[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fsample-collective-bargaining-agreement-created-by-wageindicator-foundation--2016-":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":179,"content_type_view":180,"extra_breadcrumbs":181,"body":183,"body_blocks":194,"related_pages":198},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":177,"translations":178},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"sample-collective-bargaining-agreement-created-by-wageindicator-foundation--2016-","d0feaca4-5f01-11e6-8700-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fsample-collective-bargaining-agreement-created-by-wageindicator-foundation--2016-\u002Fsample-collective-bargaining-agreement-created-by-wageindicator-foundation--2016-\u002F","Sample Collective Bargaining Agreement for Tanzania created by WageIndicator Foundation -2016-","Sample Collective Bargaining Agreement for Tanzania created by WageIndicator Foundation -2016- -","Tanzania - Sample Collective Bargaining Agreement for Tanzania created by WageIndicator Foundation -2016- -","Sample Collective Bargaining Agreement for Tanzania created by WageIndicator Foundation -2016- - - ",{"name":41,"data":42},"TANZANIA Sample CBA created by WageIndicator Foundation.html","\n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Collective Bargaining Agreement created by WageIndicator Foundation\u003C\u002Fp>\n\n\u003Ch1>Collective Bargaining Agreement between (name of the Employer) and (name of\nthe Trade Union)\u003C\u002Fh1>\n\n\u003Ch3>1.INTRODUCTION:\u003C\u002Fh3>\n\n\u003Cp>We (name of the Trade Union) referred to hereinafter as \"the Union\" and the\nmanagement of (name of the Employer) referred to hereinafter as “the\nemployer”, certify by words and signatures that we have willingly agreed on\nthe following in this collective bargaining contract:\u003C\u002Fp>\n\n\u003Ch3>2.RECOGNITION:\u003C\u002Fh3>\n\n\u003Cp>2.1 The management recognizes ……………………, (the union) as the\nworkplace representatives, representing the entire staff of\n……………………………………\u003C\u002Fp>\n\n\u003Cp>2.2 …………………on the other hand, recognizes ………………as\nthe only employer who has the authority to employ, instruct and lead all\nemployees’ of …………………\u003C\u002Fp>\n\n\u003Ch3>3.COVERAGE:\u003C\u002Fh3>\n\n\u003Cp>3.1 This contract covers all Union members and is extended to non-members,\nemployed by ………………. (Company name)\u003C\u002Fp>\n\n\u003Cp>3.2 This contract does not cover the employees who are employed as,\ntemporary contract, and senior management employees. The senior management can\nbe members and contribute to the Union, but shall not be part of the bargaining\nunit.\u003C\u002Fp>\n\n\u003Ch3>4.EFFECTIVE DATE AND DURABILITY OF THIS AGREEMENT:\u003C\u002Fh3>\n\n\u003Cp>4.1 Both Parties agree that this contract starts effective …………….,\nand will last up to ……………… Any party that wishes to change any of\nthe contents of this contract must give the counterpart one month prior notice\nand the reasoning behind. The proposed change(s) will be subject to discussion\nbetween the Parties to this agreement.\u003C\u002Fp>\n\n\u003Cp>4.2 These changes will be amended upon renewal of this agreement.\u003C\u002Fp>\n\n\u003Cp>4.3 The agreement will expire upon substitution by new agreement 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 agreement will start from the\n…………. of any given year.\u003C\u002Fp>\n\n\u003Ch3>5.EMPLOYMENT STATUS:\u003C\u002Fh3>\n\n\u003Cp>5.1 Employees of ………….. Will be paid on permanent basis after the\nprobation period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>An employee will be on probation for three months before permanent.\u003C\u002Fp>\u003C\u002Fdiv>\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 specific task 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>\n\n\u003Cp>6.1 It is hereby agreed that no female employee will be subjected to a\npregnancy test as a precondition for recruitment\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The Employment and Labour Relations Act 2004 implicitly requires a\nprobationary period of 6 months by saying that a worker with less than 6 months\nof employment may not bring an unfair termination claim against the employer.\nSource: § 35 of Employment and Labour Relations Act 2004.\u003C\u002Fp>\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\nManagement’s discretion, provided that the Employee takes total\nresponsibility for the post over a period of not less than ten (10) days. This\narrangement should be agreed upon in writing between the Employer and Employee\nin advance.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>7.TERMINATION\u003C\u002Fh3>\n\n\u003Cp>7.1In any event of termination, the following should be considered:\u003C\u002Fp>\n\n\u003Cp>Time in employment: .........Termination Notice: ........Payment in Lieu of\nnotice Six month and above 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\nless than twenty one years of age provided they are still at school, recognized\nby the 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 sect 7.1 of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Either party may terminate the employment contract after serving due notice\nor paying in lieu of notice. For terminating an indefinite term contract, the\nrequired notice period depends on the worker's length of service as follows:\u003C\u002Fp>\n\n\u003Cp>- 7 days for the service of one month or less;\u003C\u002Fp>\n\n\u003Cp>- 4 days for a worker employed on daily basis; and\u003C\u002Fp>\n\n\u003Cp>- 28 days for a worker employed on monthly basis.\u003C\u002Fp>\n\n\u003Cp>A longer notice period may also be agreed upon between the parties. Source:\n§ 36-41 of Employment and Labour Relations Act 2004.\u003C\u002Fp>\n\n\u003Cp>Severance Pay\u003C\u002Fp>\n\n\u003Cp>Worker is entitled to the severance pay if he\u002Fshe has completed at least a\nyear of a service with the employer. Severance pay in is equal to at least 7\ndays basic wage for each completed year of employment up to a maximum of ten\nyears. Source: §42 of Employment and Labour Relations Act 2004.\u003C\u002Fp>\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 ……………..\nConsults the ………….. branch and regional level for solution other than\nretrenchment.\u003C\u002Fp>\n\n\u003Cp>8.3 If the solution as in sect 8.2 fails, the FILO system (first in last\nout) shall be applied\u003C\u002Fp>\n\n\u003Cp>8.4 Retrenched employees shall receive first preference should a position\nbecome vacant within the two years 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 less\nthan 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>Other statutory terminal benefits as prescribed by law.\u003C\u002Fp>\n\n\u003Ch3>9.SALARIES, WAGES AND STAFF DEVELOPMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Both Parties have agreed Tsh ………….. (in words) as the minimum wages\ntill next CBA.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>9.1Salaries 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\u003Cp>9.2Salary increase will be once in two years’ time and will commence on\nthe ……….. (date and month) of each year\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.3All future increments will depend on the employer's business performance\nand Country’s economic performance, e.g. inflationary rates.\u003C\u002Fp>\n\n\u003Cp>9.4Bonus may be paid to employees based on company's business and individual\nperformance at the end of each year after management and union consultation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>9.5Employer shall ensure the principle of equal work for equal pay\nirrespective of one’s race, sex, creed and colour to all employees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>9.6The Parties agreed that …………. Department is accountable for\ndetermining both Company and employee training and development needs and for\nestablishing standards for training programs in order to support its business\nneeds and to developing world-class competencies in all employees.\u003C\u002Fp>\n\n\u003Cp>9.7Where the employer requires an employee to take a course of study in a\nrecognized educational\u002Ftraining institution that may require time off with pay,\nthe employer shall bear the full cost of the training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.8Where an employee enrolls in private studies (distance learning, evening\nstudies and\u002For full time studies) that may have relevance to the work of the\ncompany, the employer may assist the applicant in the form of financial and\u002For\nmaterial assistance to enable the employee complete the course.\u003C\u002Fp>\n\n\u003Cp>9.9An employee, who is authorized by the employer to undertake a course of\nstudy, either locally or abroad, may be granted study leave with pay to\nundertake such a course.\u003C\u002Fp>\n\n\u003Ch3>10.APPRAISALS\u003C\u002Fh3>\n\n\u003Cp>10.1In line with its corporate policy the employer shall undertake annual\nperformance appraisals of all employees covered by this agreement. The outcome\nof this annual performance appraisal may be used to determine salary\nincremental jumps, promotions, upgrading and incremental withholdings.\u003C\u002Fp>\n\n\u003Cp>10.2An appraisal scheme shall be designed by the human resource department\nto be administered by the departmental and\u002For sectional heads of the\ncompany.\u003C\u002Fp>\n\n\u003Cp>10.3The departmental head shall constitute an appraisal interview platform\nwhere the employee being appraised shall be given an opportunity to sign\nhis\u002Fher own appraisal report.\u003C\u002Fp>\n\n\u003Cp>10.4The company shall constitute an appraisal review committee made up of\nthe head of the human resource department, head of department of the employee\nconcerned and the union branch chairman.\u003C\u002Fp>\n\n\u003Cp>10.5As much as possible, there shall be fairness, transparency and\nparticipation in all appraisals. However, in particular cases of appraisal\ndispute, the disputant could petition the appraisal review committee for\nredress whose decision shall be final.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>11.WORKING HOURS AND OVERTIME\u003C\u002Fh3>\n\n\u003Cp>11.1 …………… (company name) operation has seven working days per\nweek. Working hours per week is …………. It was agreed that Management\nshould implement this without increasing the current manpower structure.\nHolidays and public holidays recognized by the government will be off days.\u003C\u002Fp>\n\n\u003Cp>11.2 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:\u003C\u002Fp>\n\n\u003Cp>The law restrictions will be applicable in terms of excessive\novertime. \u003C\u002Fp>\n\n\u003Cp>11.3 Both sides agree to create strategies for the good result of the\ncompany …….. and give training to the employees on economic strategy and\ntheir responsibility to boost the company's income.\u003C\u002Fp>\n\n\u003Cp>11.4 We agree that competent staff can create goals on implementation and\ncome up with acceptable business plans.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Cp>11.5 Night Work Allowance: An Employee shall be paid…………..of his\u002Fher\nper hourly wage for each hour worked at night between ……………..\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>In accordance with the Employment and Labour Relations Act 2004, workers can\nbe required to work 6 days a week. The normal working hours are 9 hours per day\nand 45 hours per week except for those who manage other workers on behalf of\nthe employer and who report directly to a senior management.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Workers may be required to work overtime, work over and above ordinary hours\nof work, but not more than 12 hours a day and 50 hours in a 4-week cycle except\nin emergency. If a worker works beyond the stipulated working hours, he\u002Fshe is\nentitled to an overtime pay that is one and a half time (1.5 of X or 150%) the\nrate of his ordinary pay. Source: §17-22 of Employment and Labour Relations\nAct 2004\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Night Work Compensation\u003C\u002Fp>\n\n\u003Cp>According to the Employment and Labour Relations Act, night is the period\nbetween 20:00 and 06:00 (of the following day). Night work is paid at the\npremium rate of 5% over and above a worker's normal wage rate. If the night\nwork is performed as overtime, the overtime is paid at the night rate (which is\n105% of the normal day rate).Source: §20(4) of Employment and Labour Relations\nAct 2004.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Weekend \u002F Public Holiday Work Compensation\u003C\u002Fp>\n\n\u003Cp>Workers may be required to work on weekly rest days and public holidays. In\nsuch circumstances when employees have to work on official holidays, they are\nentitled to receive wages at a premium rate of 200% of the normal hourly wage\nrate. Workers working on weekly rest days are entitled to premium pay at the\nrate of 200% of the normal wage rate. In accordance with the Wages Order 2010,\na worker is entitled the double the daily wages, in addition to normal\nweekly\u002Fmonthly wage, if he works on weekly rest day or public holiday. Source:\n§24 & 25 of Employment and Labour Relations Act 2004; §7 of the Wages\nOrder 2010\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>12.GRATUITY\u003C\u002Fh3>\n\n\u003Cp>12.1 An employee retiring according to Sec 11 will be paid ..........\n(percent) 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 less\nthan twenty one years of age recognized by the employer, provided they are\nschool going, 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>13.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>On employment of twelve months, an employee is entitled to have\n…………. consecutive days paid leave . Any retained leave will result from\nan employee written request to the management and accepted or request from the\nmanagement due to workforce.\u003C\u002Fp>\n\n\u003Cp>13.1 An Employee going on annual leave will be entitled to the following\nbenefits:\u003C\u002Fp>\n\n\u003Cp>a.He\u002Fshe will be paid One month basic salary.\u003C\u002Fp>\n\n\u003Cp>b.He\u002Fshe will be paid transport assistance for his\u002Fher Wife\u002FHusband together\nwith four children under twenty one years of age, provided they are School\ngoing.\u003C\u002Fp>\n\n\u003Cp>c.The employee is bound to submit the receipts for the amount of leave\ntravel fare within one month period from the date of return from leave.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Paid Vacation \u002F Annual Leave\u003C\u002Fp>\n\n\u003Cp>According to the Employment and Labour Relations Act 2004 a worker is\nentitled to 28 days paid annual leave, inclusive of any public holidays that\nmay fall during the period of leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Pay on Public Holidays\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Tanzania Government (usually 17 in number).\nHolidays falling on Saturday or Sunday are kept on those days. Act No.10 of\n1994 has been repealed and holidays falling on Saturday or Sunday are no longer\ncompensated. Source: Public Holidays Ordinance 1966.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Weekly Rest Days\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to 24 consecutive hours of rest per week between last\nworking day in one week and the first ordinary working day of the next week.\nEmployment and Labour Relations Act requires that weekly rest day, in\nprinciple, should be Sunday for all employees. Source: § 24 of Employment and\nLabour Relations Act 2004.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>14.COMPASSIONATE LEAVE:\u003C\u002Fh3>\n\n\u003Cp>We agree that paid compassionate leave of ……. days will be granted to an\nemployee resulting from sickness of a child or spouse, bereaved by child\u002F\nfather \u002F mother \u002F sister \u002Fbrother\u002F wife \u002F husband and Grandparents.\u003C\u002Fp>\n\n\u003Cp>14.1On birth of a child, legal Father, proof should be submitted to the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>14.2 The employee shall bring in the confirmation to management within or\nimmediately after the incidence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>15. OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh3>\n\n\u003Cp>15.1 Employee of …………… will undergo medical checkup before\nemployment by the physician recognized by the employer. The employer will carry\nmedical attention to family of the employees consisting of the employee,\nwife\u002Fhusband\u002F children less than twenty one years of age provided they are\nschool going and defendant, recognized by employer.\u003C\u002Fp>\n\n\u003Cp>The employee shall attend medical affairs (treatments) at the Hospital under\ncontract with the employer upon presentation of employer’s sick sheet or\nmedical identity issued by the Hospital on employer’s request. The employer\nhas the right to carry out medical checkups any time to its staffs on his\u002Fher\ndecision.\u003C\u002Fp>\n\n\u003Cp>15.2 The employer will provide equipment to the employees depending on\nworking environments (needs of his\u002Fher work)\u003C\u002Fp>\n\n\u003Cp>15.3 The employer will provide uniform. The uniforms shall be provided\nannually and each employee shall receive pairs of the uniform depending on\ndepartment heads proposals.\u003C\u002Fp>\n\n\u003Cp>15.4 The employer in consultation with the Union shall make arrangement for\nchecking work place environments on routine basis. This will prevent and or\nminimize any hazards at work place.\u003C\u002Fp>\n\n\u003Cp>15.5a The employer shall avail insurance scheme to its employees. Also\ninsurance training should be established to all employees by the insurance\ncompany under contract with ………………….\u003C\u002Fp>\n\n\u003Cp>15.5b In case of injury on duty the injured person will attend medical\ntreatment covered by………. until recovery and will be paid his\u002Fher\nsalary.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Occupational Health and Safety Act, 2003 makes it obligatory for the\nemployer to provide for health, safety and welfare for all his workers and\nensure rehabilitations of affected workers. It is obligatory for an occupier to\nprovide and maintain plant and systems and procedures of work that are safe and\nwithout risk to workers' health.\u003C\u002Fp>\n\n\u003Cp>15.6 HIV AIDS\u003C\u002Fp>\n\n\u003Cp>The Tanzanian Government has announced HIV \u002F AIDS as a National major\nproblem disease and the government had warned everybody to be aware of the\ndisease, which does not have a cure. We ………….. .. (Employer) and\n…………. (Trade union) we join the government to fight on the disease so\nas to improve our production and prolong staffs and their family life of those\nwho are affected with the disease. In order to achieve that …………..\n(Trade union) and ………….. (Employer) agree that:\u003C\u002Fp>\n\n\u003Cp>a.We shall advise staff members to check their health always.\u003C\u002Fp>\n\n\u003Cp>b.Staff who is able to reveal their HIV status will be provided with TSH.\n………. (Per month\u002Flump sum) to help them sustain their condition. This\nprovision will be used by the Employee to empower themselves in terms of\nincreasing the understanding of their status therefore encouraging their fellow\nworkers.\u003C\u002Fp>\n\n\u003Cp>c.The Employer will assist to link the Infected Employee together with\nhis\u002Fher spouse and children relevant organizations to provide the necessary\nsupport and guidance.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>d.There will be no staff who will be discriminated against due to their\ninfected status, The infected staff will continue working until they are\ncertified unfit to work by the Company Physician.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e.In any circumstance where HIV\u002FAIDS Virus infects an employee of\n…………. (Company), the company will not terminate this employee until the\nemployee is incapable to perform his\u002Fher responsibility. At that point the\nemployer will consider the said employee for early retirement and pay the\nemployee terminal benefits as per sec 12.1 and 12.2.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>16. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>Sick leave will be granted depending on company physician advises and will\nbe as follows:\u003C\u002Fp>\n\n\u003Cp>a.First Three months: Full monthly salary and\u003C\u002Fp>\n\n\u003Cp>b. Next Three months: Half monthly salary\u003C\u002Fp>\n\n\u003Cp>16.1 After six months as in sec 12 of this contract if the employee has not\nrecovered then this staff member will be considered as retiring from service\nand will be entitled to retirement payments as per company policy and the\nphysicians advise.\u003C\u002Fp>\n\n\u003Cp>16.2 Work Related Injuries all medical referrals must be initiated by the\ngovernment; registered Medical Clinic or other recognized and authorized\nmedical facility. The travel for medical treatment will be considered business\ntravel. Therefore any reasonable out-of-pocket expenses incurred by the\nemployee for accommodation, meals and travel whilst on medication on work\nrelated injury or illness will be covered by the company. The Company’s\nMedical Insurance Plan may change from time to time. The Company policy on\noccupational injury and illness subject to occupational and heath safety act\nshall be adhered to. Work related illness The Company shall make a policy to\ncater for all occupational illnesses and the manner employee shall take care of\nmedical while at work, alternative jobs if recommended.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>In accordance with Employment and Labour Relation Act 2004, every worker\ncertified by a medical practitioner is entitled to paid sick leave (sickness\nbenefit) for a period of 126 days in a leave cycle of 36 month. Full wages are\npaid for the first 63 days of sick leave and half of the wages are paid for the\nremaining 63 days. Source: §32 of Employment and Labour Relations Act 2004\u003C\u002Fp>\n\n\u003Cp>Job Security\u003C\u002Fp>\n\n\u003Cp>In accordance with the section 102 of Occupational Health and Safety Act\n2003, an employer may not dismiss a worker during his\u002Fher period of sickness\nand occupational disease. If a worker is unable to work due to bad health\ncondition, his\u002Fher employer may terminate his contract in accordance with the\nprocedure prescribed in Security of Employment Act, 1964. Source: §102 of\nOccupational Health and Safety Act 2003; Security of Employment Act 1964\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>17. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>Maternity leave of ………….. days for a single child and\n…………..days for more than one child will be of full payment and will be\nprovided before or after delivery depending on the company physician, once\nin………. years and maximum of …….. maternity leave with one\nemployer.\u003C\u002Fp>\n\n\u003Cp>17.1 After maternity leave, the delivered employee will be working for\n……… for a period of …………. (months) to facilitate feeding and\nclose care of the new born.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>17.2A female employee who takes maternity leave shall not incur any loss of\nprivilege during such period. Where a replacement is engaged for the purpose of\nreplacing a female employee who has gone on maternity leave, such engagement\nshall be of a temporary nature only and the service of the replacement will be\nterminated automatically on the return of the full-time employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.2Subject to the recommendation of the Medical Practitioner, A pregnant\nfemale employee shall have reduced work load on reaching 6 months’ pregnancy\nand for a period of 18 months after delivery.\u003C\u002Fp>\n\n\u003Cp>17.2 A male employee will be entitled to ………… days paternity leave\nupon the birth of a Child. The days should be taken within seven days of the\ndelivery or otherwise if agreed with Management for business operational\nreasons.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>17.3Measures shall be taken to ensure that the special needs of female\nemployees are taken into account in relation to Pregnancy, breastfeeding and\nreproductive health, through minimizing exposure to hazards. The company shall\ndevelop a policy on above areas of women concerns including sexual harassment\nand ensure the policy is implemented.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Maternity leave is provided and regulated under the Employment and Labour\nRelation Act 2004.\u003C\u002Fp>\n\n\u003Cp>Female workers are entitled to at least twelve weeks (84 days) of fully paid\nmaternity leave or 100 consecutive days (in case of multiple births) within a\nleave cycle of 36 months A worker is entitled to 84 days paid maternity leave\nwithin a leave cycle if the newborn dies within a year of birth. Source: §33\nof Employment and Labour Relations Act 2004.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>Income\u003C\u002Fp>\n\n\u003Cp>The maternity leave is awarded with full pay. Maternity leave benefits are\npaid by the employer. Source: §33 of Employment and Labour Relations Act 2004,\n§45(b) of the National Social Security Fund Act 1997.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>No Harmful Work\u003C\u002Fp>\n\n\u003Cp>In accordance with the Employment and Labour Relations Act 2004, an employer\nmay not permit or require a pregnant worker or a worker who is nursing her\nchild to perform some work that is hazardous to her or child's health. Source:\n§ 33(5 & 9) of Employment and Labour Relations Act 2004\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Protection from Dismissals\u003C\u002Fp>\n\n\u003Cp>It is unfair for an employer to dismiss a female worker due to her pregnancy\nor any other reason connected with her pregnancy in all aspects of employment.\nSource: §37(3b) of Employment and Labour Relations Act 2004\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>Right to Return to Same Position\u003C\u002Fp>\n\n\u003Cp>According to the Employment and Labour Relations Act, a female worker has\nthe right to return to same job\u002Fposition and resume her employment on the same\nterms and conditions after availing her maternity leave. Source: §33 of\nEmployment and Labour Relations Act 2004.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Breastfeeding\u003C\u002Fp>\n\n\u003Cp>In accordance with the Employment and Labour Relations Act, a female worker\nis entitled to the nursing breaks of maximum 2 hour duration per day. Source:\n§33 of Employment and Labour Relations Act, 2004.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Paternity Leave\u003C\u002Fp>\n\n\u003Cp>Employment and Labour Relations Act 2004 provides for paid paternity leave\nof at least 3 days (in a leave cycle of 12 months) for a new father if this\nleave is taken within the 7 days of the birth of a child. Source: §34 of\nEmployment and Labour Relations Act 2004.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>18. (Trade union) CONTRIBUTION\u003C\u002Fh3>\n\n\u003Cp>We have agreed that all the …………. (Trade union membership)\nContribution deducted from its members and union service charges deducted\n……… (Percent) of basic salary from nonmembers will be submitted at the\nend of month to the general secretary as follows:-\u003C\u002Fp>\n\n\u003Cp>a.90% to the general secretary\u003C\u002Fp>\n\n\u003Cp>b.5% to the branch secretary,\u003C\u002Fp>\n\n\u003Cp>c.5% to Trade Union Congress of Tanzania (TUCTA),\u003C\u002Fp>\n\n\u003Ch3>19. LOANS\u003C\u002Fh3>\n\n\u003Cp>The employer will grant to the employees loans whenever possible according\nto availability of funds, to help the employees in the following:\u003C\u002Fp>\n\n\u003Cp>a.School fees\u003C\u002Fp>\n\n\u003Cp>b.Home rebuilding after a disaster\u003C\u002Fp>\n\n\u003Cp>c.Home improvement.\u003C\u002Fp>\n\n\u003Cp>d.The employer may facilitate bank credit schemes in favor of Employees\nassuring repayment by monthly installments and channeling the final benefits\nthrough the bank if any for settling of any loan balances.\u003C\u002Fp>\n\n\u003Cp>19.1 The loan amount is subject to approval by the General Manager (or top\nboss of the company).\u003C\u002Fp>\n\n\u003Cp>19.2 The maximum time frame for the loan repayment will be twelve months\n(12). The loan amount shall not exceed three times the Employees monthly\nremuneration.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>20. MEALS\u003C\u002Fh3>\n\n\u003Cp>20.1Meals will be provided by the employer free of charge.\u003C\u002Fp>\n\n\u003Cp>20.2 The Management will explore the possibility of providing suitable\nfruits and cold beverages aside from water whenever possible.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>21. GRIEVANCE \u002F CONFLICTS PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>21.1 Any dispute may happen at work place between the employer and employee.\nSuch disputes will be executed in accordance to the provisions of Employment\nand Labour relations act number 6 of 2004, code of good practice.\u003C\u002Fp>\n\n\u003Ch3>22. THE UNION AND BEST EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>22.1 The employer will provide the Trade Union access to office facilities\nas per laws ELRA\u003C\u002Fp>\n\n\u003Cp>22.2 The trade union representatives together with heads of departments will\nselect the best worker from each department and an overall winner will be voted\nby the entire staff.\u003C\u002Fp>\n\n\u003Cp>22.3 The overall winners will be awarded with TSH ………… (in words) on\nspecial occasion planned by the employer.\u003C\u002Fp>\n\n\u003Cp>22.4 The Employer and the Union will select three names of best workers of\ntrade union branch committee, and thereafter the general workers meeting will\nvote and announce one of the three to be the best “Trade Unionist\" of the\nyear. The Employer will award the Winner ………. (in words).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>23. LONG SERVICE AWARD\u003C\u002Fh3>\n\n\u003Cp>The employer will award the Employee for …………… consecutive years\nof service as follow:\u003C\u002Fp>\n\n\u003Cp>a.Employees’ one month basic salary\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for …….. consecutive years of\nservice as follows:\u003C\u002Fp>\n\n\u003Cp>b.Employees’ two months basic salary\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for …… consecutive years of service\nas follows;-\u003C\u002Fp>\n\n\u003Cp>c.Employees three months basic salary\u003C\u002Fp>\n\n\u003Cp>The employer will award the Employee for …….. consecutive years of\nservice as follows:-\u003C\u002Fp>\n\n\u003Cp>d.Employees four months basic salary\u003C\u002Fp>\n\n\u003Cp>The employer will award the employee for ………… consecutive years of\nservice as follow\u003C\u002Fp>\n\n\u003Cp>a.Employees five months basic salary\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>24.LIFE INSURANCE\u003C\u002Fh3>\n\n\u003Cp>Both management and …………(trade union) believe in the importance of\nhaving in place a cover to employee in case of unforeseen incident which may\nresult to death of employee at work or elsewhere while in the employment of the\ncompany. It is agreed that management and trade union will organized life\ninsurance cover for all employees who will be contributed by both employee and\nemployer on monthly basis\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Ch3>25. DEATH \u002F FUNERAL\u003C\u002Fh3>\n\n\u003Cp>We agree that on an employee’s death, the employer will provide with\nCoffin\u002F shroud\u002F wreath of flowers and meet all other expenses together with\ntransportation of the body to domicile, also an employer and union will select\nfour employees to represent the company in funeral ceremony if they said the\nceremony. Employer will award condolence of Tanzania shillings ……….. to\nthe latte’s family\u003C\u002Fp>\n\n\u003Cp>The employer shall also provide the following:\u003C\u002Fp>\n\n\u003Cp>a.Transport for family he\u002Fher and parents to domicile.\u003C\u002Fp>\n\n\u003Cp>b.Transport of belongings to domicile\u003C\u002Fp>\n\n\u003Cp>c.Pay all other terminal benefits as per retired employee.\u003C\u002Fp>\n\n\u003Cp>25.1 Should a spouse, die a condolence of Tanzania shillings ………..\nwill be paid by the Company and Tanzania shillings ………… payable by\ninsurance.\u003C\u002Fp>\n\n\u003Cp>25.2 Should a Child die a condolence of Tanzania shillings ……… will be\npaid by the Company and Tanzania shillings ……… payable by insurance\u003C\u002Fp>\n\n\u003Cp>25.3 Should an Employees Parent die a condolence of Tanzania shillings\n………. will be paid to employee by the Company\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>26.MARRIAGES\u003C\u002Fh3>\n\n\u003Cp>26.1 In case of marriages the company will contribute a wedding cake for its\nemployee.\u003C\u002Fp>\n\n\u003Ch3>27. STAFF TRAVEL\u003C\u002Fh3>\n\n\u003Cp>27.1 If an employee has to attend or represent the company on meeting,\nsports, seminar, and training, Labour court, etc. outside the work place the\nmanagement will pay the costs involved as per Company policy and an out of\nstation allowance of TZS ……….. for local travels and USD …….. for\ninternational travel. This is subject to changes as per Company policy\nchanges.\u003C\u002Fp>\n\n\u003Ch3>28. DISCIPLINARY PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>28.1 The Employer and the Union recognizes that a disciplinary procedure is\nessential for the conduct of the Company's affairs and for the safety and\nwell-being of all members of staff, and the public. Disciplinary procedures\nhelp to promote fairness and order in the treatment of individuals and in the\nconduct of industrial relations.\u003C\u002Fp>\n\n\u003Cp>28.2 The key principle underlying this disciplinary code is that Employer\nand Employees should treat one another with mutual respect. It places a premium\non both employment justice and efficient operation of the business.\u003C\u002Fp>\n\n\u003Cp>28.3 While Employees should be protected from arbitrary or other unfair\nactions, the Employer is entitled to satisfactory conduct and work performance\nfrom the Employees. The procedure is therefore intended to operate in cases\nwhere it is alleged that the conduct or behavior of a member of staff falls\nbelow acceptable standards.\u003C\u002Fp>\n\n\u003Cp>28.4 All disciplinary measure should be taken in line with the code of good\npractice on Disciplinary Procedures from the section 99 of the Employment and\nLabour Relations Act of 2004 and incorporates the Cardinal principles of\nnatural justice. They also reflect to overall Company's Human Resources\npolicy.\u003C\u002Fp>\n\n\u003Cp>28.5 The Company recognizes the role, purpose, and rights of staff Trade\nUnions in the disciplinary process. \u003C\u002Fp>\n\n\u003Cp>28.6 Any disciplinary sanction beyond verbal warning\u002F reprimand and\ncounseling should be done having given the opportunity to the employee to make\nhis representation. For example, before issuing a written warning employee\nshould be informed of the reasons and have time to defend himself assisted by a\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>28.7 Repeated written warnings on the same misconduct and or such serious\nmisconducts that may warrant final written warning or termination or dismissal\nshould be preceded by formal hearing chaired by Senior Manager.\u003C\u002Fp>\n\n\u003Cp>28.8 Any decision made on the disciplinary process should be based on both\nprocedural and substantive fairness. The employee will have the right of appeal\nwhen aggrieved by any decision to the higher level of Management and or any\nother Labour tribunals as per ELRA provisions\u003C\u002Fp>\n\n\u003Ch3>29.RETIREMENET\u003C\u002Fh3>\n\n\u003Cp>'We agree that the retirement age will be .………….. An Employee who\nhas been diagnosed unfit for work by the Company’s Physician recognized by\nthe Government 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 ………..\n(months) notice in writing.\u003C\u002Fp>\n\n\u003Ch3>30. APPLICATION\u003C\u002Fh3>\n\n\u003Cp>30.1 The provisions of this agreement are applicable and binding to all\nEmployees of …………. (Company) covered herein as per section 3 sub\nsections 3.1.\u003C\u002Fp>\n\n\u003Cp>30.2 Should there be any conflicting provision with any other agreements\nbetween Employees and the Employer including those in the employees’\ncontracts of employment, the terms of this agreement shall supersede all other\nprior agreements.\u003C\u002Fp>\n\n\u003Cp>30.3 If any one of the aforementioned clauses of this agreement are deemed\ninvalid or unenforceable, this shall not affect the rest of the provisions, and\nthe clause thus deemed invalid or unenforceable shall be interpreted in a\nmanner which reflects as closely as possible the intentions expressed by the\nparties in the relevant clause.\u003C\u002Fp>\n\n\u003Cp>30.4 The terms set out in the Basic Conditions of the Tanzanian Employment\nand Labour Relations Act of 2004, will be complied with, in respect of any\nmatter not expressly provided for in this contract of employment or may have\nbeen unforeseen and supersede any clause that would be found to conflict with\nthe provisions of the law of the country.\u003C\u002Fp>\n\n\u003Cp>On behalf of ………….(company) management:\u003C\u002Fp>\n\n\u003Cp>…………………………………(Name of the boss and signature)\u003C\u002Fp>\n\n\u003Cp>On behalf of Trade union\u003C\u002Fp>\n\n\u003Cp>………………………….. (Branch Chairperson\u002FSecretary)\u003C\u002Fp>\n\n\u003Cp>………………………… (secretary general of the Trade union)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"sexualhar":44,"trainingprogrammes":48,"maternitydiscrimination":52,"hourspday_select":56,"childcare":60,"pregnancy":64,"STRUCINCR_trigger":68,"nursingmothers":72,"funeralpay":74,"MEALALL_trigger":78,"LOWWAGE_provision":82,"discrimination":86,"OVERTIME_trigger":90,"SENIOR_trigger":92,"healthcareaccess":96,"SUNDAY_trigger":100,"ANNLEAVE_trigger":104,"funeralpaytype":108,"healthandsafetypolicy":110,"breastfeeding_dangerouswork":112,"contracttrial":116,"sicknesspay":120,"SCHEDULE_trigger":124,"paidpaternityleave":126,"eqpay":130,"PAIDLEAV_trigger":134,"NOCTPREM_trigger":137,"healthcareaccessrelatives":141,"LOWWAGE_trigger":143,"MAXHOURS_trigger":145,"bankholidays1":149,"paidmaternityleavepay":153,"mealvouchers":157,"sicknessmaxdays":159,"paidmaternityleave":161,"contractseverancepay":165,"jobsecuritymothers":169,"CONSIGN_trigger":173},{"bindId":45,"name":46,"text":47},"sexualhar","17.3Measures shall be taken to ensure th","17.3Measures shall be taken to ensure that the special needs of female\nemployees are taken into account in relation to Pregnancy, breastfeeding and\nreproductive health, through minimizing exposure to hazards. The company shall\ndevelop a policy on above areas of women concerns including sexual harassment\nand ensure the policy is implemented.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","9.6The Parties agreed that …………. Departm","9.6The Parties agreed that …………. Department is accountable for\ndetermining both Company and employee training and development needs and for\nestablishing standards for training programs in order to support its business\nneeds and to developing world-class competencies in all employees.\n\n9.7Where the employer requires an employee to take a course of study in a\nrecognized educational\u002Ftraining institution that may require time off with pay,\nthe employer shall bear the full cost of the training.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","17.2A female employee who takes maternit","17.2A female employee who takes maternity leave shall not incur any loss of\nprivilege during such period. Where a replacement is engaged for the purpose of\nreplacing a female employee who has gone on maternity leave, such engagement\nshall be of a temporary nature only and the service of the replacement will be\nterminated automatically on the return of the full-time employee.",{"bindId":57,"name":58,"text":59},"hourspday_select","11.WORKING HOURS AND OVERTIME 11.1 ……………","11.WORKING HOURS AND OVERTIME\n\n11.1 …………… (company name) operation has seven working days per\nweek. Working hours per week is …………. It was agreed that Management\nshould implement this without increasing the current manpower structure.\nHolidays and public holidays recognized by the government will be off days.\n\n11.2 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:\n\nThe law restrictions will be applicable in terms of excessive\novertime. \n\n11.3 Both sides agree to create strategies for the good result of the\ncompany …….. and give training to the employees on economic strategy and\ntheir responsibility to boost the company's income.\n\n11.4 We agree that competent staff can create goals on implementation and\ncome up with acceptable business plans.\n\n11.5 Night Work Allowance: An Employee shall be paid…………..of his\u002Fher\nper hourly wage for each hour worked at night between ……………..\n\nWhat the law says:\n\nIn accordance with the Employment and Labour Relations Act 2004, workers can\nbe required to work 6 days a week. The normal working hours are 9 hours per day\nand 45 hours per week except for those who manage other workers on behalf of\nthe employer and who report directly to a senior management.\n\nWorkers may be required to work overtime, work over and above ordinary hours\nof work, but not more than 12 hours a day and 50 hours in a 4-week cycle except\nin emergency. If a worker works beyond the stipulated working hours, he\u002Fshe is\nentitled to an overtime pay that is one and a half time (1.5 of X or 150%) the\nrate of his ordinary pay. Source: §17-22 of Employment and Labour Relations\nAct 2004\n\nNight Work Compensation\n\nAccording to the Employment and Labour Relations Act, night is the period\nbetween 20:00 and 06:00 (of the following day). Night work is paid at the\npremium rate of 5% over and above a worker's normal wage rate. If the night\nwork is performed as overtime, the overtime is paid at the night rate (which is\n105% of the normal day rate).Source: §20(4) of Employment and Labour Relations\nAct 2004.\n\nWeekend \u002F Public Holiday Work Compensation\n\nWorkers may be required to work on weekly rest days and public holidays. In\nsuch circumstances when employees have to work on official holidays, they are\nentitled to receive wages at a premium rate of 200% of the normal hourly wage\nrate. Workers working on weekly rest days are entitled to premium pay at the\nrate of 200% of the normal wage rate. In accordance with the Wages Order 2010,\na worker is entitled the double the daily wages, in addition to normal\nweekly\u002Fmonthly wage, if he works on weekly rest day or public holiday. Source:\n§24 & 25 of Employment and Labour Relations Act 2004; §7 of the Wages\nOrder 2010",{"bindId":61,"name":62,"text":63},"childcare","14.COMPASSIONATE LEAVE: We agree that pa","14.COMPASSIONATE LEAVE:\n\nWe agree that paid compassionate leave of ……. days will be granted to an\nemployee resulting from sickness of a child or spouse, bereaved by child\u002F\nfather \u002F mother \u002F sister \u002Fbrother\u002F wife \u002F husband and Grandparents.\n\n14.1On birth of a child, legal Father, proof should be submitted to the\nmanagement.\n\n14.2 The employee shall bring in the confirmation to management within or\nimmediately after the incidence.",{"bindId":65,"name":66,"text":67},"pregnancy","Breastfeeding In accordance with the Emp","Breastfeeding\n\nIn accordance with the Employment and Labour Relations Act, a female worker\nis entitled to the nursing breaks of maximum 2 hour duration per day. Source:\n§33 of Employment and Labour Relations Act, 2004.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","9.1Salaries for all other employees will","9.1Salaries 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.\n\n9.2Salary increase will be once in two years’ time and will commence on\nthe ……….. (date and month) of each year",{"bindId":73,"name":66,"text":67},"nursingmothers",{"bindId":75,"name":76,"text":77},"funeralpay","25. DEATH \u002F FUNERAL We agree that on an ","25. DEATH \u002F FUNERAL\n\nWe agree that on an employee’s death, the employer will provide with\nCoffin\u002F shroud\u002F wreath of flowers and meet all other expenses together with\ntransportation of the body to domicile, also an employer and union will select\nfour employees to represent the company in funeral ceremony if they said the\nceremony. Employer will award condolence of Tanzania shillings ……….. to\nthe latte’s family\n\nThe employer shall also provide the following:\n\na.Transport for family he\u002Fher and parents to domicile.\n\nb.Transport of belongings to domicile\n\nc.Pay all other terminal benefits as per retired employee.\n\n25.1 Should a spouse, die a condolence of Tanzania shillings ………..\nwill be paid by the Company and Tanzania shillings ………… payable by\ninsurance.\n\n25.2 Should a Child die a condolence of Tanzania shillings ……… will be\npaid by the Company and Tanzania shillings ……… payable by insurance\n\n25.3 Should an Employees Parent die a condolence of Tanzania shillings\n………. will be paid to employee by the Company",{"bindId":79,"name":80,"text":81},"MEALALL_trigger","20. MEALS 20.1Meals will be provided by ","20. MEALS\n\n20.1Meals will be provided by the employer free of charge.\n\n20.2 The Management will explore the possibility of providing suitable\nfruits and cold beverages aside from water whenever possible.",{"bindId":83,"name":84,"text":85},"LOWWAGE_provision","Both Parties have agreed Tsh ………….. (in ","Both Parties have agreed Tsh ………….. (in words) as the minimum wages\ntill next CBA.",{"bindId":87,"name":88,"text":89},"discrimination","d.There will be no staff who will be dis","d.There will be no staff who will be discriminated against due to their\ninfected status, The infected staff will continue working until they are\ncertified unfit to work by the Company Physician.",{"bindId":91,"name":58,"text":59},"OVERTIME_trigger",{"bindId":93,"name":94,"text":95},"SENIOR_trigger","23. LONG SERVICE AWARD The employer will","23. LONG SERVICE AWARD\n\nThe employer will award the Employee for …………… consecutive years\nof service as follow:\n\na.Employees’ one month basic salary\n\nThe employer will award the Employee for …….. consecutive years of\nservice as follows:\n\nb.Employees’ two months basic salary\n\nThe employer will award the Employee for …… consecutive years of service\nas follows;-\n\nc.Employees three months basic salary\n\nThe employer will award the Employee for …….. consecutive years of\nservice as follows:-\n\nd.Employees four months basic salary\n\nThe employer will award the employee for ………… consecutive years of\nservice as follow\n\na.Employees five months basic salary",{"bindId":97,"name":98,"text":99},"healthcareaccess","15. OCCUPATIONAL HEALTH AND SAFETY 15.1 ","15. OCCUPATIONAL HEALTH AND SAFETY\n\n15.1 Employee of …………… will undergo medical checkup before\nemployment by the physician recognized by the employer. The employer will carry\nmedical attention to family of the employees consisting of the employee,\nwife\u002Fhusband\u002F children less than twenty one years of age provided they are\nschool going and defendant, recognized by employer.\n\nThe employee shall attend medical affairs (treatments) at the Hospital under\ncontract with the employer upon presentation of employer’s sick sheet or\nmedical identity issued by the Hospital on employer’s request. The employer\nhas the right to carry out medical checkups any time to its staffs on his\u002Fher\ndecision.\n\n15.2 The employer will provide equipment to the employees depending on\nworking environments (needs of his\u002Fher work)\n\n15.3 The employer will provide uniform. The uniforms shall be provided\nannually and each employee shall receive pairs of the uniform depending on\ndepartment heads proposals.\n\n15.4 The employer in consultation with the Union shall make arrangement for\nchecking work place environments on routine basis. This will prevent and or\nminimize any hazards at work place.\n\n15.5a The employer shall avail insurance scheme to its employees. Also\ninsurance training should be established to all employees by the insurance\ncompany under contract with ………………….\n\n15.5b In case of injury on duty the injured person will attend medical\ntreatment covered by………. until recovery and will be paid his\u002Fher\nsalary.\n\nWhat the law says:\n\nOccupational Health and Safety Act, 2003 makes it obligatory for the\nemployer to provide for health, safety and welfare for all his workers and\nensure rehabilitations of affected workers. It is obligatory for an occupier to\nprovide and maintain plant and systems and procedures of work that are safe and\nwithout risk to workers' health.\n\n15.6 HIV AIDS\n\nThe Tanzanian Government has announced HIV \u002F AIDS as a National major\nproblem disease and the government had warned everybody to be aware of the\ndisease, which does not have a cure. We ………….. .. (Employer) and\n…………. (Trade union) we join the government to fight on the disease so\nas to improve our production and prolong staffs and their family life of those\nwho are affected with the disease. In order to achieve that …………..\n(Trade union) and ………….. (Employer) agree that:\n\na.We shall advise staff members to check their health always.\n\nb.Staff who is able to reveal their HIV status will be provided with TSH.\n………. (Per month\u002Flump sum) to help them sustain their condition. This\nprovision will be used by the Employee to empower themselves in terms of\nincreasing the understanding of their status therefore encouraging their fellow\nworkers.\n\nc.The Employer will assist to link the Infected Employee together with\nhis\u002Fher spouse and children relevant organizations to provide the necessary\nsupport and guidance.\n\nd.There will be no staff who will be discriminated against due to their\ninfected status, The infected staff will continue working until they are\ncertified unfit to work by the Company Physician.\n\ne.In any circumstance where HIV\u002FAIDS Virus infects an employee of\n…………. (Company), the company will not terminate this employee until the\nemployee is incapable to perform his\u002Fher responsibility. At that point the\nemployer will consider the said employee for early retirement and pay the\nemployee terminal benefits as per sec 12.1 and 12.2.",{"bindId":101,"name":102,"text":103},"SUNDAY_trigger","Weekly Rest Days Workers are entitled to","Weekly Rest Days\n\nWorkers are entitled to 24 consecutive hours of rest per week between last\nworking day in one week and the first ordinary working day of the next week.\nEmployment and Labour Relations Act requires that weekly rest day, in\nprinciple, should be Sunday for all employees. Source: § 24 of Employment and\nLabour Relations Act 2004.",{"bindId":105,"name":106,"text":107},"ANNLEAVE_trigger","13.ANNUAL LEAVE On employment of twelve ","13.ANNUAL LEAVE\n\nOn employment of twelve months, an employee is entitled to have\n…………. consecutive days paid leave . Any retained leave will result from\nan employee written request to the management and accepted or request from the\nmanagement due to workforce.\n\n13.1 An Employee going on annual leave will be entitled to the following\nbenefits:\n\na.He\u002Fshe will be paid One month basic salary.\n\nb.He\u002Fshe will be paid transport assistance for his\u002Fher Wife\u002FHusband together\nwith four children under twenty one years of age, provided they are School\ngoing.\n\nc.The employee is bound to submit the receipts for the amount of leave\ntravel fare within one month period from the date of return from leave.\n\nWhat the law says:\n\nPaid Vacation \u002F Annual Leave\n\nAccording to the Employment and Labour Relations Act 2004 a worker is\nentitled to 28 days paid annual leave, inclusive of any public holidays that\nmay fall during the period of leave.",{"bindId":109,"name":76,"text":77},"funeralpaytype",{"bindId":111,"name":98,"text":99},"healthandsafetypolicy",{"bindId":113,"name":114,"text":115},"breastfeeding_dangerouswork","No Harmful Work In accordance with the E","No Harmful Work\n\nIn accordance with the Employment and Labour Relations Act 2004, an employer\nmay not permit or require a pregnant worker or a worker who is nursing her\nchild to perform some work that is hazardous to her or child's health. Source:\n§ 33(5 & 9) of Employment and Labour Relations Act 2004",{"bindId":117,"name":118,"text":119},"contracttrial","An employee will be on probation for thr","An employee will be on probation for three months before permanent.",{"bindId":121,"name":122,"text":123},"sicknesspay","16. SICK LEAVE Sick leave will be grante","16. SICK LEAVE\n\nSick leave will be granted depending on company physician advises and will\nbe as follows:\n\na.First Three months: Full monthly salary and\n\nb. Next Three months: Half monthly salary\n\n16.1 After six months as in sec 12 of this contract if the employee has not\nrecovered then this staff member will be considered as retiring from service\nand will be entitled to retirement payments as per company policy and the\nphysicians advise.\n\n16.2 Work Related Injuries all medical referrals must be initiated by the\ngovernment; registered Medical Clinic or other recognized and authorized\nmedical facility. The travel for medical treatment will be considered business\ntravel. Therefore any reasonable out-of-pocket expenses incurred by the\nemployee for accommodation, meals and travel whilst on medication on work\nrelated injury or illness will be covered by the company. The Company’s\nMedical Insurance Plan may change from time to time. The Company policy on\noccupational injury and illness subject to occupational and heath safety act\nshall be adhered to. Work related illness The Company shall make a policy to\ncater for all occupational illnesses and the manner employee shall take care of\nmedical while at work, alternative jobs if recommended.\n\nWhat the law says:\n\nIn accordance with Employment and Labour Relation Act 2004, every worker\ncertified by a medical practitioner is entitled to paid sick leave (sickness\nbenefit) for a period of 126 days in a leave cycle of 36 month. Full wages are\npaid for the first 63 days of sick leave and half of the wages are paid for the\nremaining 63 days. Source: §32 of Employment and Labour Relations Act 2004\n\nJob Security\n\nIn accordance with the section 102 of Occupational Health and Safety Act\n2003, an employer may not dismiss a worker during his\u002Fher period of sickness\nand occupational disease. If a worker is unable to work due to bad health\ncondition, his\u002Fher employer may terminate his contract in accordance with the\nprocedure prescribed in Security of Employment Act, 1964. Source: §102 of\nOccupational Health and Safety Act 2003; Security of Employment Act 1964",{"bindId":125,"name":102,"text":103},"SCHEDULE_trigger",{"bindId":127,"name":128,"text":129},"paidpaternityleave","Paternity Leave Employment and Labour Re","Paternity Leave\n\nEmployment and Labour Relations Act 2004 provides for paid paternity leave\nof at least 3 days (in a leave cycle of 12 months) for a new father if this\nleave is taken within the 7 days of the birth of a child. Source: §34 of\nEmployment and Labour Relations Act 2004.",{"bindId":131,"name":132,"text":133},"eqpay","9.5Employer shall ensure the principle o","9.5Employer shall ensure the principle of equal work for equal pay\nirrespective of one’s race, sex, creed and colour to all employees",{"bindId":135,"name":106,"text":136},"PAIDLEAV_trigger","13.ANNUAL LEAVE\n\nOn employment of twelve months, an employee is entitled to have\n…………. consecutive days paid leave . Any retained leave will result from\nan employee written request to the management and accepted or request from the\nmanagement due to workforce.\n\n13.1 An Employee going on annual leave will be entitled to the following\nbenefits:\n\na.He\u002Fshe will be paid One month basic salary.\n\nb.He\u002Fshe will be paid transport assistance for his\u002Fher Wife\u002FHusband together\nwith four children under twenty one years of age, provided they are School\ngoing.\n\nc.The employee is bound to submit the receipts for the amount of leave\ntravel fare within one month period from the date of return from leave.\n\nWhat the law says:\n\nPaid Vacation \u002F Annual Leave\n\nAccording to the Employment and Labour Relations Act 2004 a worker is\nentitled to 28 days paid annual leave, inclusive of any public holidays that\nmay fall during the period of leave.\n\nPay on Public Holidays\n\nWorkers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Tanzania Government (usually 17 in number).\nHolidays falling on Saturday or Sunday are kept on those days. Act No.10 of\n1994 has been repealed and holidays falling on Saturday or Sunday are no longer\ncompensated. Source: Public Holidays Ordinance 1966.\n\nWeekly Rest Days\n\nWorkers are entitled to 24 consecutive hours of rest per week between last\nworking day in one week and the first ordinary working day of the next week.\nEmployment and Labour Relations Act requires that weekly rest day, in\nprinciple, should be Sunday for all employees. Source: § 24 of Employment and\nLabour Relations Act 2004.",{"bindId":138,"name":139,"text":140},"NOCTPREM_trigger","11.5 Night Work Allowance: An Employee s","11.5 Night Work Allowance: An Employee shall be paid…………..of his\u002Fher\nper hourly wage for each hour worked at night between ……………..",{"bindId":142,"name":98,"text":99},"healthcareaccessrelatives",{"bindId":144,"name":84,"text":85},"LOWWAGE_trigger",{"bindId":146,"name":147,"text":148},"MAXHOURS_trigger","Workers may be required to work overtime","Workers may be required to work overtime, work over and above ordinary hours\nof work, but not more than 12 hours a day and 50 hours in a 4-week cycle except\nin emergency. If a worker works beyond the stipulated working hours, he\u002Fshe is\nentitled to an overtime pay that is one and a half time (1.5 of X or 150%) the\nrate of his ordinary pay. Source: §17-22 of Employment and Labour Relations\nAct 2004",{"bindId":150,"name":151,"text":152},"bankholidays1","Pay on Public Holidays Workers are entit","Pay on Public Holidays\n\nWorkers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Tanzania Government (usually 17 in number).\nHolidays falling on Saturday or Sunday are kept on those days. Act No.10 of\n1994 has been repealed and holidays falling on Saturday or Sunday are no longer\ncompensated. Source: Public Holidays Ordinance 1966.",{"bindId":154,"name":155,"text":156},"paidmaternityleavepay","Income The maternity leave is awarded wi","Income\n\nThe maternity leave is awarded with full pay. Maternity leave benefits are\npaid by the employer. Source: §33 of Employment and Labour Relations Act 2004,\n§45(b) of the National Social Security Fund Act 1997.",{"bindId":158,"name":80,"text":81},"mealvouchers",{"bindId":160,"name":122,"text":123},"sicknessmaxdays",{"bindId":162,"name":163,"text":164},"paidmaternityleave","17. MATERNITY LEAVE Maternity leave of …","17. MATERNITY LEAVE\n\nMaternity leave of ………….. days for a single child and\n…………..days for more than one child will be of full payment and will be\nprovided before or after delivery depending on the company physician, once\nin………. years and maximum of …….. maternity leave with one\nemployer.\n\n17.1 After maternity leave, the delivered employee will be working for\n……… for a period of …………. (months) to facilitate feeding and\nclose care of the new born.\n\n17.2A female employee who takes maternity leave shall not incur any loss of\nprivilege during such period. Where a replacement is engaged for the purpose of\nreplacing a female employee who has gone on maternity leave, such engagement\nshall be of a temporary nature only and the service of the replacement will be\nterminated automatically on the return of the full-time employee.\n\n17.2Subject to the recommendation of the Medical Practitioner, A pregnant\nfemale employee shall have reduced work load on reaching 6 months’ pregnancy\nand for a period of 18 months after delivery.\n\n17.2 A male employee will be entitled to ………… days paternity leave\nupon the birth of a Child. The days should be taken within seven days of the\ndelivery or otherwise if agreed with Management for business operational\nreasons.\n\n17.3Measures shall be taken to ensure that the special needs of female\nemployees are taken into account in relation to Pregnancy, breastfeeding and\nreproductive health, through minimizing exposure to hazards. The company shall\ndevelop a policy on above areas of women concerns including sexual harassment\nand ensure the policy is implemented.\n\nWhat the law says:\n\nMaternity leave is provided and regulated under the Employment and Labour\nRelation Act 2004.\n\nFemale workers are entitled to at least twelve weeks (84 days) of fully paid\nmaternity leave or 100 consecutive days (in case of multiple births) within a\nleave cycle of 36 months A worker is entitled to 84 days paid maternity leave\nwithin a leave cycle if the newborn dies within a year of birth. Source: §33\nof Employment and Labour Relations Act 2004.\n\nIncome\n\nThe maternity leave is awarded with full pay. Maternity leave benefits are\npaid by the employer. Source: §33 of Employment and Labour Relations Act 2004,\n§45(b) of the National Social Security Fund Act 1997.\n\nNo Harmful Work\n\nIn accordance with the Employment and Labour Relations Act 2004, an employer\nmay not permit or require a pregnant worker or a worker who is nursing her\nchild to perform some work that is hazardous to her or child's health. Source:\n§ 33(5 & 9) of Employment and Labour Relations Act 2004\n\nProtection from Dismissals\n\nIt is unfair for an employer to dismiss a female worker due to her pregnancy\nor any other reason connected with her pregnancy in all aspects of employment.\nSource: §37(3b) of Employment and Labour Relations Act 2004\n\nRight to Return to Same Position\n\nAccording to the Employment and Labour Relations Act, a female worker has\nthe right to return to same job\u002Fposition and resume her employment on the same\nterms and conditions after availing her maternity leave. Source: §33 of\nEmployment and Labour Relations Act 2004.\n\nBreastfeeding\n\nIn accordance with the Employment and Labour Relations Act, a female worker\nis entitled to the nursing breaks of maximum 2 hour duration per day. Source:\n§33 of Employment and Labour Relations Act, 2004.\n\nPaternity Leave\n\nEmployment and Labour Relations Act 2004 provides for paid paternity leave\nof at least 3 days (in a leave cycle of 12 months) for a new father if this\nleave is taken within the 7 days of the birth of a child. Source: §34 of\nEmployment and Labour Relations Act 2004.",{"bindId":166,"name":167,"text":168},"contractseverancepay","7.TERMINATION 7.1In any event of termina","7.TERMINATION\n\n7.1In any event of termination, the following should be considered:\n\nTime in employment: .........Termination Notice: ........Payment in Lieu of\nnotice Six month and above 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\nless than twenty one years of age provided they are still at school, recognized\nby the 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 sect 7.1 of this agreement.",{"bindId":170,"name":171,"text":172},"jobsecuritymothers","Right to Return to Same Position Accordi","Right to Return to Same Position\n\nAccording to the Employment and Labour Relations Act, a female worker has\nthe right to return to same job\u002Fposition and resume her employment on the same\nterms and conditions after availing her maternity leave. Source: §33 of\nEmployment and Labour Relations Act 2004.",{"bindId":174,"name":175,"text":176},"CONSIGN_trigger","Weekend \u002F Public Holiday Work Compensati","Weekend \u002F Public Holiday Work Compensation\n\nWorkers may be required to work on weekly rest days and public holidays. In\nsuch circumstances when employees have to work on official holidays, they are\nentitled to receive wages at a premium rate of 200% of the normal hourly wage\nrate. Workers working on weekly rest days are entitled to premium pay at the\nrate of 200% of the normal wage rate. In accordance with the Wages Order 2010,\na worker is entitled the double the daily wages, in addition to normal\nweekly\u002Fmonthly wage, if he works on weekly rest day or public holiday. Source:\n§24 & 25 of Employment and Labour Relations Act 2004; §7 of the Wages\nOrder 2010","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Sample Collective Bargaining Agreement for Tanzania created by WageIndicator Foundation -2016- -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\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\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → \n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → \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: → \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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → TZS \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: →  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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\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: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: →  days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: →  days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TZS \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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → No\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → TZS  per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[182],{"title":37,"slug":33},[184],{"type":185,"data":186},"call_to_action_body_block",{"title":187,"description":188,"variant":189,"link":190},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":187,"url":191,"description":187,"rel":192,"type":193},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[195],{"type":185,"data":196},{"title":187,"description":188,"variant":189,"link":197},{"title":187,"url":191,"description":187,"rel":192,"type":193},[]]