[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fmemorundum-of-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-lsg-sky-chefs--branch-and-the-management-of-lsg-sky-chefs":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":119,"content_type_view":120,"extra_breadcrumbs":121,"body":123,"body_blocks":134,"related_pages":138},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":117,"translations":118},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"memorundum-of-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-lsg-sky-chefs--branch-and-the-management-of-lsg-sky-chefs","8f55b258-f4e6-11e2-981a-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fmemorundum-of-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-lsg-sky-chefs--branch-and-the-management-of-lsg-sky-chefs\u002Fmemorundum-of-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-lsg-sky-chefs--branch-and-the-management-of-lsg-sky-chefs\u002F","Memorundum of Agreement Between Conservation, Hotel, Domestic And Allied Workers Union (Chodawu) and LSG Sky Chefs- Branch And The Management Of LSG Sky Chefs - 2012","TZA LSG Sky Chefs - 2012","Tanzania - TZA LSG Sky Chefs - 2012","TZA LSG Sky Chefs - 2012 - Hospitality, catering, tourism",{"name":41,"data":42},"CBA - SKY CHEF.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>MEMORUNDUM OF AGREEMENT BETWEEN CONSERVATION, HOTEL, DOMESTIC AND ALLIED\nWORKERS UNION (CHODAWU) LSG SKY CHEFS- BRANCH AND THE MANAGEMENT OF LSG SKY\nCHEFS\u003C\u002Fh1>\n\n\u003Ch3>1. INTRODUCTION:\u003C\u002Fh3>\n\n\u003Cp>We the conservation, Hotel, Domestic, Social Services and Consultancy\nWorkers Union,(CHODAWU) referred to hereinafter as “the Union” and the\nmanagement of LSG Sky Chefs referred to hereinafter as “the employer”,\ncertify by words and signatures that we have willingly agreed on the following\nin this collective bargaining contract:\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. RECOGNITION:\u003C\u002Fh3>\n\n\u003Cp>2.1 The management recognizes CHODAWU, (the union) as the workplace\nrepresentatives, representing the entire staff of LSG Sky Chefs LTD\u003C\u002Fp>\n\n\u003Cp>2.2 CHODAWU on the other hand, recognizes LSG Sky Chefs as the only employer\nwho has the authority to employ, instruct and lead all employee’s of LSG Sky\nChefs.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. COVERAGE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>3.1 This contract covers all Union members and is extended to non members,\nemployed by LSG Sky Chefs LTD.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.2 This contract does not cover the employees who are employed as,\ntemporary contract, senior management and Middle management employees. These\n(Members of Senior and Middle Management) can be Members and contribute to the\nUnion, but shall not be part of the bargaining unit. This clause remains valid\npending discussion with the members of middle management. After the discussion\nand agreement, the addendum clause will be added.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. EFFECTIVE DATE AND DURABILITY OF THIS CONTRACT:\u003C\u002Fh3>\n\n\u003Cp>4.1 Both Parties agree that this contract starts effective 01 April 2012,\nand will last up to 31 March 2014. Any party that wishes to change any of the\ncontents of this contract must give the counter part one month prior notice and\nthe reasoning behind. The proposed change(s) will be subject to discussion\nbetween the Parties to this contract.\u003C\u002Fp>\n\n\u003Cp>4.2 These changes will be amended upon renewal of this contract.\u003C\u002Fp>\n\n\u003Cp>4.3 The contract will expire upon substitution by new contract properly\nsigned by both parties and registered by the Labour court, otherwise it will be\nrespected.\u003C\u002Fp>\n\n\u003Cp>4.4 It was agreed that all future contracts will start from the 01 April of\nany given year.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. EMPLOYMENT STATUS:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>5.1 Employees of LSG Sky Chefs will be paid on permanent or fixed term\ncontract basis after the probation period. An employee will be on probation for\nthree months before permanent or fixed term employment contract.\u003C\u002Fp>\n\n\u003Cp>5.2 Temporary employment shall not last more than three months of employment\nand should only be for emergency situations. Those on fixed term contract,\nhired for specific assignment requiring special skills are not subject to this\nprovision. The duration and end of their assignment depends on the pre-agreed\ncommencement and expiry dates.\u003C\u002Fp>\n\n\u003Cp>5.3 Staff that are promoted will be on a probationary period for three\nmonths. On completion of the probationary period the promoted staff will be\nevaluated by Management and if successful they will be entitled to a salary\nreview. If the promoted person does not successfully complete the probationary\nperiod, then he\u002Fshe will be reinstated back to his\u002Fher previous position.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>6.1 When an employee is required to temporarily act in a position different\nto his job description, an acting allowance will be payable as per Managements\ndiscretion, provided that the Employee takes total responsibility for the post\nover a period of not less than ten (10) days. This arrangement should be agreed\nupon in writing between the Employer and Employee in advance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. TERMINATION\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>7.1 In any event of termination, the following should be considered:\u003C\u002Fp>\n\n\u003Cp>Time in employment: Termination Notice: Payment in Lieu of notice\u003C\u002Fp>\n\n\u003Cp>Six month and above Two month Two month\u003C\u002Fp>\n\n\u003Cp>7.2 Terminated staff will be entitled to receive the following benefits:\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\u003C\u002Fp>\n\n\u003Cp>b. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age provided they are still at school, recognized by\nthe employer, to the domicile.\u003C\u002Fp>\n\n\u003Cp>c. Transport of belongings not more than five tons.\u003C\u002Fp>\n\n\u003Cp>d. Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Cp>7.3 An employee wishes to stop his \u002F her employment will follow the terms as\nper CAP 7.1 of this contract.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. RETRENCHMENT\u003C\u002Fh3>\n\n\u003Cp>8.1Both sides agree on punctuality and responsibility of restricting\nexisting workforce to retrenchments.\u003C\u002Fp>\n\n\u003Cp>8.2 Retrenchment should take place after the management of LSG Sky Chefs\nconsults the CHODAWU branch and regional level for solution other than\nretrenchment.\u003C\u002Fp>\n\n\u003Cp>8.3 If the solution as in CAP 8.2 fails, the FILO system (first in last out)\nshall be applied.\u003C\u002Fp>\n\n\u003Cp>8.4 Retrenched employees shall receive first preference should a position\nbecome vacant within the first six months of retrenchment.\u003C\u002Fp>\n\n\u003Cp>8.5 The retrenched employees will be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\u003C\u002Fp>\n\n\u003Cp>b.Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age provided they are still at school, recognized by\nthe employer, to the domicile.\u003C\u002Fp>\n\n\u003Cp>c.Transport of belongings not more than five tons.\u003C\u002Fp>\n\n\u003Cp>d.Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. SALARY AND SALARY INCREMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>Both Parties have agreed on 40% increment over the next two years. Following\nthis agreement the minimum wages will be as follows:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1 For new employees and those on probation, the salaries will be as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic salary: Tanzania Shillings 400,000.00\u003C\u002Fp>\n\n\u003Cp>Housing allowance: Tanzania shillings 20,000.00\u003C\u002Fp>\n\n\u003Cp>Transport allowance: Tanzania shillings 10,000.00\u003C\u002Fp>\n\n\u003Cp>Total: Tanzania shillings 430,000.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2 Minimum salary for all staffs (after probation) will be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic salary:Tanzania Shillings 570,000.00\u003C\u002Fp>\n\n\u003Cp>Housing allowance: Tanzania shillings 30,000.00\u003C\u002Fp>\n\n\u003Cp>Transport allowance: Tanzania shillings 10,000.00\u003C\u002Fp>\n\n\u003Cp>Total: Tanzania shillings 602,000.00\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3 Salaries for all other employees will be upgraded based on such factors\nas: positions held in the organization, number of years in service, performance\nrating and qualification. Therefore, the exact percentage increase for each\nStaff will depend on the above factors.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>9.4 Salary increase will be once in two years time and will commence on the\n1 April of each year\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9.5 All future increments will depend on the employer’s business\nperformance and Country’s economic performance, e.g. inflationary rates.\nShould the official inflation of April 2013 be above 18%, Management undertakes\nto do a salary adjustment to counter the effect of this (ie. If the inflation\nrate will be 21%, the management will give a difference of 3% on the 01 April,\n2013. If the inflation rate will be below 18%, no increase will be given on the\n01 April, 2013.\u003C\u002Fp>\n\n\u003Cp>9.6 Bonus may be paid to employees based on company’s business and\nindividual performance at the end of each year after management and union\nconsultation.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Ch3>10.WORKING TIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>10.1 LSGSkyChefs operation has seven working days per week. Working hours\nper week is forty hours only. It was agreed that Management should implement\nthis without increasing the current manpower structure. Holidays and public\nholidays recognized by the government will be off days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>10.2 Extra time exceeding forty hours per week will be compensated with\nequal time off or payments depending on agreement between employee and\nSupervisor. Payments will be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>Working days: x 1.5 salary per one hour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Holiday as per CAP 10.1 in this contractx 2 per one hour salary.\u003C\u002Fp>\n\n\u003Cp>The law restrictions will be applicable in terms of excessive overtime.\u003C\u002Fp>\n\n\u003Cp>10.1 Both sides agree to create strategies for the good result of the\ncompany LSG Sky Chefs and give training to the employees on economical strategy\nand their responsibility to boost the company’s income.\u003C\u002Fp>\n\n\u003Cp>10.2 We agree that competent staff can create goals on implementation and\ncome up with acceptable business plans.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>10.3 Night Work Allowance: An Employee shall be paid 25% of his\u002Fher per\nhourly wage for each hour worked at night between 20h00 and 06h00.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.RETIREMENET\u003C\u002Fh3>\n\n\u003Cp>We agree that the retirement age will be sixty years (60). An Employee who\nhas been diagnosed unfit for work by the Company Physician recognized by the\nGovernment will be categorized as being terminally ill and therefore will\nqualify for Early Retirement\u003C\u002Fp>\n\n\u003Cp>An employee ready for retirement has the right to receive six months notice\nin writing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>12.GRATUITY\u003C\u002Fh3>\n\n\u003Cp>12.1 An employee retiring according to CAP 11.0. will be paid thirty percent\n(30%) of His\u002F Her annual salary of his\u002Fher retiring year in service.\u003C\u002Fp>\n\n\u003Cp>12.2 Retired staff will be paid all his statutory terminal benefits together\nwith transport as outlined here below:\u003C\u002Fp>\n\n\u003Cp>a. One month salary for every completed year in service.\u003C\u002Fp>\n\n\u003Cp>b. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age recognized by the employer, provided they are\nschool going, to the domicile.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>ANMEXURE 1\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Curr Min\u003C\u002Ftd>\n      \u003Ctd>Less than 5 Yrs\n\n        \u003Cp>(Entry or Min level)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>From 5 Yrs but Less than 10 Yrs\u003C\u002Ftd>\n      \u003Ctd>From 10 Yrs but Less than 15 Yrs\u003C\u002Ftd>\n      \u003Ctd>From 15 Yrs but less than 20 years\u003C\u002Ftd>\n      \u003Ctd>20 years +\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Sous Chefs, Trained Technicians,\n\n        \u003Cp>Specification and Prodn Admin\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>600,000.00\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>840,000.00\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>889,910.00\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>939,820.00\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,008,910.00\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,078,000.00\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jnr. Sous Chef\u003C\u002Ftd>\n      \u003Ctd>570,000.00\u003C\u002Ftd>\n      \u003Ctd>798,000.00\u003C\u002Ftd>\n      \u003Ctd>848,330.00\u003C\u002Ftd>\n      \u003Ctd>898,660.00\u003C\u002Ftd>\n      \u003Ctd>967,330.00\u003C\u002Ftd>\n      \u003Ctd>1,036,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Snr.Supervisors (Incl. snr. Chef D'partes\u003C\u002Ftd>\n      \u003Ctd>550,000.00\u003C\u002Ftd>\n      \u003Ctd>770,000.00\u003C\u002Ftd>\n      \u003Ctd>820,610.00\u003C\u002Ftd>\n      \u003Ctd>^71,220.00\u003C\u002Ftd>\n      \u003Ctd>939,610.00\u003C\u002Ftd>\n      \u003Ctd>1,008,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Supervisors (Incl. Chef De Partes), store kprs(Snr), Bond\n        Assistants,Hygiene \u003C\u002Ftd>\n      \u003Ctd>500,000.00\u003C\u002Ftd>\n      \u003Ctd>700,000.00\u003C\u002Ftd>\n      \u003Ctd>751,310.00\u003C\u002Ftd>\n      \u003Ctd>802,620.00\u003C\u002Ftd>\n      \u003Ctd>870,310.00\u003C\u002Ftd>\n      \u003Ctd>938,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Senior Catering\u002FPastry\u002FTray Set Ast, Snr Steward, Snr.Drivers.\u003C\u002Ftd>\n      \u003Ctd>460,000.00\u003C\u002Ftd>\n      \u003Ctd>644,000.00\u003C\u002Ftd>\n      \u003Ctd>692,440.00\u003C\u002Ftd>\n      \u003Ctd>740,880.00\u003C\u002Ftd>\n      \u003Ctd>804,440.00\u003C\u002Ftd>\n      \u003Ctd>868,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Catering\u002FPastry\u002FTray Set Ast\u002FDriver\u002FSteward\u002FEquipment\n        Packer\u002FGardener,Aircraft loaders,store keeper\u003C\u002Ftd>\n      \u003Ctd>430,000.00\u003C\u002Ftd>\n      \u003Ctd>602,000.00\u003C\u002Ftd>\n      \u003Ctd>644,000.00\u003C\u002Ftd>\n      \u003Ctd>686,000.00\u003C\u002Ftd>\n      \u003Ctd>742,000.00\u003C\u002Ftd>\n      \u003Ctd>798,000.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>JOB TITLES\u002F CATEGORIES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IMPLEMENTED EVERY TWO YEARS ON THE 01 APRIL\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fmemorundum-of-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-lsg-sky-chefs--branch-and-the-management-of-lsg-sky-chefs\u002Fmemorundum-of-agreement-between-conservation-hotel-domestic-and-allied-workers-union-chodawu-lsg-sky-chefs--branch-and-the-management-of-lsg-sky-chefs\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            ",{"lowwageamount":44,"contracttrialperiod":48,"jobclassifaction1":52,"wageincreaseperc1":56,"dayspweek":59,"hourspweek_select":63,"wageincreasetype2":65,"shiftallowanceperc1":67,"STRUCINCR_trigger":71,"pensionfund":73,"OVERTIME_trigger":77,"wageincreasedate_date":81,"shiftallowancetype":85,"overtimeallowanceperc1":87,"hourspweek":91,"contracttrial":93,"dayspweek_select":95,"NOCTPREM_trigger":97,"LOWWAGE_trigger":99,"coverunion_trigger":101,"contractseverancepay1":105,"overtimeallowancetype":109,"overtimeallowancetypeperiod":111,"wageincreasedate":113,"contractseverancepay":115},{"bindId":45,"name":46,"text":47},"lowwageamount","Both Parties have agreed on 40% incremen","Both Parties have agreed on 40% increment over the next two years. Following\nthis agreement the minimum wages will be as follows:\n\n\n\n9.1 For new employees and those on probation, the salaries will be as\nfollows:\n\n\n\nBasic salary: Tanzania Shillings 400,000.00\n\nHousing allowance: Tanzania shillings 20,000.00\n\nTransport allowance: Tanzania shillings 10,000.00\n\nTotal: Tanzania shillings 430,000.00\n\n\n\n9.2 Minimum salary for all staffs (after probation) will be as follows:\n\n\n\nBasic salary:Tanzania Shillings 570,000.00\n\nHousing allowance: Tanzania shillings 30,000.00\n\nTransport allowance: Tanzania shillings 10,000.00\n\nTotal: Tanzania shillings 602,000.00",{"bindId":49,"name":50,"text":51},"contracttrialperiod","5.1 Employees of LSG Sky Chefs will be p","5.1 Employees of LSG Sky Chefs will be paid on permanent or fixed term\ncontract basis after the probation period. An employee will be on probation for\nthree months before permanent or fixed term employment contract.\n\n5.2 Temporary employment shall not last more than three months of employment\nand should only be for emergency situations. Those on fixed term contract,\nhired for specific assignment requiring special skills are not subject to this\nprovision. The duration and end of their assignment depends on the pre-agreed\ncommencement and expiry dates.\n\n5.3 Staff that are promoted will be on a probationary period for three\nmonths. On completion of the probationary period the promoted staff will be\nevaluated by Management and if successful they will be entitled to a salary\nreview. If the promoted person does not successfully complete the probationary\nperiod, then he\u002Fshe will be reinstated back to his\u002Fher previous position.",{"bindId":53,"name":54,"text":55},"jobclassifaction1","ANMEXURE 1 Curr Min Less than 5 Yrs (Ent","ANMEXURE 1\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Curr Min\n      Less than 5 Yrs\n\n        (Entry or Min level)\n      \n      From 5 Yrs but Less than 10 Yrs\n      From 10 Yrs but Less than 15 Yrs\n      From 15 Yrs but less than 20 years\n      20 years +\n    \n    \n      Sous Chefs, Trained Technicians,\n\n        Specification and Prodn Admin\n      \n      600,000.00\n\n        \n      \n      840,000.00\n\n        \n      \n      889,910.00\n\n        \n      \n      939,820.00\n\n        \n      \n      1,008,910.00\n\n        \n      \n      1,078,000.00\n\n        \n      \n    \n    \n      Jnr. Sous Chef\n      570,000.00\n      798,000.00\n      848,330.00\n      898,660.00\n      967,330.00\n      1,036,000.00\n    \n    \n      Snr.Supervisors (Incl. snr. Chef D'partes\n      550,000.00\n      770,000.00\n      820,610.00\n      ^71,220.00\n      939,610.00\n      1,008,000.00\n    \n    \n      Supervisors (Incl. Chef De Partes), store kprs(Snr), Bond\n        Assistants,Hygiene \n      500,000.00\n      700,000.00\n      751,310.00\n      802,620.00\n      870,310.00\n      938,000.00\n    \n    \n      Senior Catering\u002FPastry\u002FTray Set Ast, Snr Steward, Snr.Drivers.\n      460,000.00\n      644,000.00\n      692,440.00\n      740,880.00\n      804,440.00\n      868,000.00\n    \n    \n      Catering\u002FPastry\u002FTray Set Ast\u002FDriver\u002FSteward\u002FEquipment\n        Packer\u002FGardener,Aircraft loaders,store keeper\n      430,000.00\n      602,000.00\n      644,000.00\n      686,000.00\n      742,000.00\n      798,000.00",{"bindId":57,"name":46,"text":58},"wageincreaseperc1","Both Parties have agreed on 40% increment over the next two years. Following\nthis agreement the minimum wages will be as follows:",{"bindId":60,"name":61,"text":62},"dayspweek","10.1 LSGSkyChefs operation has seven wor","10.1 LSGSkyChefs operation has seven working days per week. Working hours\nper week is forty hours only. It was agreed that Management should implement\nthis without increasing the current manpower structure. Holidays and public\nholidays recognized by the government will be off days.",{"bindId":64,"name":61,"text":62},"hourspweek_select",{"bindId":66,"name":46,"text":58},"wageincreasetype2",{"bindId":68,"name":69,"text":70},"shiftallowanceperc1","10.3 Night Work Allowance: An Employee s","10.3 Night Work Allowance: An Employee shall be paid 25% of his\u002Fher per\nhourly wage for each hour worked at night between 20h00 and 06h00.",{"bindId":72,"name":46,"text":58},"STRUCINCR_trigger",{"bindId":74,"name":75,"text":76},"pensionfund","12.GRATUITY 12.1 An employee retiring ac","12.GRATUITY\n\n12.1 An employee retiring according to CAP 11.0. will be paid thirty percent\n(30%) of His\u002F Her annual salary of his\u002Fher retiring year in service.\n\n12.2 Retired staff will be paid all his statutory terminal benefits together\nwith transport as outlined here below:\n\na. One month salary for every completed year in service.\n\nb. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age recognized by the employer, provided they are\nschool going, to the domicile.",{"bindId":78,"name":79,"text":80},"OVERTIME_trigger","10.WORKING TIME 10.1 LSGSkyChefs operati","10.WORKING TIME\n\n10.1 LSGSkyChefs operation has seven working days per week. Working hours\nper week is forty hours only. It was agreed that Management should implement\nthis without increasing the current manpower structure. Holidays and public\nholidays recognized by the government will be off days.\n\n10.2 Extra time exceeding forty hours per week will be compensated with\nequal time off or payments depending on agreement between employee and\nSupervisor. Payments will be calculated as follows:\n\nWorking days: x 1.5 salary per one hour.\n\nHoliday as per CAP 10.1 in this contractx 2 per one hour salary.\n\nThe law restrictions will be applicable in terms of excessive overtime.\n\n10.1 Both sides agree to create strategies for the good result of the\ncompany LSG Sky Chefs and give training to the employees on economical strategy\nand their responsibility to boost the company’s income.\n\n10.2 We agree that competent staff can create goals on implementation and\ncome up with acceptable business plans.",{"bindId":82,"name":83,"text":84},"wageincreasedate_date","9.4 Salary increase will be once in two ","9.4 Salary increase will be once in two years time and will commence on the\n1 April of each year",{"bindId":86,"name":69,"text":70},"shiftallowancetype",{"bindId":88,"name":89,"text":90},"overtimeallowanceperc1","10.2 Extra time exceeding forty hours pe","10.2 Extra time exceeding forty hours per week will be compensated with\nequal time off or payments depending on agreement between employee and\nSupervisor. Payments will be calculated as follows:\n\nWorking days: x 1.5 salary per one hour.",{"bindId":92,"name":61,"text":62},"hourspweek",{"bindId":94,"name":50,"text":51},"contracttrial",{"bindId":96,"name":61,"text":62},"dayspweek_select",{"bindId":98,"name":69,"text":70},"NOCTPREM_trigger",{"bindId":100,"name":46,"text":47},"LOWWAGE_trigger",{"bindId":102,"name":103,"text":104},"coverunion_trigger","3.1 This contract covers all Union membe","3.1 This contract covers all Union members and is extended to non members,\nemployed by LSG Sky Chefs LTD.",{"bindId":106,"name":107,"text":108},"contractseverancepay1","7.1 In any event of termination, the fol","7.1 In any event of termination, the following should be considered:\n\nTime in employment: Termination Notice: Payment in Lieu of notice\n\nSix month and above Two month Two month\n\n7.2 Terminated staff will be entitled to receive the following benefits:\n\na. One month salary for every completed year in service.\n\nb. Transport of his\u002Fher family (him\u002Fher, wife, Husband and four children\nunder twenty one years of age provided they are still at school, recognized by\nthe employer, to the domicile.\n\nc. Transport of belongings not more than five tons.\n\nd. Other statutory terminal benefits as prescribed by law.\n\n7.3 An employee wishes to stop his \u002F her employment will follow the terms as\nper CAP 7.1 of this contract.",{"bindId":110,"name":79,"text":80},"overtimeallowancetype",{"bindId":112,"name":79,"text":80},"overtimeallowancetypeperiod",{"bindId":114,"name":83,"text":84},"wageincreasedate",{"bindId":116,"name":107,"text":108},"contractseverancepay","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA LSG Sky Chefs - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-03-31\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: → 2012-04-01\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: → Other food service activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        LSG Sky Chefs\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_2\">\n\n                \n                    \n                    \u003Cdiv>\n                        Names employers: → \n                        \n                    \u003C\u002Fdiv>\n                \n            \n                \u003Cdiv id=\"display-CBA_MNCOMPA_2_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n\n        \n\n        \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: → 90 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: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 7.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 40.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 125 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[122],{"title":37,"slug":33},[124],{"type":125,"data":126},"call_to_action_body_block",{"title":127,"description":128,"variant":129,"link":130},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":127,"url":131,"description":127,"rel":132,"type":133},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[135],{"type":125,"data":136},{"title":127,"description":128,"variant":129,"link":137},{"title":127,"url":131,"description":127,"rel":132,"type":133},[]]