fp>\n\n\u003Cp>37.3.0 Parties undertake to effect negotiation on a new Agreement three\nmonths before the expiry of the other.\u003C\u002Fp>\n\n\u003Cp>37.4.0 Inwitness of the Parties hereto have set their hands in Dar es Salaam\non 28 July 2014 in the presence of subscribing witnesses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF MCCL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PASCAL CHIKAONDA (GENERAL MANAGER)\u003C\u002Fp>\n\n\u003Cp>PATRICK JERE (OPERATIONS MANAGER)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND BEHALF OF COTWU (T)\u003C\u002Fp>\n\n\u003Cp>BUHARI R SEMVUA (DEPUTY SECRETARY GENERAL)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BEFORE ME: COMMISSIONER OF OATHS\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"hourspday_select":44,"paidmaternityleaveduration":48,"overtimeallowanceperc1_general":52,"maternity_nursing_breaks_length":56,"maternity_nursing_breaks_duration":60,"dayspweek":62,"hourspweek_select":65,"nursingmothers":67,"hourspday":69,"funeralpay":71,"trainingfund":75,"maxsicknesspayperc":79,"OVERTIME_trigger":83,"holidaysdays":87,"healthcareaccess":91,"funeralpaytype":95,"COMMUTE_trigger":99,"SUNDAY_trigger":103,"sicknessmaxdays":107,"sundayallowancetype":109,"protectiveclothing":111,"healthandsafetypolicy":115,"hourspweek":117,"sicknesspay":119,"dayspweek_select":123,"SCHEDULE_trigger":125,"paidpaternityleave":127,"schedulesrestpw":131,"sicknessmaxdaysnr":133,"overtimeallowancetype_general":135,"healthcareaccessrelatives":138,"funeralpayamount":140,"sundayallowanceperc1":142,"contractseverancepay1":146,"PAIDLEAV_trigger":150,"deathrelativesleave":154,"trainingprogrammes":158,"paidmaternityleave":162,"contractseverancepay":164,"jobsecuritymothers":166,"paidpaternityleaveduration":168,"deathrelatives":170},{"bindId":45,"name":46,"text":47},"hourspday_select","7.1. Employees shall work for five days ","7.1. Employees shall work for five days in a week with a total of forty\nworking hours. Saturdays, Sundays and Public holidays shall be treated as rest\ndays\n\n7.2. Work shall commence at 8.00 hours to 17.00 hours and lunch break shall\nbe between 13.00 and 14.00 hours.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","24.3.1 Female employees who are employed","24.3.1 Female employees who are employed on permanent contract shall be\nentittled to 90 calender days maternity leave on full\n\npay once in every three years.",{"bindId":53,"name":54,"text":55},"overtimeallowanceperc1_general","Extra hours worked during ordinary days ","Extra hours worked during ordinary days shall be paid at time and half. i.e.\nnormal rate plus 50%",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_length","24.3.3 Female employees will be allowed ","24.3.3 Female employees will be allowed two (2) hours for breast feeding for\nsix months after maternity leave.",{"bindId":61,"name":58,"text":59},"maternity_nursing_breaks_duration",{"bindId":63,"name":46,"text":64},"dayspweek","7.1. Employees shall work for five days in a week with a total of forty\nworking hours. Saturdays, Sundays and Public holidays shall be treated as rest\ndays",{"bindId":66,"name":46,"text":64},"hourspweek_select",{"bindId":68,"name":58,"text":59},"nursingmothers",{"bindId":70,"name":46,"text":47},"hourspday",{"bindId":72,"name":73,"text":74},"funeralpay","19.1.1 The company shall provide a coffi","19.1.1 The company shall provide a coffin or money equivalent depending upon\nthe wishes of the bereaved spouse in case he died out of the employer’s\nreach.\n\n19.1.2 During the funeral, the company shall provide transport and give\n200,000\u002F= to the bereaved family as a special condolence, and 200,000\u002F= for\nfood from the Company.\n\n19.1.3 The Company shall provide transport to the burial place of domicile\nor permanent dwelling place as may be advised by the family.\n\n19.2. DEATH BENEFITS\n\nBeneficiaries of an employee who dies shall be entittled to terminal\nbenefits as stipulated in 15.0.0 above.\n\n15.1.2 Payment of any leave days accrued\n\n15.1.3 Any salary due to the day of death\n\n15.1.4 Facilitation, assistance of social security fund [NSSF] and other\nPension scheme’s benefit payments in accordance with the prevailing Laws.\n\n19.1.4 Transportation of personal goods of the next of kin to place of\ndomicile\n\n19.2.0 DEATH OF NEXT OF KIN\n\n19.3. Next of kin means employee’s own or legally adopted children 18\nyears old and under 20 years old for children in formal school. The employer\nshall:-\n\n19.3.1 Provide coffin or cash equivalent.\n\n19.3.2 Provide transport and give to the bereaved employee Sh. 200,000\u002F= as\na special Company Condolence, and 200,000\u002F = for food.\n\n19.3.3 Pay transport costs to the burial place of domicile or parmanent\ndwelling place.",{"bindId":76,"name":77,"text":78},"trainingfund","31.3. In order to succeed 31.2.0 above t","31.3. In order to succeed 31.2.0 above the Company shall in its annual\nbudget set apart some funds for trainings and development of staff.",{"bindId":80,"name":81,"text":82},"maxsicknesspayperc","23.1.2 Sick leave shall be 3 months on f","23.1.2 Sick leave shall be 3 months on full salary pay thereafter shall be 3\nmonths on half salary pay.",{"bindId":84,"name":85,"text":86},"OVERTIME_trigger","10.1.0 Overtime payment is compensation ","10.1.0 Overtime payment is compensation to workers for work done beyond\nnormal working hours. The same shall be computed as follows\n\n10.2.0 ORDINARY OVERTIME\n\nExtra hours worked during ordinary days shall be paid at time and half. i.e.\nnormal rate plus 50%\n\n10.3.0 DOUBLE OVERTIME\n\nAll hours on a Public Holiday, Saturday, Sunday or employee’s normal day\nof rest shall be paid at double the normal rate i.e. normal rate plus 100%.",{"bindId":88,"name":89,"text":90},"holidaysdays","3-5 shall be entittled to 24 working day","3-5 shall be entittled to 24 working days 6-8 shall be entottled to 22\nworking days",{"bindId":92,"name":93,"text":94},"healthcareaccess","25.1.1 The Company shall bear medical co","25.1.1 The Company shall bear medical costs at Fee Paying Wards and or\nClinics to all employees, their spouses and own \u002F legally adopted Children up\nto a maximum of 4 children of not more than 18 years old as per company medical\nscheme which may be revised from time to time. Except for children above 18\nyears who are dependants to their parents for reasons of pursuing school up to\nadvanced level, introduction letter and identity from school should be provided\nto management for approval.",{"bindId":96,"name":97,"text":98},"funeralpaytype","19.1.2 During the funeral, the company s","19.1.2 During the funeral, the company shall provide transport and give\n200,000\u002F= to the bereaved family as a special condolence, and 200,000\u002F= for\nfood from the Company.",{"bindId":100,"name":101,"text":102},"COMMUTE_trigger","12.2.0 TRANSPORT ALLOWANCE 12.2.1 The em","12.2.0 TRANSPORT ALLOWANCE\n\n12.2.1 The employer shall provide transport for all employees to and from\nthe work from designated places. However where there is a breakdown of the\ncompany bus, the company shall refund normal direct bus fare prevailing at that\ntime.",{"bindId":104,"name":105,"text":106},"SUNDAY_trigger","10.3.0 DOUBLE OVERTIME All hours on a Pu","10.3.0 DOUBLE OVERTIME\n\nAll hours on a Public Holiday, Saturday, Sunday or employee’s normal day\nof rest shall be paid at double the normal rate i.e. normal rate plus 100%.",{"bindId":108,"name":81,"text":82},"sicknessmaxdays",{"bindId":110,"name":105,"text":106},"sundayallowancetype",{"bindId":112,"name":113,"text":114},"protectiveclothing","28.1. Management shall provide suitable ","28.1. Management shall provide suitable or appropriate clothing to relevant\nemployees two pairs to each employee every year provided the company has the\nability to provide.",{"bindId":116,"name":113,"text":114},"healthandsafetypolicy",{"bindId":118,"name":46,"text":64},"hourspweek",{"bindId":120,"name":121,"text":122},"sicknesspay","23.1.0 Sick leave shall be computed sepa","23.1.0 Sick leave shall be computed separately for each year and shall not\nbe cumulative but shall be treated separately each year.\n\n23.1.2 Sick leave shall be 3 months on full salary pay thereafter shall be 3\nmonths on half salary pay.",{"bindId":124,"name":46,"text":47},"dayspweek_select",{"bindId":126,"name":46,"text":47},"SCHEDULE_trigger",{"bindId":128,"name":129,"text":130},"paidpaternityleave","24.3.4 Male employees shall be entittled","24.3.4 Male employees shall be entittled to paternity leave of (3) working\ndays.",{"bindId":132,"name":46,"text":64},"schedulesrestpw",{"bindId":134,"name":81,"text":82},"sicknessmaxdaysnr",{"bindId":136,"name":85,"text":137},"overtimeallowancetype_general","10.1.0 Overtime payment is compensation to workers for work done beyond\nnormal working hours. The same shall be computed as follows\n\n10.2.0 ORDINARY OVERTIME\n\nExtra hours worked during ordinary days shall be paid at time and half. i.e.\nnormal rate plus 50%",{"bindId":139,"name":93,"text":94},"healthcareaccessrelatives",{"bindId":141,"name":97,"text":98},"funeralpayamount",{"bindId":143,"name":144,"text":145},"sundayallowanceperc1","All hours on a Public Holiday, Saturday,","All hours on a Public Holiday, Saturday, Sunday or employee’s normal day\nof rest shall be paid at double the normal rate i.e. normal rate plus 100%.",{"bindId":147,"name":148,"text":149},"contractseverancepay1","18.3.0 One month basic salary for each y","18.3.0 One month basic salary for each year of service as a compensation for\nunexpected loss of employment to a maximum of 12 months.",{"bindId":151,"name":152,"text":153},"PAIDLEAV_trigger","24.1. LEAVE ACCRUAL 24.1.1 All employees","24.1. LEAVE ACCRUAL\n\n24.1.1 All employees within Grades:-\n\n3-5 shall be entittled to 24 working days 6-8 shall be entottled to 22\nworking days",{"bindId":155,"name":156,"text":157},"deathrelativesleave","An employee shall be entitled to 5 worki","An employee shall be entitled to 5 working days leave, which is not deducted\nfrom annual leave. Compassionate leave shall be granted upon death of spouse,\nfather\u002Fmother, direct brother\u002Fsister and direct dependant. In case of spouse,\ncompassionate leave shall be 10 days.",{"bindId":159,"name":160,"text":161},"trainingprogrammes","31.1. This will be in line with the Trea","31.1. This will be in line with the Treaty between the Government of Malawi\nand Tanzania regarding the MCCL facility.\n\n31.2. In order to improve efficiency of company operations, it is important\nfor the company to adress issues of staff training and development.\n\n31.3. In order to succeed 31.2.0 above the Company shall in its annual\nbudget set apart some funds for trainings and development of staff.\n\n31.4. Employee attending part time proffessional courses approved by the\nCompany shall be refunded their fees upon successful completion and provision\nof evidence.\n\n31.5.1 The management may consider his\u002Fher promotion or salary adjustment\nupon presentation of certificate provided there is a vacancy.",{"bindId":163,"name":50,"text":51},"paidmaternityleave",{"bindId":165,"name":148,"text":149},"contractseverancepay",{"bindId":167,"name":50,"text":51},"jobsecuritymothers",{"bindId":169,"name":129,"text":130},"paidpaternityleaveduration",{"bindId":171,"name":156,"text":157},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA MCC Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-07-28\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-07-27\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        MCC Limited\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                        COTWUT - Muungano wa Wafanyakazi wa Usafiri na Mawasiliano wa Tanzania\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 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: → No\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: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\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        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TZS 400000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\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            \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            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.8 weeks\n            \u003C\u002Fdiv>\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: → No\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            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \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: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[177],{"title":37,"slug":33},[179],{"type":180,"data":181},"call_to_action_body_block",{"title":182,"description":183,"variant":184,"link":185},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":182,"url":186,"description":182,"rel":187,"type":188},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[190],{"type":180,"data":191},{"title":182,"description":183,"variant":184,"link":192},{"title":182,"url":186,"description":182,"rel":187,"type":188},[]]