[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fthe-collective-bargaining-agreement-between-tpc-limited-and-tanzania-social-services-industry-workers-union-tasiwu-":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":223,"content_type_view":224,"extra_breadcrumbs":225,"body":227,"body_blocks":238,"related_pages":242},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":221,"translations":222},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"the-collective-bargaining-agreement-between-tpc-limited-and-tanzania-social-services-industry-workers-union-tasiwu-","b004f94a-f81b-11e2-8988-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fthe-collective-bargaining-agreement-between-tpc-limited-and-tanzania-social-services-industry-workers-union-tasiwu-\u002Fthe-collective-bargaining-agreement-between-tpc-limited-and-tanzania-social-services-industry-workers-union-tasiwu-\u002F","Collective Bargaining Agreement Between TPC Limited And Tanzania Social Services Industry Workers Union (TASIWU) - 2010","TZA TPC Limited - 2010","Tanzania - TZA TPC Limited - 2010","TZA TPC Limited - 2010 - Agriculture, forestry, fishing, Manufacturing",{"name":41,"data":42},"CBA TASIWU - TPC.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>THE COLLECTIVE BARGAINING AGREEMENT BETWEEN TPC LIMITED AND TANZANIA SOCIAL\nSERVICES INDUSTRY WORKERS UNION (TASIWU)\u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.0 PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>We Tanzania Social Services Industry Workers Union hereinafter referred to\nas TASIWU, on one part and TPC Limited, hereinafter referred to as “the\nemployer” or “the company” on the other part, jointly recognize that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- TPC Limited has to work under the environment of a privately owned\ncompany;\u003C\u002Fp>\n\n\u003Cp>- The present world economic environment is characterized by global\ncompetition and the elimination of trade barriers;\u003C\u002Fp>\n\n\u003Cp>- Business organizations need to constantly invest, increase productivity,\nimprove quality and control the cost of production in order to survive and\npreserve jobs in the long run;\u003C\u002Fp>\n\n\u003Cp>- For the achievement of the company objectives, improvement of workers\nwelfare, safety, health and income is necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In line with the above principles, we jointly confirm in writing and after\nour signatures hereto on affirmative that we have voluntarily agreed on the\nfollowing matters pertinent to good working conditions, wage payments, work\nsafety, production incentives and carrier advancement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.0 DECLARATION\u003C\u002Fh3>\n\n\u003Cp>Both parties agree that this agreement is made under part J (2) of the\nRecognition Agreement that was signed on 1st June 2009 and that it becomes a\nsubset of the Recognition Agreement and that all terms and conditions agreed in\nthe Recognition Agreement are binding to the current Collective Bargaining\nAgreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.0 COMMENCEMENT AND END DATE OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>Both parties have agreed that this agreement will commence on the last\nsignature and shall remain in force for the period of three years thus 23rd\nApril 2010 to and inclusive 22nd April 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.0 SCOPE\u003C\u002Fh3>\n\n\u003Cp>This agreement shall apply to permanent employees on limited duration\ncontracts of more than 12 months (PL) and on unlimited duration contracts (PO)\nin the category of Operative (CP), Clerical Technical (CT), Skilled (CS),\nJunior Staff (CJ) or other under fixed term contracts of more than 12 months,\nbut excluding Top Staff and Senior Staff. This same group of employees also\nconstitutes the Bargaining Unit of the Trade Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.0 INTERPRETATION\u003C\u002Fh3>\n\n\u003Cp>(a) In this Agreement, unless the context or any other written law in force,\notherwise requires;\u003C\u002Fp>\n\n\u003Cp>Board of Director” means the Board of Directors of TPC LTD,\u003C\u002Fp>\n\n\u003Cp>“Dependant” means husband\u002Fwife of an employee and unmarried children who\nare living with the employee and who are not above 18 years of age\u003C\u002Fp>\n\n\u003Cp>“Employer” means TPC Limited,\u003C\u002Fp>\n\n\u003Cp>“Employee” means an individual who has entered into a contract of\nemployment with TPC Limited and he\u002Fshe falls within the bargaining unit of the\ntrade union,\u003C\u002Fp>\n\n\u003Cp>“Field Branch” means TASIWU office established by ten or more members of\nregistered trade union employed at the workplace,\u003C\u002Fp>\n\n\u003Cp>“OSHA” Occupational Health and Safety Act, 2003\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Unless specifically provided, words used in this agreement shall be\ninterpreted in terms of the applicable labour laws.\u003C\u002Fp>\n\n\u003Cp>(c) The agreement is recorded in both languages (English and Kiswahili) and\nin case of different interpretation, the English version shall prevail.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.0 WORKING HOURS AND OVERTIME PAYMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>6.1 Employees who shall be required to work for more than 45 hours a week\nshall be entitled to overtime payment in accordance with the Labour Laws in\nforce\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>6.2 In a situation where circumstances and nature of the job compels,\novertime can exceed 50 hours in a month and an employee shall be paid\naccordingly\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>6.3 If the employee works on public holidays specified in the Public\nHolidays Act or works during the employee’s weekly rest day, the employer\nshall pay the employee double of his\u002Fher hourly basic wage for each hour worked\non that day\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>6.4 All overtime hours shall be captured in the computerized system (at\npresent - Canepro) and paid by the employer together with the next month\nsalaries subject to statutory deductions\u003C\u002Fp>\n\n\u003Ch3>7.0 RECRUITMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>7.1 The company’s Human Resources Management philosophy is built on\nprinciple belief that human resource is the most important asset of the company\nand that all recruitments shall be carried out as per the company recruitment\nprocedure and shall abide to a non-discrminatnation in terms of race, colour,\nreligion, tribe, marital status, sexual preference or physical disability.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>7.2 Every newly recruited employee shall be subjected to a minimum\nprobationary period of six months during which their work performance and\ngeneral conduct shall be closely monitored and assessed. This period may be\nextended if in the opinion of the management it is deemed desirable. Probation\nperiod shall not be extended for more than two occasions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.3 An employee shall be eligible for confirmation to his position on\nsatisfactorily completion of his\u002F her probationary period, unless prior\ncommunication was made to indicate the contrary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Ch3>8.0 EMPLOYEES TRAINING AND DEVELOPMENT\u003C\u002Fh3>\n\n\u003Cp>For motivational purposes and for improved performance, the employer will\ncontinue to provide education, technical and professional training to employees\nas per company training policy to ensure that they master their job, and fully\nrelease their creative potentialities in contributing to the attainment of the\nCompany’s goals and objectives embodied in it’s Vision and Mission\nstatements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.0 ACTING ON VACANT POSITION\u003C\u002Fh3>\n\n\u003Cp>If an employee is acting on a vacant post for a period of six months or\nmore, he or she has the right to ask the company to confirm her\u002Fhis position.\nThe company then has an obligation to reply within two weeks with good reasons\nin case such an appointment will not be confirmed. Should the company fail to\nrespond within prescribed time he\u002Fshe will be automatically confirmed to the\nposition.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.0 LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>10.1 Annual Leave\u003C\u002Fp>\n\n\u003Cp>(i) Every employee reckoning at least 12 months’ continuous service with\nthe company shall be eligible to 28 calendar day’s annual paid leave. The\nemployer and employee shall jointly agree as to the period(s) when such leave\nwill be taken. Annual leave is neither cumulative nor payable in lieu of.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Children at the ages of three (3) and five (5) years shall be paid half\nthe adult leave fare. Those at the age of six(6) to eighteen (18) years shall\nbe paid full adult leave fare. No leave fares shall be payable by the company\nto children below three (3) years or above 18 years.\u003C\u002Fp>\n\n\u003Cp>(iii) Subject to (i) and (ii) above every employee taking annual leave shall\nbe eligible for full rate travel return fare once every two years together with\nhis\u002Fher dependants (wife\u002Fhusband and up to 4 children) to the place of\ndomicile. Fare payable shall be the market rate prevailing at the time as\nestablished by the Company for non-executive bus fares. Employed spouses of\nemployees shall not benefit from leave fare.\u003C\u002Fp>\n\n\u003Cp>(iv) An employee with his\u002Fher spouse both employed by the company shall not\nbenefit from leave travel fares more than once every two years. Children whose\nparents are employed by the company shall not benefit from leave travel\nallowance more than once every two years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>10.2 Maternity Leave\u003C\u002Fp>\n\n\u003Cp>(i) In case of Maternity leave, an employee shall be entitled to a maximum\nof 84 days paid maternity leave or 100 days paid maternity leave if the\nemployee gives birth to more than one child at the same time. Maternity leave\nshall be for a maximum of 4 terms per female employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(ii) A female worker required to work in the fields per measured task\n(Kipimo) shall, on reaching 7 months of pregnancy, have a day’s workload\nreduced to half the normal job requirement. In case her medical condition does\nnot allow her to work, she may take maternity leave as provided for in 10.2.(i)\nabove.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(iii) A female employee shall be allowed two hours per day to breast-feed\nher child who is at the place of work, or else she should be allowed to leave\nher place of work two hours earlier for the same purpose, for a period of 18\nmonths after delivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>(iv) Subject to the recommendation of the Medical Practitioner, A pregnant\nfemale employee shall be exempted from night shift work on reaching 6 months’\npregnancy and for a period of 18 months after delivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(v) The employer is only obliged to grant paid maternity leave every 2 years\nfor a maximum four (4) terms of maternity leave per female employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>10.3 Paternity Leave\u003C\u002Fp>\n\n\u003Cp>Where a wife of an employee has delivered a baby, the father of the child\nwill be given paternity leave of 3 days to take care of the mother and the\nchild within 7 days of the birth of the child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>10.4 Sick Leave\u003C\u002Fp>\n\n\u003Cp>Every Junior staff and below shall be entitled to three (3) months sick\nleave on full pay and if the sickness persists, three (3) months’ sick leave\non half pay in case of serious illness requiring hospitalization or rest\nfollowing hospitalization. If an employee is still sick and the employer\ndecides that he cannot resume work after having benefited from six continuous\nmonths’ sick leave (three months’ sick leave on full pay and three\nmonths’ sick leave on half pay) then his\u002Fher employment shall be terminated\non grounds of illness.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.5 Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>On the death of father or mother, wife or husband, own children, siblings\nand in-law parents of a Junior staff and below, the employee will get 7 days\nleave with pay for mourning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.6 Leave without Pay\u003C\u002Fp>\n\n\u003Cp>Leave without pay shall only be granted under the following\ncircumstances:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Where a female employee is not entitled to maternity leave but has\ndelivered or is about to deliver a child.\u003C\u002Fp>\n\n\u003Cp>(ii) Where the employer decides to grant leave without pay at his own\ndiscretion.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>11.0 OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh3>\n\n\u003Cp>11.1 Uniforms and Protective Gears\u003C\u002Fp>\n\n\u003Cp>The current practice concerning uniforms and protective gears, as per the\ncompany Health, Safety and Environmental Policy and the Occupational Health and\nSafety Act 2003 shall continue. All the times, the union shall support\nmanagement in the course of enforcing wearing and use of uniforms and\nprotective gears.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.2 OSHA Compliance\u003C\u002Fp>\n\n\u003Cp>Management and Trade Union shall organize regular inspections to ensure that\nthe company complies to the OSHA requirements.\u003C\u002Fp>\n\n\u003Cp>11.3 Compensation of Occupational Disease, Incapacity and Death\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>If it occurs an employee’s health is affected by his \u002Fher work environment\nor contracts any occupational disease during and from the work environment, or\nan employee is injured or dies in the course of his work or accident at the\nemployer’s premises, the employer shall compensate the employee as per the\nWorkers Compensation Act or applicable Insurance Policy to that effect.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12.0 ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>12.1 Per Diem, On-transit and Out of Station Allowance\u003C\u002Fp>\n\n\u003Cp>Per Diem (subsistence allowance), On-Transit Allowance and Out of Station\nAllowance shall be paid at the following rates per day;\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Towns Category\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Junior Staff (CJ) Per Diem\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Skilled (CS) Per Diem\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Clerical Technical (CT)\n\n        \u003Cp>Per Diem\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Operatives (CP)\n\n        \u003Cp>Per Diem\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>All categories\n\n        \u003Cp>On-Transit Allowance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>All categories\n\n        \u003Cp>Out of Station Allowance\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>City\n\n        \u003Cp>Municipality & Regional HQS\u003C\u002Fp>\n\n        \u003Cp>District HQS\u003C\u002Fp>\n\n        \u003Cp>Townships\u003C\u002Fp>\n\n        \u003Cp>Nairobi (Drivers)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>50,000\n\n        \u003Cp>35,000\u003C\u002Fp>\n\n        \u003Cp>25,000\u003C\u002Fp>\n\n        \u003Cp>17,000\u003C\u002Fp>\n\n        \u003Cp>50,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>40,000\n\n        \u003Cp>25,000\u003C\u002Fp>\n\n        \u003Cp>18,000\u003C\u002Fp>\n\n        \u003Cp>13,000\u003C\u002Fp>\n\n        \u003Cp>40,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>30,000\n\n        \u003Cp>18,000\u003C\u002Fp>\n\n        \u003Cp>13,000\u003C\u002Fp>\n\n        \u003Cp>12,000\u003C\u002Fp>\n\n        \u003Cp>30,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>25,000\n\n        \u003Cp>16,000\u003C\u002Fp>\n\n        \u003Cp>12,000\u003C\u002Fp>\n\n        \u003Cp>10,000\u003C\u002Fp>\n\n        \u003Cp>25,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,000\n\n        \u003Cp>5,000\u003C\u002Fp>\n\n        \u003Cp>5,000\u003C\u002Fp>\n\n        \u003Cp>5,000\u003C\u002Fp>\n\n        \u003Cp>6,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>35,000\n\n        \u003Cp>35,000\u003C\u002Fp>\n\n        \u003Cp>25,000\u003C\u002Fp>\n\n        \u003Cp>25,000\u003C\u002Fp>\n\n        \u003Cp>35,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Per Diem and out of station allowances are paid when the employee has to\nspend the night out of station. An employee being paid per diem and out of\nstation allowance will not be paid overtime during his\u002F her trip out of\nstation. On transit allowance is paid to an employee who is on the road for\nmore than 6 hours continuously to and from his destination in order to purchase\nfood\u002F drinks on the way.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.2 Health Hazard Allowance\u003C\u002Fp>\n\n\u003Cp>Employees required to work under hot and hazardous environment, will be\nentitled to the allowances mentioned below;\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Job Category \u003C\u002Ftd>\n      \u003Ctd>Amount per Day (Tshs)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Evaporator Tube Cleaners\n\n        \u003Cp>Herbicide and Insecticide Sprayers\u003C\u002Fp>\n\n        \u003Cp>Toilet Cleaners\u003C\u002Fp>\n\n        \u003Cp>Cane Burning\u003C\u002Fp>\n\n        \u003Cp>Climbers above 6 m\u003C\u002Fp>\n\n        \u003Cp>Operator DM Plant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>700\n\n        \u003Cp>700\u003C\u002Fp>\n\n        \u003Cp>400\u003C\u002Fp>\n\n        \u003Cp>500\u003C\u002Fp>\n\n        \u003Cp>700\u003C\u002Fp>\n\n        \u003Cp>700\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>12.3 Night Shift Allowance\u003C\u002Fp>\n\n\u003Cp>Employees who shall be required to work on night shift from 14:00hrs to\n22:00hrs and between 20:00hrs to 06:00hrs shall be paid Night Shift Allowance\nof six (6 %) of an employee’s daily salary rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-standbyallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-standbyallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-CONSIGN_trigger\" class=\"cbaClause highlight\">\u003Cp>12.4 Standby Allowance\u003C\u002Fp>\n\n\u003Cp>The employer shall pay an employee placed on standby 6% of his\u002Fher daily\nrate as per the conditions stipulated in the company policy\u002Fprocedure\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.5 House Allowance\u003C\u002Fp>\n\n\u003Cp>Junior Staff and below who are not provided with housing accommodation will\nreceive a housing allowance amounting to 15% of their monthly basic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cp>12.6 Lunch Allowance\u003C\u002Fp>\n\n\u003Cp>Employees who travel to Moshi and Arusha on official duties and who happen\nto be in the aforementioned city\u002Fmunicipality during lunch hours between\n11:30am and 2:00 pm shall be provided with lunch allowance of Tshs 4,500\u002F= and\nshall be subject to the approval of their Head of Department.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Cp>12.7 Meal Coupon Allowance\u003C\u002Fp>\n\n\u003Cp>Any employee, who shall be required to work continuously for 10 hours, shall\nearn a meal coupon or be, paid meal allowance of equivalent value. The value of\nsuch coupon shall be set by Management from time to time, depending on food\nrate applicable in the estate canteen. Currently applicable rate is Tshs.\n1,000\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>12.8 Leave Allowance\u003C\u002Fp>\n\n\u003Cp>Every employee allowed for annual paid leave shall be entitled to leave\nallowance of Tshs.15,000\u002F= once per leave cycle.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>12.9 Sitting Allowance\u003C\u002Fp>\n\n\u003Cp>Sitting allowance to Union representatives will be paid as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Consultation (quarterly meeting) between management and branch field is\nTsh 30,000\u002F- for the whole duration of the consultation\u003C\u002Fp>\n\n\u003Cp>(ii) Annual wage negotiation meeting (once per annum)Tsh 60,000 for the\nwhole duration of the negotiation\u003C\u002Fp>\n\n\u003Cp>(iii) Collective Bargaining Agreement (after three years) Tsh 90,000 for the\nwhole duration of the negotiation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This allowance will be paid as from the 2010 CBA and wage negotiations.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>13.0 MEDICAL SERVICES\u003C\u002Fh3>\n\n\u003Cp>13.1 Medication at Work\u003C\u002Fp>\n\n\u003Cp>(i) An employee and his\u002Fher dependants shall be entitled to free medical\ntreatment at the company hospital and any government or referral hospital in\nTanzania as they may be referred to by the TPC Medical Officer\u003C\u002Fp>\n\n\u003Cp>(ii) Children above 18 years but under 21 years who are still attending\nschool will fall under dependant category under this clause\u003C\u002Fp>\n\n\u003Cp>(iii) An employee’s parents living with him\u002Fher at TPC will be entitled to\nfree medical treatment at TPC hospital.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2 Medication on Leave\u003C\u002Fp>\n\n\u003Cp>An employee\u002Fdependant who falls sick while on duty or on leave outside TPC\nshall be entitled to a refund of medical treatment costs at a government \u002F\nreferral hospital. A refund shall be affected upon submission of original\ndocuments duly approved by TPC management.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>14.0 RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>This clause on retirement shall apply to employees with permanent open\nduration contracts (PO) only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.1 Retirement Age\u003C\u002Fp>\n\n\u003Cp>Junior Staff and below employees will retire at the age of 55 years.\nRetirement notice shall be not less than 30 days or payment of one month salary\nin lieu of notice. At management discretion, notice may be given at any time\nbetween January and November of the given year. The company shall compulsorily\nretire its employee in the month of December every year. A retired employee\nrequired for further employment might be employed on a limited duration\ncontract, based on the organization requirements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2 Retirement Benefits\u003C\u002Fp>\n\n\u003Cp>Retiring employees will be given the following retirement benefits over and\nabove statutory retirement benefits except for repatriation which is spelt out\nunder Clause 19 below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) One bag of 50kg of sugar;\u003C\u002Fp>\n\n\u003Cp>(ii) Retirement ex-gratia payment:\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Years of service\u003C\u002Ftd>\n      \u003Ctd>Formula\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15 or less\n\n        \u003Cp>More than 15 but less than 25\u003C\u002Fp>\n\n        \u003Cp>25 and above\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>0.73 W * N\n\n        \u003Cp>0.83 W * N\u003C\u002Fp>\n\n        \u003Cp>0.93 W * N\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>W = Last monthly basic Wage\u003C\u002Fp>\n\n\u003Cp>N = Number of years of Service\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch3>15.0 REDUNDANCY\u002FRETRENCHMENT\u003C\u002Fh3>\n\n\u003Cp>For the purpose of this agreement, retrenchment \u002F redundancy means a\ntermination of employment based on operational requirements such as economic,\ntechnological, structural or similar needs of the employer. Employees\nretrenched or made redundant for any reason including the above reasons will be\npaid the following retrenchment benefits over and above statutory retirement\nbenefits except for repatriation which is spelt out under Clause 19 below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Retrenchment ex-gratia payment of 1.75 month salary for each year of\nservice\u003C\u002Fp>\n\n\u003Cp>(ii) One bag of 50kg of sugar.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>16.0 DEATH AND FUNERAL\u003C\u002Fh3>\n\n\u003Cp>16.1 Death and Funerals Benefits\u003C\u002Fp>\n\n\u003Cp>(i) The company will be responsible for payment of shroud, coffin and cost\nof transportation of the body of a deceased employee or a deceased dependant in\nthe Kilimanjaro Region. A dependant will be restricted to husband\u002Fwife of an\nemployee and unmarried children who are living with the employee and who are\nbelow 18years of age,\u003C\u002Fp>\n\n\u003Cp>(ii) Children above 18 years but under 21 years who are still attending\nschool will fall under dependant category under this clause.\u003C\u002Fp>\n\n\u003Cp>(iii) Transportation of the body of the deceased employee or of the\ndependant outside the Kilimanjaro Region will be taken care by Maafa Fund,\u003C\u002Fp>\n\n\u003Cp>(iv) If a Junior Staff and below employee dies through any other cause apart\nfrom accident at work or when travelling to work while still in employment with\nTPC, the employer will pay his family Tsh.200,000\u002F= plus a bag of sugar (50kgs)\nas condolence allowance. If an employee’s dependant as defined above dies,\nthe employer shall pay condolence allowance of TZS 120,000 plus a bag of sugar\n(50kgs) to the bereaved family,\u003C\u002Fp>\n\n\u003Cp>(v) A Junior Staff and below employee dying of an accident at work will have\nhis\u002Fher body transported by the employer. The bereaved family will get\nTsh.500,000\u002F= plus a Bag of Sugar (50kgs) as condolence allowance.\u003C\u002Fp>\n\n\u003Cp>(vi) The Company will grant permission to three (3) employees to escort the\nbody of an employee deceased in service to his home village whether he or she\nhas relatives or not,\u003C\u002Fp>\n\n\u003Cp>(vii) In case of Junior Staff and below employees’ death in service, his\nor her family through appointed estate administrator will get the benefits as\nretirement benefits as per clause 14.1.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.2 Maafa Fund\u003C\u002Fp>\n\n\u003Cp>(i) The employer in collaboration with trade union shall consolidate the\nMaafa (calamity) Fund\u003C\u002Fp>\n\n\u003Cp>(ii) The employer shall contribute a supportive amount of Ths.600,000\u002F= to\nthe Maafa fund every month\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17.0 TERMINATION ON MEDICAL GROUNDS\u003C\u002Fh3>\n\n\u003Cp>An employee whose employment is terminated on medical grounds shall be paid\nretirement benefits according to clause 14.1.2 of this agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.0 TERMINATION ON DISCIPLINARY GROUNDS\u003C\u002Fh3>\n\n\u003Cp>An employee whose employment is terminated on disciplinary grounds shall be\npaid terminal benefits as per the Employment and Labour Relations Act No 6 2004\nand the Code of Good Practice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19.0 REPATRIATION ON TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>19.1 Employees, whose employment service is terminated on any ground other\nthan termination as a result of disciplinary action and absconding\u002Fpersonal\nresignation from service shall be eligible to be paid one way fare ticket for\nhim and his \u002F her dependants and transportation of personal effects \u002Fluggage to\nplace of domicile as follows;\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003Ctd>Employee Category\u003C\u002Ftd>\n      \u003Ctd>Tones Luggage\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Junior Staff\n\n        \u003Cp>Skilled\u003C\u002Fp>\n\n        \u003Cp>Clerical and Technical\u003C\u002Fp>\n\n        \u003Cp>Operatives\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.2 Employees terminated on any disciplinary grounds shall be paid\nrepatriation cost as per the applicable labour laws. No repatriation cost shall\nbe payable to an employee who resigns or abscond from service.\u003C\u002Fp>\n\n\u003Ch3>20.0 LAY-OFFS\u003C\u002Fh3>\n\n\u003Cp>(i) It has been agreed that whenever it becomes necessary to lay off some of\nthe employees, the employer shall, in writing, submit to the General Secretary\nof the Union and copied to the Local Branch, such intention, three months\nbefore the lay-off.\u003C\u002Fp>\n\n\u003Cp>(ii) Upon consultation and agreement with the union, employees subject to\nthe lay-off exercise shall be informed in writing of the exercise starting\ncategorically whether they will be paid or not during the period they will be\noff the job and the duration of such lay-off.\u003C\u002Fp>\n\n\u003Cp>(iii) It has been agreed that the lay-off duration should not exceed six\nmonths, otherwise the company and the union shall have to revisit the situation\nand decide on the future of the whole matter. If the situation does not\nimprove, the laid-off workers shall be regarded as redundant as per clause 14.2\nabove.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21.0 BEST WORKERS AWARDS\u003C\u002Fh3>\n\n\u003Cp>(i) There shall be best workers from each designated section, departments\nand the company overall best worker as per selection of best workers procedure.\nThe criteria and procedure for selection of best workers shall be reviewed from\ntime to time by management and the trade union.\u003C\u002Fp>\n\n\u003Cp>(ii) Above mentioned best workers will be awarded certificates from the\nCompany (employer) and from their respective Trade Unions.\u003C\u002Fp>\n\n\u003Cp>(iii) A worker who receives an award at national level, presented by the\nnominated guest of honour, will receive a certificate plus Tshs.1,000,000\u002F=\u003C\u002Fp>\n\n\u003Cp>(iv) The employer will award each selected best worker of the designated\nsection a certificate plus Tshs 70,000\u002F=. Selected best worker of the\ndesignated department will be selected to represent the company in the regional\nMay Day celebrations. Each of these departmental best workers will receive a\ngift of Tshs 200,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>(v) The employer will display the names and photographs of the best worker\nfrom each department, on a “Board of Honor” to be erected in their\nhonor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.0 PROFIT BONUS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Cp>On every profit financial year, the employer shall pay his employees a bonus\nincentive of 2.5 % of profits realized (profit before tax). This bonus shall be\npaid to all employees within the trade union bargaining unit who participated\nfully to the financial year (between 1st July to 30th June).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.1 Eligible Employees\u003C\u002Fp>\n\n\u003Cp>(i) Those who have been absent from work for valid reasons during the\nfinancial year.\u003C\u002Fp>\n\n\u003Cp>(ii) Those who have been on sickness absenteeism for a maximum of 26 working\ndays during the financial year.\u003C\u002Fp>\n\n\u003Cp>(iii) Those who have been out of the estate on company initiated training\nfor one year and above.\u003C\u002Fp>\n\n\u003Cp>(iv) Those who have been served with two written warnings or less during the\nfinancial year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>22.2 Non-Eligible Employees\u003C\u002Fp>\n\n\u003Cp>(i) Those who have been absent from work without valid reasons during the\nfinancial year.\u003C\u002Fp>\n\n\u003Cp>(ii) Those who have been on sickness absenteeism or other absenteeism\nexcluding company initiated training for more than 26 working days during the\nfinancial year.\u003C\u002Fp>\n\n\u003Cp>(iii) Those who have been served with three written warnings or more during\nthe financial year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The profit bonus will be paid at the end of the month of December following\nthe financial year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.0 LOANS\u003C\u002Fh3>\n\n\u003Cp>The company under special agreement with TPC SACCOS may grant a soft loan to\nTPC SACCOS for the purpose of school fees and other loans that will enable\nindividual employee to seek loans from SACCOS. The company may also facilitate\nindividual loans through commercial banks under special agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.0 PURCHASE OF SUGAR AT FACTORY PRICE\u003C\u002Fh3>\n\n\u003Cp>Employees shall be allowed to purchase a maximum of 25 kgs bag of sugar at\nfactory price every two months. Employees who wish to purchase sugar at factory\nprice shall be registered through a prescribed form to allow proper capturing\nin the computerized system (at present - Canepro).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>25.0 TRANSPORT SERVICES\u003C\u002Fh3>\n\n\u003Cp>(i) The employer shall provide transport to and from work to all its\nemployees living more than 5 kilometers from the closest point along TPC -\nMoshi road to their place of work. Transport will be provided along the\nKiboroloni – Moshi - TPC route only. The furthest point from which transport\nwill be provided is Kiboroloni.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) The Company will set up a fund equivalent of the value of 100 bicycles\nper year to provide bicycle loans to employees. The selection of employees who\nwill benefit from the said loan will be guided by the company’s bicycle loan\nprocedure.\u003C\u002Fp>\n\n\u003Cp>(iii)\u003C\u002Fp>\n\n\u003Cp>(iv) The company will give loans for 15 bicycles per year for each Field\nArea for a period of three years to be loaned to irrigators, gatemen and\nirrigation controllers. The employees benefiting from the loans will be\nrequired to pay back 75% of the loan over a period of one year. Loaned bicycles\nwill be used for private and official purposes. No re-allocation shall be made\nif the bicycle is lost or stolen and an employee shall remain responsible for\nan outstanding loan for the remaining repayment period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.0 APPLICATION OF TANZANIA LABOUR LAWS\u003C\u002Fh3>\n\n\u003Cp>For any other aspects that have not been specifically covered by this\nagreement or the Recognition Agreement, the Tanzanian Labour laws shall\napply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.0 AMENDMENTS OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>(v) The parties may amend this agreement by agreement provided that no\namendments will have any force or effect unless it is in writing and duly\nsigned by both parties.\u003C\u002Fp>\n\n\u003Cp>(vi) The party seeking to amend this agreement shall put forward its\nproposed amendments in writing to the other stating the nature, extent and\nreasons for the proposed amendments.\u003C\u002Fp>\n\n\u003Cp>(vii) Negotiations concerning proposed amendments shall commence as soon as\nreasonably possible after receipts of the request to negotiate the proposed\namendments to the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.0 TERMINATION OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement may be terminated if one of or the following circumstances\noccur;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Recognition Agreement is terminated\u003C\u002Fp>\n\n\u003Cp>b) After three years from date of last signature\u003C\u002Fp>\n\n\u003Cp>c) Deregistration of the trade union\u003C\u002Fp>\n\n\u003Cp>d) By order of the court\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN WITNESS OF this agreement the parties to the agreement signed as herein\nbelow this 23rd Day of April 2010 at Moshi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR and ON BEHALF OF TPC LIMITED\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>S\u002FNO\u003C\u002Ftd>\n      \u003Ctd>NAME\u003C\u002Ftd>\n      \u003Ctd>DESIGNATION\u003C\u002Ftd>\n      \u003Ctd>SIGNATURE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Robert BAISSAC\u003C\u002Fp>\n\n        \u003Cp>Jaffari ALLY\u003C\u002Fp>\n\n        \u003Cp>Marius JACOBS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>CHIEF EXECUTIVE OFFICER\u003C\u002Fp>\n\n        \u003Cp>CORPORATE SERVICES EXECUTIVE OFFICER\u003C\u002Fp>\n\n        \u003Cp>FINANCE EXECUTIVE OFFICER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR and ON BEHALF OF TASIWU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>S\u002FNO\u003C\u002Ftd>\n      \u003Ctd>NAME\u003C\u002Ftd>\n      \u003Ctd>DESIGNATION\u003C\u002Ftd>\n      \u003Ctd>SIGNATURE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Christopher N. NAKUHWA\u003C\u002Fp>\n\n        \u003Cp>Omary B. MACHONGWE\u003C\u002Fp>\n\n        \u003Cp>Bilal O. JUMA\u003C\u002Fp>\n\n        \u003Cp>Mbonea J. MNZAVA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n        \u003Cp>ZONAL SECRETARY, NORTHERN ZONE\u003C\u002Fp>\n\n        \u003Cp>BRANCH FIELD CHAIRMAN\u003C\u002Fp>\n\n        \u003Cp>BRANCH FIELD SECRETARY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var 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",{"disabilitypay":44,"riskassessment":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"pensionfund":60,"maternity_nursing_breaks_length":64,"alternatives":68,"ONCERISE_trigger":70,"maternity_nursing_breaks_duration":74,"hourspweek_select":76,"childcare":80,"shiftallowanceperc1":84,"nursingmothers":88,"funeralpay":90,"MEALALL_trigger":94,"CONSIGN_trigger":98,"maternityotherclause":102,"discrimination":106,"maxsicknesspayperc":110,"jobclassifaction1":112,"mealvouchersamount":116,"OVERTIME_trigger":118,"holidaysdays":121,"healthcareaccess":125,"shiftallowancetype":129,"healthinsurance":131,"COMMUTE_trigger":133,"SUNDAY_trigger":137,"ANNLEAVE_trigger":141,"sundayallowancetype":145,"standbyallowancetype":147,"healthandsafetypolicy":149,"overtimeallowanceperc1":153,"commutingallowancetype1":155,"hourspweek":157,"schedulesrestpw":159,"annleaveallowancetype":161,"paidmaternityleaveall":163,"SCHEDULE_trigger":165,"contracttrial":167,"paidpaternityleave":171,"sicknesspay":175,"sicknessmaxdaysnr":177,"NOCTPREM_trigger":179,"healthcareaccessrelatives":181,"annleaveallowanceamount1":183,"sundayallowanceperc1":185,"sicknessmaxdays":187,"healthinsurancerelatives":189,"contractseverancepay1":191,"bankholidays1":195,"overtimeallowancetype":197,"overtimeallowancetypeperiod":199,"mealvouchers":201,"trainingprogrammes":205,"paidmaternityleave":209,"standbyallowanceperc1":211,"contractseverancepay":213,"PAIDLEAV_trigger":215,"paidpaternityleaveduration":217,"pregnancy":219},{"bindId":45,"name":46,"text":47},"disabilitypay","If it occurs an employee’s health is aff","If it occurs an employee’s health is affected by his \u002Fher work environment\nor contracts any occupational disease during and from the work environment, or\nan employee is injured or dies in the course of his work or accident at the\nemployer’s premises, the employer shall compensate the employee as per the\nWorkers Compensation Act or applicable Insurance Policy to that effect.",{"bindId":49,"name":50,"text":51},"riskassessment","(iv) Subject to the recommendation of th","(iv) Subject to the recommendation of the Medical Practitioner, A pregnant\nfemale employee shall be exempted from night shift work on reaching 6 months’\npregnancy and for a period of 18 months after delivery.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","10.2 Maternity Leave (i) In case of Mate","10.2 Maternity Leave\n\n(i) In case of Maternity leave, an employee shall be entitled to a maximum\nof 84 days paid maternity leave or 100 days paid maternity leave if the\nemployee gives birth to more than one child at the same time. Maternity leave\nshall be for a maximum of 4 terms per female employee.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","10.4 Sick Leave Every Junior staff and b","10.4 Sick Leave\n\nEvery Junior staff and below shall be entitled to three (3) months sick\nleave on full pay and if the sickness persists, three (3) months’ sick leave\non half pay in case of serious illness requiring hospitalization or rest\nfollowing hospitalization. If an employee is still sick and the employer\ndecides that he cannot resume work after having benefited from six continuous\nmonths’ sick leave (three months’ sick leave on full pay and three\nmonths’ sick leave on half pay) then his\u002Fher employment shall be terminated\non grounds of illness.",{"bindId":61,"name":62,"text":63},"pensionfund","14.0 RETIREMENT This clause on retiremen","14.0 RETIREMENT\n\nThis clause on retirement shall apply to employees with permanent open\nduration contracts (PO) only.\n\n\n\n14.1 Retirement Age\n\nJunior Staff and below employees will retire at the age of 55 years.\nRetirement notice shall be not less than 30 days or payment of one month salary\nin lieu of notice. At management discretion, notice may be given at any time\nbetween January and November of the given year. The company shall compulsorily\nretire its employee in the month of December every year. A retired employee\nrequired for further employment might be employed on a limited duration\ncontract, based on the organization requirements.\n\n\n\n14.2 Retirement Benefits\n\nRetiring employees will be given the following retirement benefits over and\nabove statutory retirement benefits except for repatriation which is spelt out\nunder Clause 19 below:\n\n\n\n(i) One bag of 50kg of sugar;\n\n(ii) Retirement ex-gratia payment:\n\n\n  \n  \n  \n  \n    \n      Years of service\n      Formula\n    \n    \n      15 or less\n\n        More than 15 but less than 25\n\n        25 and above\n      \n      0.73 W * N\n\n        0.83 W * N\n\n        0.93 W * N\n      \n    \n  \n\n\nW = Last monthly basic Wage\n\nN = Number of years of Service",{"bindId":65,"name":66,"text":67},"maternity_nursing_breaks_length","(iii) A female employee shall be allowed","(iii) A female employee shall be allowed two hours per day to breast-feed\nher child who is at the place of work, or else she should be allowed to leave\nher place of work two hours earlier for the same purpose, for a period of 18\nmonths after delivery.",{"bindId":69,"name":50,"text":51},"alternatives",{"bindId":71,"name":72,"text":73},"ONCERISE_trigger","On every profit financial year, the empl","On every profit financial year, the employer shall pay his employees a bonus\nincentive of 2.5 % of profits realized (profit before tax). This bonus shall be\npaid to all employees within the trade union bargaining unit who participated\nfully to the financial year (between 1st July to 30th June).",{"bindId":75,"name":66,"text":67},"maternity_nursing_breaks_duration",{"bindId":77,"name":78,"text":79},"hourspweek_select","6.1 Employees who shall be required to w","6.1 Employees who shall be required to work for more than 45 hours a week\nshall be entitled to overtime payment in accordance with the Labour Laws in\nforce",{"bindId":81,"name":82,"text":83},"childcare","On the death of father or mother, wife o","On the death of father or mother, wife or husband, own children, siblings\nand in-law parents of a Junior staff and below, the employee will get 7 days\nleave with pay for mourning.",{"bindId":85,"name":86,"text":87},"shiftallowanceperc1","12.3 Night Shift Allowance Employees who","12.3 Night Shift Allowance\n\nEmployees who shall be required to work on night shift from 14:00hrs to\n22:00hrs and between 20:00hrs to 06:00hrs shall be paid Night Shift Allowance\nof six (6 %) of an employee’s daily salary rate.",{"bindId":89,"name":66,"text":67},"nursingmothers",{"bindId":91,"name":92,"text":93},"funeralpay","16.0 DEATH AND FUNERAL 16.1 Death and Fu","16.0 DEATH AND FUNERAL\n\n16.1 Death and Funerals Benefits\n\n(i) The company will be responsible for payment of shroud, coffin and cost\nof transportation of the body of a deceased employee or a deceased dependant in\nthe Kilimanjaro Region. A dependant will be restricted to husband\u002Fwife of an\nemployee and unmarried children who are living with the employee and who are\nbelow 18years of age,\n\n(ii) Children above 18 years but under 21 years who are still attending\nschool will fall under dependant category under this clause.\n\n(iii) Transportation of the body of the deceased employee or of the\ndependant outside the Kilimanjaro Region will be taken care by Maafa Fund,\n\n(iv) If a Junior Staff and below employee dies through any other cause apart\nfrom accident at work or when travelling to work while still in employment with\nTPC, the employer will pay his family Tsh.200,000\u002F= plus a bag of sugar (50kgs)\nas condolence allowance. If an employee’s dependant as defined above dies,\nthe employer shall pay condolence allowance of TZS 120,000 plus a bag of sugar\n(50kgs) to the bereaved family,\n\n(v) A Junior Staff and below employee dying of an accident at work will have\nhis\u002Fher body transported by the employer. The bereaved family will get\nTsh.500,000\u002F= plus a Bag of Sugar (50kgs) as condolence allowance.\n\n(vi) The Company will grant permission to three (3) employees to escort the\nbody of an employee deceased in service to his home village whether he or she\nhas relatives or not,\n\n(vii) In case of Junior Staff and below employees’ death in service, his\nor her family through appointed estate administrator will get the benefits as\nretirement benefits as per clause 14.1.2.\n\n\n\n16.2 Maafa Fund\n\n(i) The employer in collaboration with trade union shall consolidate the\nMaafa (calamity) Fund\n\n(ii) The employer shall contribute a supportive amount of Ths.600,000\u002F= to\nthe Maafa fund every month",{"bindId":95,"name":96,"text":97},"MEALALL_trigger","12.6 Lunch Allowance Employees who trave","12.6 Lunch Allowance\n\nEmployees who travel to Moshi and Arusha on official duties and who happen\nto be in the aforementioned city\u002Fmunicipality during lunch hours between\n11:30am and 2:00 pm shall be provided with lunch allowance of Tshs 4,500\u002F= and\nshall be subject to the approval of their Head of Department.",{"bindId":99,"name":100,"text":101},"CONSIGN_trigger","12.4 Standby Allowance The employer shal","12.4 Standby Allowance\n\nThe employer shall pay an employee placed on standby 6% of his\u002Fher daily\nrate as per the conditions stipulated in the company policy\u002Fprocedure",{"bindId":103,"name":104,"text":105},"maternityotherclause","(ii) A female worker required to work in","(ii) A female worker required to work in the fields per measured task\n(Kipimo) shall, on reaching 7 months of pregnancy, have a day’s workload\nreduced to half the normal job requirement. In case her medical condition does\nnot allow her to work, she may take maternity leave as provided for in 10.2.(i)\nabove.",{"bindId":107,"name":108,"text":109},"discrimination","7.1 The company’s Human Resources Manage","7.1 The company’s Human Resources Management philosophy is built on\nprinciple belief that human resource is the most important asset of the company\nand that all recruitments shall be carried out as per the company recruitment\nprocedure and shall abide to a non-discrminatnation in terms of race, colour,\nreligion, tribe, marital status, sexual preference or physical disability.",{"bindId":111,"name":58,"text":59},"maxsicknesspayperc",{"bindId":113,"name":114,"text":115},"jobclassifaction1","19.1 Employees, whose employment service","19.1 Employees, whose employment service is terminated on any ground other\nthan termination as a result of disciplinary action and absconding\u002Fpersonal\nresignation from service shall be eligible to be paid one way fare ticket for\nhim and his \u002F her dependants and transportation of personal effects \u002Fluggage to\nplace of domicile as follows;\n\n\n  \n  \n  \n  \n    \n      Employee Category\n      Tones Luggage\n    \n    \n      Junior Staff\n\n        Skilled\n\n        Clerical and Technical\n\n        Operatives\n      \n      3\n\n        3\n\n        3\n\n        2",{"bindId":117,"name":96,"text":97},"mealvouchersamount",{"bindId":119,"name":78,"text":120},"OVERTIME_trigger","6.1 Employees who shall be required to work for more than 45 hours a week\nshall be entitled to overtime payment in accordance with the Labour Laws in\nforce\n\n6.2 In a situation where circumstances and nature of the job compels,\novertime can exceed 50 hours in a month and an employee shall be paid\naccordingly\n\n6.3 If the employee works on public holidays specified in the Public\nHolidays Act or works during the employee’s weekly rest day, the employer\nshall pay the employee double of his\u002Fher hourly basic wage for each hour worked\non that day",{"bindId":122,"name":123,"text":124},"holidaysdays","10.1 Annual Leave (i) Every employee rec","10.1 Annual Leave\n\n(i) Every employee reckoning at least 12 months’ continuous service with\nthe company shall be eligible to 28 calendar day’s annual paid leave. The\nemployer and employee shall jointly agree as to the period(s) when such leave\nwill be taken. Annual leave is neither cumulative nor payable in lieu of.",{"bindId":126,"name":127,"text":128},"healthcareaccess","13.0 MEDICAL SERVICES 13.1 Medication at","13.0 MEDICAL SERVICES\n\n13.1 Medication at Work\n\n(i) An employee and his\u002Fher dependants shall be entitled to free medical\ntreatment at the company hospital and any government or referral hospital in\nTanzania as they may be referred to by the TPC Medical Officer\n\n(ii) Children above 18 years but under 21 years who are still attending\nschool will fall under dependant category under this clause\n\n(iii) An employee’s parents living with him\u002Fher at TPC will be entitled to\nfree medical treatment at TPC hospital.\n\n\n\n13.2 Medication on Leave\n\nAn employee\u002Fdependant who falls sick while on duty or on leave outside TPC\nshall be entitled to a refund of medical treatment costs at a government \u002F\nreferral hospital. A refund shall be affected upon submission of original\ndocuments duly approved by TPC management.",{"bindId":130,"name":86,"text":87},"shiftallowancetype",{"bindId":132,"name":127,"text":128},"healthinsurance",{"bindId":134,"name":135,"text":136},"COMMUTE_trigger","25.0 TRANSPORT SERVICES (i) The employer","25.0 TRANSPORT SERVICES\n\n(i) The employer shall provide transport to and from work to all its\nemployees living more than 5 kilometers from the closest point along TPC -\nMoshi road to their place of work. Transport will be provided along the\nKiboroloni – Moshi - TPC route only. The furthest point from which transport\nwill be provided is Kiboroloni.",{"bindId":138,"name":139,"text":140},"SUNDAY_trigger","6.3 If the employee works on public holi","6.3 If the employee works on public holidays specified in the Public\nHolidays Act or works during the employee’s weekly rest day, the employer\nshall pay the employee double of his\u002Fher hourly basic wage for each hour worked\non that day",{"bindId":142,"name":143,"text":144},"ANNLEAVE_trigger","12.8 Leave Allowance Every employee allo","12.8 Leave Allowance\n\nEvery employee allowed for annual paid leave shall be entitled to leave\nallowance of Tshs.15,000\u002F= once per leave cycle.",{"bindId":146,"name":139,"text":140},"sundayallowancetype",{"bindId":148,"name":100,"text":101},"standbyallowancetype",{"bindId":150,"name":151,"text":152},"healthandsafetypolicy","11.0 OCCUPATIONAL HEALTH AND SAFETY 11.1","11.0 OCCUPATIONAL HEALTH AND SAFETY\n\n11.1 Uniforms and Protective Gears\n\nThe current practice concerning uniforms and protective gears, as per the\ncompany Health, Safety and Environmental Policy and the Occupational Health and\nSafety Act 2003 shall continue. All the times, the union shall support\nmanagement in the course of enforcing wearing and use of uniforms and\nprotective gears.",{"bindId":154,"name":78,"text":120},"overtimeallowanceperc1",{"bindId":156,"name":135,"text":136},"commutingallowancetype1",{"bindId":158,"name":78,"text":79},"hourspweek",{"bindId":160,"name":139,"text":140},"schedulesrestpw",{"bindId":162,"name":143,"text":144},"annleaveallowancetype",{"bindId":164,"name":54,"text":55},"paidmaternityleaveall",{"bindId":166,"name":139,"text":140},"SCHEDULE_trigger",{"bindId":168,"name":169,"text":170},"contracttrial","7.2 Every newly recruited employee shall","7.2 Every newly recruited employee shall be subjected to a minimum\nprobationary period of six months during which their work performance and\ngeneral conduct shall be closely monitored and assessed. This period may be\nextended if in the opinion of the management it is deemed desirable. Probation\nperiod shall not be extended for more than two occasions.",{"bindId":172,"name":173,"text":174},"paidpaternityleave","10.3 Paternity Leave Where a wife of an ","10.3 Paternity Leave\n\nWhere a wife of an employee has delivered a baby, the father of the child\nwill be given paternity leave of 3 days to take care of the mother and the\nchild within 7 days of the birth of the child.",{"bindId":176,"name":58,"text":59},"sicknesspay",{"bindId":178,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":180,"name":86,"text":87},"NOCTPREM_trigger",{"bindId":182,"name":127,"text":128},"healthcareaccessrelatives",{"bindId":184,"name":143,"text":144},"annleaveallowanceamount1",{"bindId":186,"name":139,"text":140},"sundayallowanceperc1",{"bindId":188,"name":58,"text":59},"sicknessmaxdays",{"bindId":190,"name":127,"text":128},"healthinsurancerelatives",{"bindId":192,"name":193,"text":194},"contractseverancepay1","15.0 REDUNDANCY\u002FRETRENCHMENT For the pur","15.0 REDUNDANCY\u002FRETRENCHMENT\n\nFor the purpose of this agreement, retrenchment \u002F redundancy means a\ntermination of employment based on operational requirements such as economic,\ntechnological, structural or similar needs of the employer. Employees\nretrenched or made redundant for any reason including the above reasons will be\npaid the following retrenchment benefits over and above statutory retirement\nbenefits except for repatriation which is spelt out under Clause 19 below:\n\n\n\n(i) Retrenchment ex-gratia payment of 1.75 month salary for each year of\nservice\n\n(ii) One bag of 50kg of sugar.",{"bindId":196,"name":139,"text":140},"bankholidays1",{"bindId":198,"name":78,"text":120},"overtimeallowancetype",{"bindId":200,"name":78,"text":120},"overtimeallowancetypeperiod",{"bindId":202,"name":203,"text":204},"mealvouchers","12.7 Meal Coupon Allowance Any employee,","12.7 Meal Coupon Allowance\n\nAny employee, who shall be required to work continuously for 10 hours, shall\nearn a meal coupon or be, paid meal allowance of equivalent value. The value of\nsuch coupon shall be set by Management from time to time, depending on food\nrate applicable in the estate canteen. Currently applicable rate is Tshs.\n1,000",{"bindId":206,"name":207,"text":208},"trainingprogrammes","8.0 EMPLOYEES TRAINING AND DEVELOPMENT F","8.0 EMPLOYEES TRAINING AND DEVELOPMENT\n\nFor motivational purposes and for improved performance, the employer will\ncontinue to provide education, technical and professional training to employees\nas per company training policy to ensure that they master their job, and fully\nrelease their creative potentialities in contributing to the attainment of the\nCompany’s goals and objectives embodied in it’s Vision and Mission\nstatements.",{"bindId":210,"name":54,"text":55},"paidmaternityleave",{"bindId":212,"name":100,"text":101},"standbyallowanceperc1",{"bindId":214,"name":193,"text":194},"contractseverancepay",{"bindId":216,"name":123,"text":124},"PAIDLEAV_trigger",{"bindId":218,"name":173,"text":174},"paidpaternityleaveduration",{"bindId":220,"name":50,"text":51},"pregnancy","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA TPC Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-04-23\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-04-22\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2010-04-23\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, Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of crops, market gardening, horticulture, Other activities from manufacturing\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                        TPC Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TASIWU\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12.0 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: → No\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: → Yes\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: → 7 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: → No\u003C\u002Fdiv>\n         \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: → No\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: → \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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Good Friday, Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), Pentecost Monday \u002F Whit Monday \u002F Monday of the Holy Spirit \u002F Deluge Monday - Kataklysmos (day after Pentecost \u002F seventh Monday after Easter)\n            \u003C\u002Fdiv>\n\n            \n\n            \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: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 2 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2011-07\n                \u003C\u002Fdiv>\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: → 106 % 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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 6 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → Yes\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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 15000.0\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: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \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                 → 4500.0 per meal\n            \u003C\u002Fdiv>\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",[226],{"title":37,"slug":33},[228],{"type":229,"data":230},"call_to_action_body_block",{"title":231,"description":232,"variant":233,"link":234},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":231,"url":235,"description":231,"rel":236,"type":237},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[239],{"type":229,"data":240},{"title":231,"description":232,"variant":233,"link":241},{"title":231,"url":235,"description":231,"rel":236,"type":237},[]]