[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fmkataba-wa-hali-bora-kati-ya-chama-cha-wafanyakazi-wa-mashambani-na-kilimo-tanzania-tpawu-na-african-plantations-kilimanjaro-limited-apkl---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":162,"content_type_view":163,"extra_breadcrumbs":164,"body":166,"body_blocks":177,"related_pages":181},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":160,"translations":161},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"mkataba-wa-hali-bora-kati-ya-chama-cha-wafanyakazi-wa-mashambani-na-kilimo-tanzania-tpawu-na-african-plantations-kilimanjaro-limited-apkl---2014","59993f12-dfb3-11e5-be93-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fmkataba-wa-hali-bora-kati-ya-chama-cha-wafanyakazi-wa-mashambani-na-kilimo-tanzania-tpawu-na-african-plantations-kilimanjaro-limited-apkl---2014\u002Fmkataba-wa-hali-bora-kati-ya-chama-cha-wafanyakazi-wa-mashambani-na-kilimo-tanzania-tpawu-na-african-plantations-kilimanjaro-limited-apkl---2014\u002F","Mkataba Wa Hali Bora Kati Ya Chama Cha Wafanyakazi Wa Mashambani Na Kilimo Tanzania (TPAWU) Na African Plantations Kilimanjaro Limited (APKL) - 2014","TZA African Plantations Kilimanjaro Limited (APKL) - 2014","Tanzania - TZA African Plantations Kilimanjaro Limited (APKL) - 2014","TZA African Plantations Kilimanjaro Limited (APKL) - 2014 - Agriculture, forestry, fishing",{"name":41,"data":42},"TPAWU v Kilimanjaro.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MKATABA WA HALI BORA KATI YA CHAMA CHA WAFANYAKAZI WA MASHAMBANI NA KILIMO\nTANZANIA (TPAWU) NA AFRICAN PLANTATIONS KILIMANJARO LIMITED (APKL)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MKATABA WA HALI BORA KATI YA CHAMA CHA WAFANYAKAZI WA MASHAMBANI NA KILIMO\nTANZANIA (TPAWU) NA AFRICAN PLANTATIONS KILIMANJARO LIMITED (APKL)\u003C\u002Fp>\n\n\u003Ch2>I. UTANGULIZI:\u003C\u002Fh2>\n\n\u003Cp>Sisi chama cha wafanyakazi wa mashambani (TPAWU) tukiwa kama wawakilishi wa\nwafanyakazi tukijulikana kama \"UNION\" kwa upande mmoja, na African Plantation\nKilimanjaro Limited (APKL) akijulikana kama \"MWAJIRI\" kwa upande mwingine, hapa\nkwa pamoja tunathibitisha kwa maandishi na kuweka sahihi zetu, kwa kunuia\nwenyewe na kwa hiari yetu, kwamba tumekubaliana kuhusu yafuatayo Yahusuyo\nmaslahi bora zaidi ya ajira kwa wafanyakazi wote walioajiriwa.\u003C\u002Fp>\n\n\u003Ch2>2. UTAMBUZI:\u003C\u002Fh2>\n\n\u003Cp>2.1 Mwajiri anaitambua TPAWU kama sauti pekee na chombo chakufanya\nmajadiliano yahusuyo haki za wafanyakazi wote walioajiriwa na APKL kuhusu mambo\nyote yahusuyo hali bora zaidi za uajiriwa na marupurupu mengine alimradi\n\"UNION\" inawakilisha zaidi ya asilimia hamsini (50%) ya waajiriwa wote katika\nvikao vya majadiliano.\u003C\u002Fp>\n\n\u003Cp>APKL na TPAWU wanakubaliana kuhakikisha kuwa wanachama wao wote wanalindwa\nna sheria na hakutakuwepo na vitisho vya aina yoyote.\u003C\u002Fp>\n\n\u003Cp>2.3 Kuwezesha maofisa wa TPAWU au wawakilishi wao kuwasiliana na wanachama\nwa TPAWU waliopo mashambani bila kikwazo, APKL inakubali kuwa viongozi\nwatawaruhusu maofisa wa TPAWU au wawakilishi kutembelea mashamba yake ili mradi\nujio huo na malengo yake yamewekwa bayana na kutaarifiwa APKL kabla.\u003C\u002Fp>\n\n\u003Cp>2.4 TPAWU inatambua haki ya kipekee aliyonayo mwajiri ambaye ni mwanachama\nwa chama cha waajiri ya kusitisha ajira ya mwajiriwa yoyote aliyeajiriwa naye\nkwa njia za kisheria au kwa makubaliano yaliyopo.\u003C\u002Fp>\n\n\u003Cp>2.5 APKL na TPAWU kwa pamoja wanatambua lengo la kuhakikisha na kuendeleza\nufanisi wa hali ya juu katika utendaji kazi katika idara zote husika.\u003C\u002Fp>\n\n\u003Cp>a) Kufikia na kudumisha viwango vya juu vya utendaji kazi kwa idara zote za\nkampuni\u003C\u002Fp>\n\n\u003Cp>b) Kuhakikisha viwango vya juu zaidi vya utendaji kazi na uzalishaji\nkulingana na taratibu za uchumi endelevu na kushirikiana kutimiza malengo\nhayo.\u003C\u002Fp>\n\n\u003Cp>Uitishwaji mkutano katika mashamba:\u003C\u002Fp>\n\n\u003Cp>2.6.1 TPAWU itakuwa na wajibu wa kuhakikisha inapata ruhusa na vibali vya\nkuitisha mikutano ya wanachama mashambani kabla.\u003C\u002Fp>\n\n\u003Cp>2.6.2 Isipokuwa kwa hali ihusiayo dharura, na kwa vikao vihusuvyo chaguzi za\nviongozi wa matawi, ambavyo uongozi wa APKL utatoa ruhusa, endapo mwajiri\natakuwa ametaarifiwa kabla na makubaliano yakawepo, au pale ambapo sheria\nimeruhusu vinginevyo, mikutano itaitishwa wakati wa saa za kazi. \u003C\u002Fp>\n\n\u003Cp>2.6.3 Kukubalika na kuzingatiwa kwa makubaliano:\u003C\u002Fp>\n\n\u003Cp>APKL na TPAWU, kwa pamoja wanatambua faida zitokanazo na makubaliano haya na\nmengine yanayoweza kufikiwa wakati wowote na pande zote mbili, kupitia chombo\ncha majadiliano ya pamoja. Na hivyo kwa pamoja wanaamua kuwa makubaliano haya\nyatakuwa yanachapishwa na kusambazwa kwa wahusika wote. APKL imekubali itatoa\nofisi ndogo kwa ajili ya shughuli za chama (tawi) kwa kazi za chama na vikao na\nvikao vya nidhamu.\u003C\u002Fp>\n\n\u003Ch2>3. WATAKAO FAIDIKA:\u003C\u002Fh2>\n\n\u003Cp>Makubaliano haya ya pamoja yatawahusu wafanyakazi wote walioajiriwa na APKL\nisipokuwa wale wenye mkataba maalumu ya umeneja, uhasibu, utawala, maeksipati\nna wasio raia wa Tanzania.\u003C\u002Fp>\n\n\u003Ch2>4. TAREHE MKATABA KUANZA KUFANYA KAZI NA KIPINDI UTAKAPODUMU:\u003C\u002Fh2>\n\n\u003Cp>4.1 Mkataba huu utaanza kufanya kazi rasmi kuanzia tarehe 01 Januari, 2015\nna utadumu kwa muda miezi 24 na baada ya hapo kufanyiwa marekibisho.\u003C\u002Fp>\n\n\u003Cp>4.2 APKL itathamini vikao kwa namna ambavyo kampuni inaweza.\u003C\u002Fp>\n\n\u003Cp>4.3 APKL na TPAWU inakubaliana kuunda kamati ya nidhamu ya pamoja yenye\nwanakamati 18.\u003C\u002Fp>\n\n\u003Cp>4.4 Bila ya kuathiri kifungu Na. 4.1 hapo juu mkataba huu utaendelea kufanya\nkazi hadi utakaporekebishwa na mkataba mwingine.\u003C\u002Fp>\n\n\u003Ch2>5. UANACHAMAWATPAWU:\u003C\u002Fh2>\n\n\u003Cp>Tumekubaliana kuwa uanachama ni jambo la hiari na kwamba ni suala kati ya\nmtu mmoja mmoja au kikundi cha watu na TPAWU. Mfanyakazi atajiunga na TPAWU na\nkuwa mwanachama kwa kujaza fomu namba 6.\u003C\u002Fp>\n\n\u003Ch2>6. ADA\u002FMICHANGO YA TPAWU NA UWASILISHWAJI WAKE:\u003C\u002Fh2>\n\n\u003Cp>6.1 Imekubaliwa kwamba kampuni itakata ada za TPAWU asilimia mbili (2%) ya\nmshahara kwa wanachama wa TPAWU kama ada ya mwezi. Imekubaliwa kuwa kampuni\nitawezesha ukataji huo wa 2% kutoka kwa wanachama na kuwasilisha ofisi ya TPAWU\nkanda kila mwezi kwa kuandika hundi.\u003C\u002Fp>\n\n\u003Cp>6.2 Wajiriwa ambao si mwanachama wa TPAWU ambao watafaidika na mkataba huu\nwatachangia ada sawa na wanachama wa TPAWU kama ilivyoanishwa na Sheria ya\nMahusiano ya kazi Na. 6 ya mwaka 2004.\u003C\u002Fp>\n\n\u003Ch2>7. WASAA YA KAZI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>7.1 Imekubaliwa kuwa waajiriwa wote watapaswa kufanya kazi masaa arobaini na\ntano (45) kwa wiki. Siku za kawaida ni masaa nane (8) mfululizo, na jumamosi ni\nmasaa matano (5).\u003C\u002Fp>\n\n\u003Cp>7.2 Saa za kuanza kazi ni kuanzia 1.30 asubuhi na mapumziko ya chai saa 4.00\nmpaka saa 4.15 asubuhi na mlo wa mchana saa 6.00 - 6. 45 mchana na kurudi\nkazini mpaka saa 10.00 jioni na jumamosi kuanzia saa 1.30 asubuhi mpaka saa\n6.30 mchana.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>7.3 Saa za ziada (overtime) italipwa kwa watakaofanya kazi zaidi ya masaa 8\nya kazi kwa makubaliano kama ilivyo katika sheria za kazi, na italipwa mara\nmoja na nusu (1.5) ya saa ya kawaida.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>7.4 Siku za mapumziko na sikukuu zitalipwa mara mbili (2) ya viwango vya\nmalipo ya kawaida na Masaa ya ziada (overtime) italipwa mara mbili (2) ya\nmalipo ya viwango vya kawaida.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>7.5 Kampuni itamlipa mfanyakazi asilimia tano (5%) zaidi ya kiwango cha\nmshahara wake kwa kila saa alilofanya kazi usiku. Na kama ni overtime\nitaongezeka kwa asilimia tano. Masaa ya usiku m kati ya saa mbili usiku hadi\nsaa kumi na mbili asubuhi.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.6 Mwajiri atawapatia wafanyakazi chai ya rangi wakati wa saa za kazi na\nwafanyakazi watawajibika kujitafutia kitafunio.\u003C\u002Fp>\n\n\u003Cp>7.7 Mwajiri atatoa usafiri endapo mfanyakazi atapangwa kazi shamba lingine\nna muda wa kuanza kazi utachukuliwa kuanzia pale safari ilipoanza.\u003C\u002Fp>\n\n\u003Cp>7.8 Wafanyakazi watasaini kitabu cha mahudhurio (kwenye kitabu au kifaa cha\neletroniki) anapoingia na kutoka kazini.\u003C\u002Fp>\n\n\u003Ch2>8. AJIRA\u002FMUDA WA MAJARIBIO:\u003C\u002Fh2>\n\n\u003Cp>8.1 Wafanyakazi wataajiriwa na kupewa mikataba kulingana na aina ya kazi na\nsheria za kazi. Mkataba uanaweza kuwa wa kudumu, wa muda maalum, au kwa kipimo\ncha kazi.\u003C\u002Fp>\n\n\u003Cp>8.2 Wafanyakazi wote wa kazi za kitaalam, walioajiriwa kwa mkataba wa\nkudumu, watakuwa kipindi cha majaribio cha miezi sita (6). Uthibitisho wa\nkumwajiri mhusika moja kwa moja utatolewa kimaandishi kwa aliyemaliza kipindi\ncha majaribio vyema.\u003C\u002Fp>\n\n\u003Cp>8.3 Kipindi cha majaribio kwa wafanyakazi wasiohitaji taaluma maalum\nkitakuwa ni miezi mitatu (3), na baada ya hapo barua ya uthibitisho kazini\nitatolewa.\u003C\u002Fp>\n\n\u003Cp>8.4 Kipindi cha majaribio kinaweza kuongezwa na uongozi akionekana\ninafaa\u002Fhitajika, na hakitakuwa zaidi ya miezi mitatu (3), hili litatokea pale\nambapo uongozi utakuwa umeona mfanyakazi hakufanya vizuri wakati wa kipindi cha\nmajaribio. Sababu za mwendelezo huo ni lazima zitolewe kwa mfanyakazi\nhusika.\u003C\u002Fp>\n\n\u003Cp>8.5 Kipindi cha majaribio kinaweza kusitishwa na upande wowote wakati wowote\nkama mwajiriwa ameona kazi husika haimridhishi au mwajiri akiona mhusika hafai\nkuwa mwajiriwa wa wakudumu.\u003C\u002Fp>\n\n\u003Cp>8.6 Wakati wowote wa kipindi cha majaribio, mwajiri au mwajiriwa anaweza toa\ntaarifa ya kusitisha ajira kulingana na sheria za kazi zinavyo elekeza.\u003C\u002Fp>\n\n\u003Ch2>9. LIKIZOYAUZAZI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>9.1 Mfanyakazi wa kudumu wa kike, atakayekuwa mjazito, atapewa punguzo la\nkipimo cha kazi, kuanzia mimba itakapokuwa na umri wa miezi sita (6) na\nkulingana na ushauri wa daktari.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>9.2 Mfanyakazi mjamzito atakapokuwa anahudhuria kliniki iliyoidhinishwa,\natakuwa analipwa siku \u003C\u002Fp>\n\n\u003Cp>yake kana kwamba yupo kazini. Taarifa itolewe kwa meneja wa shamba kuhusu\nsiku za kliniki\u003C\u002Fp>\n\n\u003Cp>9.1 Mfanyakazi mjamzito mwajiriwa wa kudumu, akipata tatizo la ujauzito wake\nkabla hajafikisha miezi sita (6); kazi atakazopewa ziendane na ushauri au\nripoti ya daktari.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>9.2Mfanyakazi wa kudumu wa kike atakuwa na haki ya kupata likizo ya uzazi ya\nsiku tisini (90) kwa kujifungua mtoto mmoja na siku mia moja (100), kama\natakuwaamejifungua zaidi ya mtoto mmoja. Likizo ya uzazi ni mara moja kila\nbaada ya miaka 3.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>9.3 Mwanamke mjamzito atatoa taarifa kwa mwajiri mwezi mmoja (1) kabla\nkwamba anakusudia kuanza likizo ya uzazi ili ofisi iweze kuandaa malipo husika.\nBaada ya likizo mwanamke huyo ataruhusiwa likizo nyingine ya uzazi baada ya\nmiaka mitatu (3) kwa mujibu wa sheria. Baba wa mtoto (mwanamume) ambaye mkewe\namejifungua atapewa likizo ya siku nne (4) kumsaidia mkewe kwa mujibu wa\nsheria.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.4 Ikitokea mtoto kufariki katika kipindi cha likizo, likizo ya uzazi\nitasitishwa na mfanyakazi atachukua likizo yake ya kawaida ya mwaka. Mfanyakazi\nhuyo anaweza tena kupata likizo ya uzazi hata kama atapata mimba kabla ya miaka\nmitatu (3) kwisha.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>9.5 Muda wa unyonyeshaji mtoto kwa mfanyakazi wa kike aliye mzazi utakuwa ni\nmasaa mawili (2) kwa kila siku ya kazi ya kawaida, na saa moja (1) kwa siku ya\nJumamosi. Kipindi hicho kitadumu kwa mwaka mmoja (1).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>10. KUSITISHWA AJIRA:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>10.1 Pande zote mbili zinakubalina kuwa, hakuna mfanyakazi atakayeachishwa\nkazi bila sababu.\u003C\u002Fp>\n\n\u003Cp>10.2 Kama ikihitajika kumwachisha kazi mwaajiriwa, basi sheria husika\nzitafuatwa kikamilifu.\u003C\u002Fp>\n\n\u003Cp>10.3 Hakuna mfanyakazi atakayeachishwa kazi kutokana na sababu\nzifiatazo:-\u003C\u002Fp>\n\n\u003Cp>a) Kwa kuwa ni mwanachama, au mwanakamati wa chama cha wafanyakazi au\nkuchaguliwa uongozi katika ngazi ya juu ya chama au kushughulikia masuala ya\nkiofisi ya chama.\u003C\u002Fp>\n\n\u003Cp>b) Kwa kuwa ni mwanachama wa chama chochote cha siasa ndani ya Jamhuri ya\u003C\u002Fp>\n\n\u003Cp>Muungano wa Tanzania.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Kwa ajili ya rangi yake au dini yake, au kwa sababu ya mgogoro wa kidini\nambao hausababishi utendaji wa kazi kuathirika, au kwasababu za kikabila.\u003C\u002Fp>\n\n\u003Cp>10.4 Uachishwaji kazi kutokana na sababu za kiafya utazingatia sheria\nzilizopo.\u003C\u002Fp>\n\n\u003Ch2>11. LIKIZO YA MWAKA:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>11.1 Mfanyakazi wa kudumu atakuwa anapata likizo ya siku thelathini (30)\nkila mwaka. Pia atapewa posho ya likizo ya shilling elfu thelathini (30,000\u002F=)\nkila mwaka. Meneja atabandika orodha ya likizo kwenye mbao za matangazo za\nkampuni.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.2 Likizo yoyote stahili ambayo haijachukuliwa kwa wakati, na ikitokea\nmfanyakazi husika ameachishwa kazi, basi likizo hiyo italipwa kikamilifu. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.3 Mfanyakazi ataruhusiwa kuchukua hadi siku nne (4) kwa mwaka kama likizo\nyenye malipo kwa kufiwa na mwana familia wa karibu kama vile baba, mama, mke,\nmume, dada wa kuzaliwa, kaka wa kuzaliwa au mtoto wa kumzaa.\u003C\u002Fp>\n\n\u003Cp>11.4 Mfanyakazi mwanaume ambaye mke wake atakuwa amejifungua mtoto\nataruhusiwa kuchukua likizo ya siku nne (4) ndani ya siku saba (7) za\nkujifungua mkewe. Likizo hii ni kwa mara moja katika kipindi cha miaka 3.\u003C\u002Fp>\n\n\u003Ch2>12. HUDUMAZATIBA:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>12.1 Kampuni itatoa matibabu kwa wafanyakazi wa kudumu kwa hadi kiwango cha\nshilingi Elfu Sabini na Tano (Shs 75,000\u002F=) kwa mwaka. Mfanyakazi atatakiwa\nkuchukua sick sheet kwa kuhudhuria matibabu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>12.2 Mwajiri atahakikisha kuwa wafanyakazi wote wa kudumu wamesajiliwa na\nMfuko wa Taifa wa Hifadhi ya Jamii (NSSF) au mfuko mwingine ili wafanyakazi\nwapate matibabu bure toka fao la matibabu la NSSF.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>12.3 Wafanyakazi watakaokuwa wanafanyakazi katika idara nyeti, watakuwa\nwanachekiwa afya zao kama sheria za usalama na afya kazini ya mwaka 2003\ninavyosema.\u003C\u002Fp>\n\n\u003Cp>12.4 Kampuni itatoa huduma ya matibabu ya dharura kwa wafanyakazi\nwatakaougua au kuumia wakiwa kazini.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>13. UKIZO YA UGONJWA:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Mfanyakazi wa kudumu atakuwa na haki ya likizo yenye malipo kamili kwa ajili\nya ugonjwa\u002Fkuugua, ya siku 63 na likizo yenye malipo nusu ya mshahara ya siku\n63. Malipo haya yatawahusu wanaohudhuria hospitalini na kwa ushauri wa\ndaktari.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>14. MISHAHARA NA MARUPURUPU:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>14.1 Kima cha chini cha mshahara kitakuwa shillingi Laki Moja Kumi na Saba\nElfu (Tsh. 117,000\u002F=) kwa mwezi ikiwa ni ongezeko la asilimia 17%, Kima hiki\nkitaanza kulipwa tarehe 1 Januari 2015.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Kutokana na utaratibu wa kulipa mshahara kupitia benki, Kampuni itachangia\nshillingi elfu tatu (Tshs. 3,000\u002F=) kwa mwezi kama gharama ya usafiri.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Kwa wale wanaolipwa zaidi yaTsh. 117,000\u002F= kwa mwezi watapata nyongeza ya\nasilimia 10% au zaidi kuendana ufanisi wa kazi wa mfanyakazi husika.\u003C\u002Fp>\n\n\u003Cp>Endapo serikali itatangaza viwango vipya vya chini vya mishahara kisheria\nwakati mkataba huu unaendetea, APKL na TPAWU tutakaa na kujadili upya ongezeko\nla mshahara Mata vyokuwa kwa pamoja.\u003C\u002Fp>\n\n\u003Cp>Kampuni itaangalia uwezekano wa kuwa na sera ambayo itawezesha kuongeza\nmshahara kwa wafanyakazi wenye bidii na utendaji mzuri kazini kwa kufuata pia\nmiaka kazini.\u003C\u002Fp>\n\n\u003Cp>APKL na TPAWU watakaa na kujadili ongezeko la mshahara kila mwaka.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.7 Pale ambapo itawezekana kampuni itatoa mkopo kwa ajili ya kununulia\nbaiskeli kwa\u003C\u002Fp>\n\n\u003Cp>wafanyakazi wa kudumu Ili kurahisisha usafiri wa kuendea kazini. Pia kampuni\nitasaidia kwa kutoa mikopo ya ada za shule pale itakapowezekana.\u003C\u002Fp>\n\n\u003Ch2>15. KUSTAAFU:\u003C\u002Fh2>\n\n\u003Cp>15.1 Muda wa kawaida wa kustaafu utakuwa miaka 60, mfanyakazi anaweza kuamua\nkwa hiari kustaafu katika umri wa miaka 55.\u003C\u002Fp>\n\n\u003Cp>15.2 Kampuni inaweza andeleza ajira ya mstaafu kwa makubaliano naye.\u003C\u002Fp>\n\n\u003Cp>15.3 Aliyetimiza umri wa kustaafu kazi anaweza kuendelea na mkataba kama\nanakubali na mwajiri kuendelea.\u003C\u002Fp>\n\n\u003Cp>15.4 Notisi (Taarifa) ya miezi sita (6) kabla inapaswa kutolewa kimaandishi\nna mwajiri\u002Fmwajiriwa anayehitaji kustaafu.\u003C\u002Fp>\n\n\u003Cp>15.5 Malipo ya kustaafu yatakuwa na bakshishi kama ilivyo kifungu cha 16.\u003C\u002Fp>\n\n\u003Ch2>16. MALIPO YA UTUMISHI WA MUDA MREFU:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cp>Imekubaliwa kwamba mwajiri atatoa bakshishi (bonasi) ya utumishi wa muda\nmrefu kwa mfanyakazi anayestaafu kama ifuatavyo:-\u003C\u002Fp>\n\n\u003Cp>• Aliyefanya kazi miaka 10 Tsh. 172,500\u002F=\u003C\u002Fp>\n\n\u003Cp>• Aliyefanya kazi miaka hadi 15 Tsh. 258,750\u002F=\u003C\u002Fp>\n\n\u003Cp>• Aliyefanya kazi miaka 20 ni Tsh. 345,000\u002F=\u003C\u002Fp>\n\n\u003Cp>• Aliyefanya kazi hadi miaka 25 na zaidi ni Tsh. 431,250\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tanabihi (NB): Malipo haya yatakuwa yanabadilika kulingana na kushuka\nthamani ya fedha (inflation rate) ia na nana basi \u003C\u002Fp>\n\n\u003Cp>Mawasiliano\u002Fmazungumzo ya pande mbili yatazingatia pamoja na mambo mengine\nhatua mbadala, vigezo vya kuwapata wafanyakazi watakao punguzwa. Mambo ya\nkuzingatiwa wakati wa upunguzaji wa wafanyakazi pamoja na mengineyo pamoja\nna:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>. Ubora . Utendaji kazi . Taaluma\u003C\u002Fp>\n\n\u003Cp>. Miaka aliyotumikia kampuni . Umri\u003C\u002Fp>\n\n\u003Cp>. Hali ya kifamilia.\u003C\u002Fp>\n\n\u003Cp>Kwa mujibu wa sheria za kazi viongozi wa TPAWU tawi watakuwa wa mwisho\nkupunguzwa kazi kama ikilazimu, na mawasiliano na uongozi wa TPAWU sehemu au\nkanda yatafanywa kuhusu hilo.\u003C\u002Fp>\n\n\u003Ch2>18. MALIPO YA UPUNGUZWAJI KAZI.\u003C\u002Fh2>\n\n\u003Cp>Malipo ya upunguzwaji kazi yatakuwa kama ifuatavyo:-\u003C\u002Fp>\n\n\u003Cp>a) Kama yalivyoainishwa katika sheria za kazi\u003C\u002Fp>\n\n\u003Cp>b) Asilimia 5 ya mshahara wa mhusika x miezi 12 mara miaka aliyofanya\nkazi.\u003C\u002Fp>\n\n\u003Ch2>19. MOTISHA:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>19.1 Tumekubaliana na pande zote mbili kuwa, kwa ajili ya kuhamasisha\nmahudhurio kazini utendaji kazi mzuri na kufanya wafanyakazi waione kampuni ni\nyao na kujituma zaidi na utii kwa kampuni.\u003C\u002Fp>\n\n\u003Cp>29.2 Kampuni itaweka utaratibu wa kuwezesha kupatikana kwa wafanyakazi bora\nambao watakuwa wanapewa vyeti wakati wa sikukuu za mei mosi kila mwaka. Idadi\nyao itaweza kufika hadi watu kumi na wawili (12) na sio chini ya wane (4)kwa\nmwaka na watachaguliwa na menejimenti ya kampuni kwa kushirikiana na kamati\nyaTPAWU ya tawi .\u003C\u002Fp>\n\n\u003Cp>19.3 Zawadi kwa wafanyakazi bora wa kawaida kiidara\u002Fsehemu itakuwa shillingi\nLaki moja na Hamsini Elfu (Tshs. 150,000\u002F=) kwa kila mfanyakazi.\u003C\u002Fp>\n\n\u003Cp>23.4 APKL imekubali kuwachagua wafanyakazi wane (4) bora zaidi\nwatawawakilisha wengine katika sherehe za mei mosi mkoa na zawadi yao itakuwa\nshilling Laki Mbili (200,000\u002F=) kila mmoja.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21. USALAMA KATIKA KAMPUNI NA MAENEO YA KAZI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Tumekubaliana kuwa usalama katika kampuni ni jambo la umuhimu mkubwa na ni\nlazima liwe\u003C\u002Fp>\n\n\u003Cp>miongoni mwa sera za kampuni ili kuhakikisha usalama wa wafanyakazi na\nkampuni, maeneo ya makazi, wageni na mazingira kwa ujumla, \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetytraining\">\u003Cp>Tumekubaliana kuwa kampuni itaendeleza sera ya kuhakikisha inatoa mafunzo ya\nkazi na uendelezaji wafanyakazi. Hili litasaidia kuongeza stadi za kiufundi na\nutendaji bora zaidi na uzalishaji zaidi.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>22. POSHO YA KUJIKIMU SAFARINI NA WAKATI WA VIKAO:\u003C\u002Fh2>\n\n\u003Cp>Kampuni itatoa posho ya kujikimu kwa mfanyakazi atakayekuwa katika safari ya\nkikazi nje ya kampuni kama ifuatavyo:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Jiji, Manispaa na Makao makuu ya mkoa\u003C\u002Ftd>\n      \u003Ctd>40,000\u002F= (Elfu Arobaini) \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Makao makuu ya wilaya\u003C\u002Ftd>\n      \u003Ctd>30,000\u002F= (Elfu Thalathini) \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vijiji\u003C\u002Ftd>\n      \u003Ctd>20,000\u002F= (Elfu Ishirini) \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Posho ya safarini\u003C\u002Ftd>\n      \u003Ctd>10,000\u002F= (Elfu Kumi)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Wakati wa vikao muhimu kati ya kampuni na TPAWU, kampuni itakuwa inagharamia\nchai\u002Fchakula na posho ya shilling elfu tano (Tshs. 5,000\u002F=). Vikao hivi\nhavitarajiwi kuzidi vine (4) kwa mwaka.\u003C\u002Fp>\n\n\u003Ch2>23. SARE ZA KAZI\u002FVIFAA VYA KUJIKINGA:\u003C\u002Fh2>\n\n\u003Cp>23.1Kampuni itatoa kila mwaka pea moja au mbili za nguo za kazi kulingana na\nidara, sare ya kazi na vifaa vya kujikinga vinavyoendana na aina ya kazi kwa\nwafanyakazi wa kudumu.\u003C\u002Fp>\n\n\u003Cp>23.2Mfanyakazi atalazimika kutumia sare na vifaa vya kujikinga kama\natakavyoelekezwa na mwajiri. Endapo mfanyakazi atakiuka matumizi ya vifaa kinga\nhatua za kinidhamu zitachukuliwa.\u003C\u002Fp>\n\n\u003Cp>23.3Mfanyakazi atawajibika kutunza kifaa cha kujikinga na mavazi aliyopewa\nna mwajiri. Uharibifu na upotevu utalipwa na mfanyakazi.\u003C\u002Fp>\n\n\u003Cp>23.4Mwajiri atatoa mche mmoja wa sabuni kila miezi miwili kwa waliopewa\nmavazi ili kutunza usafi wake wa mavazi hayo.\u003C\u002Fp>\n\n\u003Ch2>24. VIFO NA MAZISHI:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>24.1 Pande zote mbili zimekubaliana kwamba ikitokea mfanyakazi amefariki\nakiwa kazini, au nje ya eneo la kazi au akiwa likizo madhali bado ni\nmfanyakazi, na awe amemaliza mwaka mmoja (1) au zaidi kazini kampuni\nitagharamia gharama za sanda na sanduku.\u003C\u002Fp>\n\n\u003Cp>24.2 Mwajiri atatoa Tsh. 300,000\u002F= (laki tatu) kama rambirambi ya kifo kwa\nfamilia ya waliofiwa\u002Fmarehemu.\u003C\u002Fp>\n\n\u003Cp>24.3 Mwajiri atatoa Tsh. 200,000\u002F= (laki mbili) kama rambirambi kwa\nmfanyakazi atakayefiwa na mtoto au mke\u002Fmume. Mfanyakazi atapewa likizo ya siku\nnne (4) kuhudhuria mazishi.\u003C\u002Fp>\n\n\u003Cp>24.4Kampuni itagharamia kusafirisha maiti ya mfanyakazi aliyefariki hadi\nsehemu ya mazishi pale itakapowezekana.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. MGOGORO KAZINI:\u003C\u002Fh2>\n\n\u003Cp>Migogoro yote ya kikazi kati ya mwajiri na mwajiriwa itatatuliwa kulingana\nna sheria za kazi. Hata hivyo migogoro na tofauti ambazo hazikuanishwa katika\nmakubaliano haya itabidi kwanza yashughulikiwe na TPAWU ngazi ya tawi na meneja\nwa sehemu husika kwa lengo la kufikia muafaka na kurudisha mahusiano mema. Kama\nhakuna makubaliano basi suala hilo lipelekwe ngazi ya juu inayofuata na kama\nhakuna maafikiano suala hilo litatuliwe kulingana na taratibu na sheria za kazi\nhusika.\u003C\u002Fp>\n\n\u003Ch2>26. SHERIA ZA KAZI:\u003C\u002Fh2>\n\n\u003Cp>Tumekubaliana kuwa, hakuna kipengele chochote katika mkataba huu ambacho\nkina lengo la kupingana na sheria za kazi kumhusu mwajiri, chama au mfanyakazi.\nIkibainika hivyo, basi kipengele hicho kitafutwa na marekebisho yafanywe katika\nmkataba vipengele viendane na sheria zilizopo.\u003C\u002Fp>\n\n\u003Ch2>27. MIKUTANO:\u003C\u002Fh2>\n\n\u003Cp>APKL imekubali kufanya mkutano na wafanyakazi mara mbili (2) kwa mwaka\nkuendana na sheria.\u003C\u002Fp>\n\n\u003Cp>Mbele ya mashahidi pande zote mbili zinaweka sahihi na mihuri kama\ninavyoonyesha hapa chini leo tarehe 22 Desemba 2014.\u003C\u002Fp>\n\n\u003Cp>Kwa niaba ya kampuni:\u003C\u002Fp>\n\n\u003Cp>Jina la Kampuni: Afican Plantations Kilimanjaro Limited\u003C\u002Fp>\n\n\u003Cp>Jina la mhusika\u003C\u002Fp>\n\n\u003Cp>cheo\u003C\u002Fp>\n\n\u003Cp>Sahihi\u003C\u002Fp>\n\n\u003Cp>Jina la mhusika\u003C\u002Fp>\n\n\u003Cp>Cheo\u003C\u002Fp>\n\n\u003Cp>Sahihi\u003C\u002Fp>\n\n\u003Cp>Jina la mhusika\u003C\u002Fp>\n\n\u003Cp>Cheo\u003C\u002Fp>\n\n\u003Cp>Sahihi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"hourspday_select":48,"maxsicknesspay":52,"ONCERISE_trigger":56,"hourspweek_select":60,"pregnancy":62,"STRUCINCR_trigger":66,"nursingmothers":70,"funeralpay":74,"maternityotherclause":78,"LOWWAGE_provision":82,"pensionfund":86,"OVERTIME_trigger":90,"SENIOR_trigger":94,"healthcareaccess":98,"healthinsurance":102,"COMMUTE_trigger":104,"SUNDAY_trigger":108,"healthandsafetytraining":112,"ANNLEAVE_trigger":116,"healthandsafetypolicy":120,"sicknesspay":124,"longserviceallowancetype1":126,"dayspweek_select":129,"breastfeeding_workingtime":131,"NOCTPREM_trigger":133,"LOWWAGE_trigger":137,"timeoff":140,"paidmaternityleavepay":144,"sicknessmaxdays":148,"paidmaternityleave":150,"contractseverancepay":153,"PAIDLEAV_trigger":157},{"bindId":45,"name":46,"text":47},"disabilitypay","12.3 Wafanyakazi watakaokuwa wanafanyaka","12.3 Wafanyakazi watakaokuwa wanafanyakazi katika idara nyeti, watakuwa\nwanachekiwa afya zao kama sheria za usalama na afya kazini ya mwaka 2003\ninavyosema.\n\n12.4 Kampuni itatoa huduma ya matibabu ya dharura kwa wafanyakazi\nwatakaougua au kuumia wakiwa kazini.",{"bindId":49,"name":50,"text":51},"hourspday_select","7.1 Imekubaliwa kuwa waajiriwa wote wata","7.1 Imekubaliwa kuwa waajiriwa wote watapaswa kufanya kazi masaa arobaini na\ntano (45) kwa wiki. Siku za kawaida ni masaa nane (8) mfululizo, na jumamosi ni\nmasaa matano (5).\n\n7.2 Saa za kuanza kazi ni kuanzia 1.30 asubuhi na mapumziko ya chai saa 4.00\nmpaka saa 4.15 asubuhi na mlo wa mchana saa 6.00 - 6. 45 mchana na kurudi\nkazini mpaka saa 10.00 jioni na jumamosi kuanzia saa 1.30 asubuhi mpaka saa\n6.30 mchana.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","Mfanyakazi wa kudumu atakuwa na haki ya ","Mfanyakazi wa kudumu atakuwa na haki ya likizo yenye malipo kamili kwa ajili\nya ugonjwa\u002Fkuugua, ya siku 63 na likizo yenye malipo nusu ya mshahara ya siku\n63. Malipo haya yatawahusu wanaohudhuria hospitalini na kwa ushauri wa\ndaktari.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","19.1 Tumekubaliana na pande zote mbili k","19.1 Tumekubaliana na pande zote mbili kuwa, kwa ajili ya kuhamasisha\nmahudhurio kazini utendaji kazi mzuri na kufanya wafanyakazi waione kampuni ni\nyao na kujituma zaidi na utii kwa kampuni.\n\n29.2 Kampuni itaweka utaratibu wa kuwezesha kupatikana kwa wafanyakazi bora\nambao watakuwa wanapewa vyeti wakati wa sikukuu za mei mosi kila mwaka. Idadi\nyao itaweza kufika hadi watu kumi na wawili (12) na sio chini ya wane (4)kwa\nmwaka na watachaguliwa na menejimenti ya kampuni kwa kushirikiana na kamati\nyaTPAWU ya tawi .\n\n19.3 Zawadi kwa wafanyakazi bora wa kawaida kiidara\u002Fsehemu itakuwa shillingi\nLaki moja na Hamsini Elfu (Tshs. 150,000\u002F=) kwa kila mfanyakazi.\n\n23.4 APKL imekubali kuwachagua wafanyakazi wane (4) bora zaidi\nwatawawakilisha wengine katika sherehe za mei mosi mkoa na zawadi yao itakuwa\nshilling Laki Mbili (200,000\u002F=) kila mmoja.",{"bindId":61,"name":50,"text":51},"hourspweek_select",{"bindId":63,"name":64,"text":65},"pregnancy","9.1 Mfanyakazi wa kudumu wa kike, atakay","9.1 Mfanyakazi wa kudumu wa kike, atakayekuwa mjazito, atapewa punguzo la\nkipimo cha kazi, kuanzia mimba itakapokuwa na umri wa miezi sita (6) na\nkulingana na ushauri wa daktari.",{"bindId":67,"name":68,"text":69},"STRUCINCR_trigger","Kwa wale wanaolipwa zaidi yaTsh. 117,000","Kwa wale wanaolipwa zaidi yaTsh. 117,000\u002F= kwa mwezi watapata nyongeza ya\nasilimia 10% au zaidi kuendana ufanisi wa kazi wa mfanyakazi husika.\n\nEndapo serikali itatangaza viwango vipya vya chini vya mishahara kisheria\nwakati mkataba huu unaendetea, APKL na TPAWU tutakaa na kujadili upya ongezeko\nla mshahara Mata vyokuwa kwa pamoja.\n\nKampuni itaangalia uwezekano wa kuwa na sera ambayo itawezesha kuongeza\nmshahara kwa wafanyakazi wenye bidii na utendaji mzuri kazini kwa kufuata pia\nmiaka kazini.\n\nAPKL na TPAWU watakaa na kujadili ongezeko la mshahara kila mwaka.",{"bindId":71,"name":72,"text":73},"nursingmothers","9.5 Muda wa unyonyeshaji mtoto kwa mfany","9.5 Muda wa unyonyeshaji mtoto kwa mfanyakazi wa kike aliye mzazi utakuwa ni\nmasaa mawili (2) kwa kila siku ya kazi ya kawaida, na saa moja (1) kwa siku ya\nJumamosi. Kipindi hicho kitadumu kwa mwaka mmoja (1).",{"bindId":75,"name":76,"text":77},"funeralpay","24.1 Pande zote mbili zimekubaliana kwam","24.1 Pande zote mbili zimekubaliana kwamba ikitokea mfanyakazi amefariki\nakiwa kazini, au nje ya eneo la kazi au akiwa likizo madhali bado ni\nmfanyakazi, na awe amemaliza mwaka mmoja (1) au zaidi kazini kampuni\nitagharamia gharama za sanda na sanduku.\n\n24.2 Mwajiri atatoa Tsh. 300,000\u002F= (laki tatu) kama rambirambi ya kifo kwa\nfamilia ya waliofiwa\u002Fmarehemu.\n\n24.3 Mwajiri atatoa Tsh. 200,000\u002F= (laki mbili) kama rambirambi kwa\nmfanyakazi atakayefiwa na mtoto au mke\u002Fmume. Mfanyakazi atapewa likizo ya siku\nnne (4) kuhudhuria mazishi.\n\n24.4Kampuni itagharamia kusafirisha maiti ya mfanyakazi aliyefariki hadi\nsehemu ya mazishi pale itakapowezekana.",{"bindId":79,"name":80,"text":81},"maternityotherclause","9.3 Mwanamke mjamzito atatoa taarifa kwa","9.3 Mwanamke mjamzito atatoa taarifa kwa mwajiri mwezi mmoja (1) kabla\nkwamba anakusudia kuanza likizo ya uzazi ili ofisi iweze kuandaa malipo husika.\nBaada ya likizo mwanamke huyo ataruhusiwa likizo nyingine ya uzazi baada ya\nmiaka mitatu (3) kwa mujibu wa sheria. Baba wa mtoto (mwanamume) ambaye mkewe\namejifungua atapewa likizo ya siku nne (4) kumsaidia mkewe kwa mujibu wa\nsheria.\n\n9.4 Ikitokea mtoto kufariki katika kipindi cha likizo, likizo ya uzazi\nitasitishwa na mfanyakazi atachukua likizo yake ya kawaida ya mwaka. Mfanyakazi\nhuyo anaweza tena kupata likizo ya uzazi hata kama atapata mimba kabla ya miaka\nmitatu (3) kwisha.",{"bindId":83,"name":84,"text":85},"LOWWAGE_provision","14.1 Kima cha chini cha mshahara kitakuw","14.1 Kima cha chini cha mshahara kitakuwa shillingi Laki Moja Kumi na Saba\nElfu (Tsh. 117,000\u002F=) kwa mwezi ikiwa ni ongezeko la asilimia 17%, Kima hiki\nkitaanza kulipwa tarehe 1 Januari 2015.",{"bindId":87,"name":88,"text":89},"pensionfund","12.2 Mwajiri atahakikisha kuwa wafanyaka","12.2 Mwajiri atahakikisha kuwa wafanyakazi wote wa kudumu wamesajiliwa na\nMfuko wa Taifa wa Hifadhi ya Jamii (NSSF) au mfuko mwingine ili wafanyakazi\nwapate matibabu bure toka fao la matibabu la NSSF.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","7.3 Saa za ziada (overtime) italipwa kwa","7.3 Saa za ziada (overtime) italipwa kwa watakaofanya kazi zaidi ya masaa 8\nya kazi kwa makubaliano kama ilivyo katika sheria za kazi, na italipwa mara\nmoja na nusu (1.5) ya saa ya kawaida.\n\n7.4 Siku za mapumziko na sikukuu zitalipwa mara mbili (2) ya viwango vya\nmalipo ya kawaida na Masaa ya ziada (overtime) italipwa mara mbili (2) ya\nmalipo ya viwango vya kawaida.\n\n7.5 Kampuni itamlipa mfanyakazi asilimia tano (5%) zaidi ya kiwango cha\nmshahara wake kwa kila saa alilofanya kazi usiku. Na kama ni overtime\nitaongezeka kwa asilimia tano. Masaa ya usiku m kati ya saa mbili usiku hadi\nsaa kumi na mbili asubuhi.",{"bindId":95,"name":96,"text":97},"SENIOR_trigger","Imekubaliwa kwamba mwajiri atatoa bakshi","Imekubaliwa kwamba mwajiri atatoa bakshishi (bonasi) ya utumishi wa muda\nmrefu kwa mfanyakazi anayestaafu kama ifuatavyo:-\n\n• Aliyefanya kazi miaka 10 Tsh. 172,500\u002F=\n\n• Aliyefanya kazi miaka hadi 15 Tsh. 258,750\u002F=\n\n• Aliyefanya kazi miaka 20 ni Tsh. 345,000\u002F=\n\n• Aliyefanya kazi hadi miaka 25 na zaidi ni Tsh. 431,250\u002F=\n\nTanabihi (NB): Malipo haya yatakuwa yanabadilika kulingana na kushuka\nthamani ya fedha (inflation rate) ia na nana basi \n\nMawasiliano\u002Fmazungumzo ya pande mbili yatazingatia pamoja na mambo mengine\nhatua mbadala, vigezo vya kuwapata wafanyakazi watakao punguzwa. Mambo ya\nkuzingatiwa wakati wa upunguzaji wa wafanyakazi pamoja na mengineyo pamoja\nna:-",{"bindId":99,"name":100,"text":101},"healthcareaccess","12.1 Kampuni itatoa matibabu kwa wafanya","12.1 Kampuni itatoa matibabu kwa wafanyakazi wa kudumu kwa hadi kiwango cha\nshilingi Elfu Sabini na Tano (Shs 75,000\u002F=) kwa mwaka. Mfanyakazi atatakiwa\nkuchukua sick sheet kwa kuhudhuria matibabu.\n\n12.2 Mwajiri atahakikisha kuwa wafanyakazi wote wa kudumu wamesajiliwa na\nMfuko wa Taifa wa Hifadhi ya Jamii (NSSF) au mfuko mwingine ili wafanyakazi\nwapate matibabu bure toka fao la matibabu la NSSF.\n\n12.3 Wafanyakazi watakaokuwa wanafanyakazi katika idara nyeti, watakuwa\nwanachekiwa afya zao kama sheria za usalama na afya kazini ya mwaka 2003\ninavyosema.\n\n12.4 Kampuni itatoa huduma ya matibabu ya dharura kwa wafanyakazi\nwatakaougua au kuumia wakiwa kazini.",{"bindId":103,"name":88,"text":89},"healthinsurance",{"bindId":105,"name":106,"text":107},"COMMUTE_trigger","Kutokana na utaratibu wa kulipa mshahara","Kutokana na utaratibu wa kulipa mshahara kupitia benki, Kampuni itachangia\nshillingi elfu tatu (Tshs. 3,000\u002F=) kwa mwezi kama gharama ya usafiri.",{"bindId":109,"name":110,"text":111},"SUNDAY_trigger","7.4 Siku za mapumziko na sikukuu zitalip","7.4 Siku za mapumziko na sikukuu zitalipwa mara mbili (2) ya viwango vya\nmalipo ya kawaida na Masaa ya ziada (overtime) italipwa mara mbili (2) ya\nmalipo ya viwango vya kawaida.",{"bindId":113,"name":114,"text":115},"healthandsafetytraining","Tumekubaliana kuwa kampuni itaendeleza s","Tumekubaliana kuwa kampuni itaendeleza sera ya kuhakikisha inatoa mafunzo ya\nkazi na uendelezaji wafanyakazi. Hili litasaidia kuongeza stadi za kiufundi na\nutendaji bora zaidi na uzalishaji zaidi.",{"bindId":117,"name":118,"text":119},"ANNLEAVE_trigger","11.1 Mfanyakazi wa kudumu atakuwa anapat","11.1 Mfanyakazi wa kudumu atakuwa anapata likizo ya siku thelathini (30)\nkila mwaka. Pia atapewa posho ya likizo ya shilling elfu thelathini (30,000\u002F=)\nkila mwaka. Meneja atabandika orodha ya likizo kwenye mbao za matangazo za\nkampuni.",{"bindId":121,"name":122,"text":123},"healthandsafetypolicy","Tumekubaliana kuwa usalama katika kampun","Tumekubaliana kuwa usalama katika kampuni ni jambo la umuhimu mkubwa na ni\nlazima liwe\n\nmiongoni mwa sera za kampuni ili kuhakikisha usalama wa wafanyakazi na\nkampuni, maeneo ya makazi, wageni na mazingira kwa ujumla, \n\nTumekubaliana kuwa kampuni itaendeleza sera ya kuhakikisha inatoa mafunzo ya\nkazi na uendelezaji wafanyakazi. Hili litasaidia kuongeza stadi za kiufundi na\nutendaji bora zaidi na uzalishaji zaidi.",{"bindId":125,"name":54,"text":55},"sicknesspay",{"bindId":127,"name":96,"text":128},"longserviceallowancetype1","Imekubaliwa kwamba mwajiri atatoa bakshishi (bonasi) ya utumishi wa muda\nmrefu kwa mfanyakazi anayestaafu kama ifuatavyo:-\n\n• Aliyefanya kazi miaka 10 Tsh. 172,500\u002F=\n\n• Aliyefanya kazi miaka hadi 15 Tsh. 258,750\u002F=\n\n• Aliyefanya kazi miaka 20 ni Tsh. 345,000\u002F=\n\n• Aliyefanya kazi hadi miaka 25 na zaidi ni Tsh. 431,250\u002F=",{"bindId":130,"name":50,"text":51},"dayspweek_select",{"bindId":132,"name":72,"text":73},"breastfeeding_workingtime",{"bindId":134,"name":135,"text":136},"NOCTPREM_trigger","7.5 Kampuni itamlipa mfanyakazi asilimia","7.5 Kampuni itamlipa mfanyakazi asilimia tano (5%) zaidi ya kiwango cha\nmshahara wake kwa kila saa alilofanya kazi usiku. Na kama ni overtime\nitaongezeka kwa asilimia tano. Masaa ya usiku m kati ya saa mbili usiku hadi\nsaa kumi na mbili asubuhi.",{"bindId":138,"name":84,"text":139},"LOWWAGE_trigger","14.1 Kima cha chini cha mshahara kitakuwa shillingi Laki Moja Kumi na Saba\nElfu (Tsh. 117,000\u002F=) kwa mwezi ikiwa ni ongezeko la asilimia 17%, Kima hiki\nkitaanza kulipwa tarehe 1 Januari 2015.\n\nKutokana na utaratibu wa kulipa mshahara kupitia benki, Kampuni itachangia\nshillingi elfu tatu (Tshs. 3,000\u002F=) kwa mwezi kama gharama ya usafiri.",{"bindId":141,"name":142,"text":143},"timeoff","9.2 Mfanyakazi mjamzito atakapokuwa anah","9.2 Mfanyakazi mjamzito atakapokuwa anahudhuria kliniki iliyoidhinishwa,\natakuwa analipwa siku \n\nyake kana kwamba yupo kazini. Taarifa itolewe kwa meneja wa shamba kuhusu\nsiku za kliniki\n\n9.1 Mfanyakazi mjamzito mwajiriwa wa kudumu, akipata tatizo la ujauzito wake\nkabla hajafikisha miezi sita (6); kazi atakazopewa ziendane na ushauri au\nripoti ya daktari.",{"bindId":145,"name":146,"text":147},"paidmaternityleavepay","9.2Mfanyakazi wa kudumu wa kike atakuwa ","9.2Mfanyakazi wa kudumu wa kike atakuwa na haki ya kupata likizo ya uzazi ya\nsiku tisini (90) kwa kujifungua mtoto mmoja na siku mia moja (100), kama\natakuwaamejifungua zaidi ya mtoto mmoja. Likizo ya uzazi ni mara moja kila\nbaada ya miaka 3.\n\n9.3 Mwanamke mjamzito atatoa taarifa kwa mwajiri mwezi mmoja (1) kabla\nkwamba anakusudia kuanza likizo ya uzazi ili ofisi iweze kuandaa malipo husika.\nBaada ya likizo mwanamke huyo ataruhusiwa likizo nyingine ya uzazi baada ya\nmiaka mitatu (3) kwa mujibu wa sheria. Baba wa mtoto (mwanamume) ambaye mkewe\namejifungua atapewa likizo ya siku nne (4) kumsaidia mkewe kwa mujibu wa\nsheria.\n\n9.4 Ikitokea mtoto kufariki katika kipindi cha likizo, likizo ya uzazi\nitasitishwa na mfanyakazi atachukua likizo yake ya kawaida ya mwaka. Mfanyakazi\nhuyo anaweza tena kupata likizo ya uzazi hata kama atapata mimba kabla ya miaka\nmitatu (3) kwisha.",{"bindId":149,"name":54,"text":55},"sicknessmaxdays",{"bindId":151,"name":146,"text":152},"paidmaternityleave","9.2Mfanyakazi wa kudumu wa kike atakuwa na haki ya kupata likizo ya uzazi ya\nsiku tisini (90) kwa kujifungua mtoto mmoja na siku mia moja (100), kama\natakuwaamejifungua zaidi ya mtoto mmoja. Likizo ya uzazi ni mara moja kila\nbaada ya miaka 3.\n\n9.3 Mwanamke mjamzito atatoa taarifa kwa mwajiri mwezi mmoja (1) kabla\nkwamba anakusudia kuanza likizo ya uzazi ili ofisi iweze kuandaa malipo husika.\nBaada ya likizo mwanamke huyo ataruhusiwa likizo nyingine ya uzazi baada ya\nmiaka mitatu (3) kwa mujibu wa sheria. Baba wa mtoto (mwanamume) ambaye mkewe\namejifungua atapewa likizo ya siku nne (4) kumsaidia mkewe kwa mujibu wa\nsheria.",{"bindId":154,"name":155,"text":156},"contractseverancepay","10.1 Pande zote mbili zinakubalina kuwa,","10.1 Pande zote mbili zinakubalina kuwa, hakuna mfanyakazi atakayeachishwa\nkazi bila sababu.\n\n10.2 Kama ikihitajika kumwachisha kazi mwaajiriwa, basi sheria husika\nzitafuatwa kikamilifu.\n\n10.3 Hakuna mfanyakazi atakayeachishwa kazi kutokana na sababu\nzifiatazo:-\n\na) Kwa kuwa ni mwanachama, au mwanakamati wa chama cha wafanyakazi au\nkuchaguliwa uongozi katika ngazi ya juu ya chama au kushughulikia masuala ya\nkiofisi ya chama.\n\nb) Kwa kuwa ni mwanachama wa chama chochote cha siasa ndani ya Jamhuri ya\n\nMuungano wa Tanzania.",{"bindId":158,"name":118,"text":159},"PAIDLEAV_trigger","11.1 Mfanyakazi wa kudumu atakuwa anapata likizo ya siku thelathini (30)\nkila mwaka. Pia atapewa posho ya likizo ya shilling elfu thelathini (30,000\u002F=)\nkila mwaka. Meneja atabandika orodha ya likizo kwenye mbao za matangazo za\nkampuni.\n\n11.2 Likizo yoyote stahili ambayo haijachukuliwa kwa wakati, na ikitokea\nmfanyakazi husika ameachishwa kazi, basi likizo hiyo italipwa kikamilifu. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA African Plantations Kilimanjaro Limited (APKL) - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-12-22\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-12-22\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of crops, market gardening, horticulture\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                        African Plantations Kilimanjaro Limited (APKL)\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                        TPAWU\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \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): → 53 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 126 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\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            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TZS 117000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → TZS 150000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 105 % 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            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → TZS 30000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → TZS 3000.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → TZS 172500.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[165],{"title":37,"slug":33},[167],{"type":168,"data":169},"call_to_action_body_block",{"title":170,"description":171,"variant":172,"link":173},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":170,"url":174,"description":170,"rel":175,"type":176},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[178],{"type":168,"data":179},{"title":170,"description":171,"variant":172,"link":180},{"title":170,"url":174,"description":170,"rel":175,"type":176},[]]