[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fvoluntary-agreement-between-kagera-sugar-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015":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":144,"content_type_view":145,"extra_breadcrumbs":146,"body":148,"body_blocks":159,"related_pages":163},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":142,"translations":143},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"voluntary-agreement-between-kagera-sugar-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015","6ae9f872-def2-11e5-b8f1-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fvoluntary-agreement-between-kagera-sugar-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015\u002Fvoluntary-agreement-between-kagera-sugar-limited-and-tanzania-plantation-and-agricultural-workers-union-tpawu---2015\u002F","Voluntary Agreement between Kagera Sugar Limited and Tanzania Plantation and Agricultural Workers Union (TPAWU) - 2015","TZA Kagera Sugar Limited - 2015","Tanzania - TZA Kagera Sugar Limited - 2015","TZA Kagera Sugar Limited - 2015 - Agriculture, forestry, fishing, Manufacturing",{"name":41,"data":42},"TPAWU v KAGERA - 2015.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>KAGERA SUGAR LIMITED\u003C\u002Fp>\n\n\u003Ch1>VOLUNTARY AGREEMENT NO.05 OF 2015\u002F2017 BETWEEN KAGERA SUGAR LIMITED AND\nTANZANIA PLANTATION AND AGRICULTURAL WORKERS UNION (TPAWU)\u003C\u002Fh1>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>We, Kagera Sugar Limited, of Missenyi district, hereby referred to as the\n“EMPLOYER\" on one part, and the Tanzania Plantation and Agricultural Workers\nUnion hereby referred to as “TPAWU\" on the other part, do hereby confirm in\nwriting that we have voluntarily agreed to enter into this agreement that sets\nout the conditions of employment of KSL employees including remuneration of\nwages, fringe benefits, scheme of service, health and safety etc. We hereunder\nagree that both Parties will benefit if they join hands in safeguarding the\nsustainable development of the Company and its employees. On this basis\ntherefore the two parties agree that benefits such as wages and other\nincentives as stipulated in this agreement should be linked to productivity and\nthe financial capacity of the Company.\u003C\u002Fp>\n\n\u003Cp>It is also agreed that TPAWU and management shall commit to encouraging all\nworkers to meet production targets so that the company can have the capacity to\nmeet the various costs agreed to in this and future agreements. Both parties\nalso agree that company property and the environment shall be cared for by all\nemployees and that damage to or theft of company property is not acceptable\nunder any circumstances.\u003C\u002Fp>\n\n\u003Ch2>2. ACKNOWLEDGEMENT \u002F RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>(a) The Employer recognizes and respects TPAWU as the sole voice and\nnegotiator of the statutory rights of all workers employed by Kagera Sugar\nLimited on all matters related to conditions of employment, scheme of service\nand other remunerations.\u003C\u002Fp>\n\n\u003Cp>(b) TPAWU on the other hand recognizes and respects Kagera Sugar Limited as\nthe sole Employer of all workers of the Company concerned with this Voluntary\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>3. SCOPE OF THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement is applicable to all permanent and seasonal employees who are\nmembers of TPAWU and all those employees who pay TPAWU service fees in\naccordance with clause 3:4:1 of the 2013 TPAWU constitution except:\u003C\u002Fp>\n\n\u003Cp>(a) Members of the senior management who are in grade KSL 10 and above.\u003C\u002Fp>\n\n\u003Cp>(b) Employees with special overseas contracts and non-Tanzanian citizens.\u003C\u002Fp>\n\n\u003Ch2>4. TPAWU MEMBERSHIP\u003C\u002Fh2>\n\n\u003Cp>Any employee of Kagera Sugar Limited (permanent and seasonal) and all newly\nrecruited employees are free to be members of TPAWU as soon as he\u002Fshe joins the\nCompany on permanent or seasonal terms. It is in the interest of both parties\nto have capable; enlightened and strong TPAWU leader ship. It is in this regard\ntherefore agreed that as long as an employee joins and pays TPAWU fee, he is\neligible to contest any TPAWU leadership post irrespective of his cadre in KSL\ngrade\".\u003C\u002Fp>\n\n\u003Cp>The Employer shall deduct entrance fee from new TPAWU members and monthly\nsubscription fees of 2% on the basic wages from all members of TPAWU of Kagera\nSugar Limited and 90% of which will be remitted to TPAWU headquarters in\naccordance with applicable legislation or as advised by TPAWU headquarters from\ntime to time. The balance of 10% will be for the use of Kagera TPAWU branch.\nTPAWU to submit forms of acceptance from the new members Finance dept.\u003C\u002Fp>\n\n\u003Ch2>6. PROBATION PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>All new employees on permanent terms shall be on a probation period of six\nmonths, which can be extended for another six months if necessary. All new\nseasonal employees shall be under probation for two months. Extension or\nconfirmation shall be communicated in writing to employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>At any time during the probation period the employee may give a resignation\nnotice of one month or payment of one-month salary in lieu of notice thereof.\nLikewise, the employer may adopt the same procedure to terminate the service of\nan employee.\u003C\u002Fp>\n\n\u003Cp>The Employer shall ensure that all permanent and seasonal employees are\nissued with identity cards.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. WAGES AND SALARIES:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-LOWWAGE_provision\">\u003Cp>The two parties have agreed that wages of permanent and seasonal employees\nof KSL as under.\u003C\u002Fp>\n\n\u003Cp>-First year of agreement from 01.10.2015 to 30.09.2016:\u003C\u002Fp>\n\n\u003Cp>(a). KSL grade 1.1 to KSL 1.6 : Tshs 122,000\u002F-(Tshs one hundred twenty two\nthousand only) per month minimum wage.\u003C\u002Fp>\n\n\u003Cp>(b). KSL grade 1.7 to KSL 9 :9% increase on existing basic wage of\n30.09.2015\u003C\u002Fp>\n\n\u003Cp>Second year of agreement period from 1.10.2016 to 30.09.2017:\u003C\u002Fp>\n\n\u003Cp>(a). KSL grade 1.1 to KSL 1.6: Tshs 126,500\u002F-(Tshs one hundred twenty six\nthousand five hundred only) per month minimum wage.\u003C\u002Fp>\n\n\u003Cp>(b). KSL grade 1.7 to KSL 9 : 4% increase on existing basic wage of\n30.09.2015\u003C\u002Fp>\n\n\u003Cp>Employer shall ensure that the minimum wage amount should not be less than\nstatutory minimum wage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>8. WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(a) The two parties have agreed that all workers shall work for 45 hours a\nweek except for task based jobs. All workers, except shift workers, who work\ncontinuously for 5 hours will deserve a 1 hour (60 minutes) resting period as\narranged by the employer.\u003C\u002Fp>\n\n\u003Cp>(b)The two parties have agreed that in order to promote harmonious\nindustrial relationship between Employer and Employees, TPAWU branch Secretary\nwill be allowed eight (8) hours per week to attend to employees with labor\nrelation problems in the TPAWU Branch Office.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. OVERTIME PAYMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a)Employees working in excess of 45 hours a week shall be entitled to\novertime payment in accordance with existing labor laws. However overtime\npayment shall be allowed strictly as per the recommendations of concerned\ndepartment heads.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b)If an employee is required to work on rest days, the Employer will have\nthe right to assign work to the employee and his or her overtime payment shall\nbe as stipulated under section 9\u003C\u002Fp>\n\n\u003Cp>(a)above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. TASK DEFINITIONS:\u003C\u002Fh2>\n\n\u003Cp>(a) Cane Cutters\u003C\u002Fp>\n\n\u003Cp>Task shall depend on average density of cane in that particular field.\nHarvesting supervisor shall allot the task on daily basis.\u003C\u002Fp>\n\n\u003Cp>- A person should be required to cut cane not less than 5 (five) Mt per day.\nThe task is area based and will be determined on stand of cane.\u003C\u002Fp>\n\n\u003Cp>- All measurements will be done using ropes\u003C\u002Fp>\n\n\u003Cp>- Cut cane shall be piled in heaps to facilitate easy loading as per\ndepartment’s directives.\u003C\u002Fp>\n\n\u003Cp>(b) Weeders\u003C\u002Fp>\n\n\u003Cp>- Two inter-rows or 600m\u003C\u002Fp>\n\n\u003Cp>- More than two inter-rows or 600 m where average weed density is not\nhigh\u003C\u002Fp>\n\n\u003Cp>(c) Sugar Cane Planting\u003C\u002Fp>\n\n\u003Cp>- Open Furrows\u003C\u002Fp>\n\n\u003Cp>- Placing seed cane stalks in two rows or 600m, cutting the stalks into\nthree knots and covering the seed-cane with soil.\u003C\u002Fp>\n\n\u003Cp>(d) Fertilizer Application.\u003C\u002Fp>\n\n\u003Cp>- Apply mineral fertilizer to an area of one hectare per person per day\nincluding loading and off-loading the day's fertilizer load.\u003C\u002Fp>\n\n\u003Cp>(e) Herbicides Application.\u003C\u002Fp>\n\n\u003Cp>- Uniform application of herbicide to an area of 1 hectare including mixing\nthe herbicides and filling it in knapsack sprayers.\u003C\u002Fp>\n\n\u003Cp>- Employer should make herbicides applicators aware that herbicides could be\npoisonous.\u003C\u002Fp>\n\n\u003Ch2>11. SAFETY MEASURES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) The Employer shall provide PPE’s as per Annexure-1\u003C\u002Fp>\n\n\u003Cp>(b)The employee will have the responsibility of making use of provided PPE\nafter being educated by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. MANAGEMENT AUTHORITY AND RESPONSIBILITY\u003C\u002Fh2>\n\n\u003Cp>(a)The Employer will have the authority and responsibility of planning,\nassigning and supervising duties with the objective of increasing productivity\nand profitability\u003C\u002Fp>\n\n\u003Cp>(b)The employer will formulate Company policies and procedures, Organization\nstructure, scheme of service and staff regulations.\u003C\u002Fp>\n\n\u003Cp>(c)Employees should abide by regulations and procedures set by employer from\ntime to time\u003C\u002Fp>\n\n\u003Ch2>13. EDUCATION AND WORK EFFICIENCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>a) Education\u002FTraining\u003C\u002Fp>\n\n\u003Cp>(i) When needed, the Employer will offer necessary training for skills\ndevelopment and professional advancement for the benefit of both the Company\nand Employees.\u003C\u002Fp>\n\n\u003Cp>(ii) There shall be an AIDS education committee and Social Welfare\nCommittee.\u003C\u002Fp>\n\n\u003Cp>(iii) The Employer shall allow TPAWU branch committee members to attend\nseminars and or training programs as long as that their leave \u002F absence do not\naffect their normal duties.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Work Efficiency\u003C\u002Fp>\n\n\u003Cp>In order to raise the level of productivity at place of work, the Employer\nshall:\u003C\u002Fp>\n\n\u003Cp>(i) Ensure that workers use working tools carefully to avoid unnecessary\nbreakdowns.\u003C\u002Fp>\n\n\u003Cp>(ii) Ensure that proper utilization of safety gears at places of work and\ninstitute disciplinary measures in accordance with labor laws in force in case\nof default.\u003C\u002Fp>\n\n\u003Cp>(iii) Ensure proper utilization of working hours\u003C\u002Fp>\n\n\u003Cp>(iv)Ensure that health and safety conditions prevail at work places.\u003C\u002Fp>\n\n\u003Cp>(c) Housing\u003C\u002Fp>\n\n\u003Cp>Depending on availability and entitlement, the housing committee shall\ndiscuss and allocate accommodation to the employees. It has been agreed that\nconstruction of new housing facilities shall be considered on phases.\u003C\u002Fp>\n\n\u003Ch2>14. OFFICIAL SPOKESPERSON:\u003C\u002Fh2>\n\n\u003Cp>General Manager shall be the chief spokesman of the Company. Nobody else\nwill be allowed to give out Company information to the mass media on behalf of\nthe Company or any other person on behalf of the Company. \u003C\u002Fp>\n\n\u003Ch2>15. INCENTIVES AND WORKERS PARTICIPATION\u003C\u002Fh2>\n\n\u003Cp>(a) The employer in collaboration with TPAWU will nominate best workers in\neach department every year that will be presented with best workers’\ncertificate. The employer will award each of the nominated best workers an\namount of Tshs 250,000\u002F- (Tshs Two hundred fifty thousand only).\u003C\u002Fp>\n\n\u003Cp>(b) An Employee nominated as an overall best worker of the Company and first\nand second Runner up will be presented their award by the Guest of Honor at the\nRegional May Day Celebrations and award an amount of Tshs.700,000\u002F-(Tshs seven\nhundred thousand\u003C\u002Fp>\n\n\u003Cp>only) and 500,000\u002F-(Tshs five hundred thousand only) respectively and\ncertificate of recogination.\u003C\u002Fp>\n\n\u003Cp>(c) The employer shall make available a board of honor for records on which\nnames and photographs of all best workers will be publicly displayed in their\nhonor each year.\u003C\u002Fp>\n\n\u003Cp>(d) Employer will call for a meeting with KSL TPAWU Branch (Executive\ncommittee) once in three months for a discussion if need is felt.\u003C\u002Fp>\n\n\u003Cp>(e) Employer in collaboration with TPAWU will play an advisor role in\neducating employees on the importance as well as successful operation of\nSACCOS. Employees will contribute on monthly basis from their wages to the fund\nand extend loan facilities to their members.\u003C\u002Fp>\n\n\u003Cp>(f) Both parties have agreed to implement certain incentives and details of\nthe same are given in the annexure-ll.\u003C\u002Fp>\n\n\u003Ch2>16. SOCIAL SECURITY FUNDS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The employer will send social security deductions from employee’s salary\nto the relevant fund on\u003C\u002Fp>\n\n\u003Cp>monthly basis (NSSF & PPF)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. MEDICAL EXAMINATION AND MEDICAL TREATMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) Permanent Employees (Recruits)\u003C\u002Fp>\n\n\u003Cp>- Each prospective employee will be required to produce medically fit\ncertificate issued by Qualified Doctor confirming that the recruit is fit for\nduty.\u003C\u002Fp>\n\n\u003Cp>- Further he\u002Fshe will undergo medical examination conducted by employer’s\nChief Medical Officer in accordance with the labor laws\u003C\u002Fp>\n\n\u003Cp>(b) Seasonal Employees (Recruits)\u003C\u002Fp>\n\n\u003Cp>- The employer at his own cost will do medical examination of the new\nrecruits at recruitment centers.\u003C\u002Fp>\n\n\u003Cp>(c) In service Employees:\u003C\u002Fp>\n\n\u003Cp>- At any given time, the employer shall have the right to require an\nemployee to undergo medical examination and strictly comply with relevant\nlegislation and cost of the same will be borne by the employer.\u003C\u002Fp>\n\n\u003Cp>- If the outcome of the examination results into termination of service,\nsuch cases will be referred to medical board and their recommendations will be\nimplemented.\u003C\u002Fp>\n\n\u003Cp>- Medical test will not include HIV testing unless the employee request or\nvolunteers to be tested.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>- All employees will be provided with medical card for getting treatment at\nKagera Sugar Hospital free of charge for themselves, their dependent spouses\n(who are unemployed) and legal children under 18 years or up to a maximum of 25\nyears in case the children are attending formal education. However, Employer is\nnot responsible for the diseases arising\u002Finherited by birth. It is further\nagreed that the employee should provide KSL the details of his\u002Fher dependents\n(name, relation, age\u003C\u002Fp>\n\n\u003Cp>etc).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>- The employer shall only be responsible for the expenses on illness and\ninjury sustained in the course of the employee’s job occupation.\u003C\u002Fp>\n\n\u003Cp>- All patients will be required to pay a nominal amount of Tshs 500\u002F- per\nhead in every visit he\u002Fshe attends the hospital for treatment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>- Employees working in hazardous environments will be medically examined\nonce in every year at the employer’s cost.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a) Referrals:\u003C\u002Fp>\n\n\u003Cp>Whenever Company’s medical Officer refers a patient to outside medical\ntreatment, the Patient will be given a fare to and from the prescribed\ndestination. A fixed amount not exceeding Tshs 30,000\u002F- (Tshs thirty thousand\nonly) will be paid to assist the escortee \u002F caretaker if there is a need to\nsend with the patient.\u003C\u002Fp>\n\n\u003Ch2>16. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a)Each employee will be entitled to 28 days annual leave which (includes\nSundays and public holidays) after working for 12 consecutive months.\u003C\u002Fp>\n\n\u003Cp>(b)Once in every two years, the employer shall pay bus fare to employee, his\nlegal spouse and children not exceeding four in accordance with national\nlegislation. Head of department will prepare the leave plan of his employees so\nthat work will not be affected.\u003C\u002Fp>\n\n\u003Cp>(c)Accumulation of leave will be allowed up to a maximum of 56 days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Not exceeding seven (7) days compassionate leave per year on full pay will\nbe granted to an employee\u003C\u002Fp>\n\n\u003Cp>on death of his\u002F her father\u002Fmother, husband\u002Fwife and employee's child to\nmourn the deceased relative\u003C\u002Fp>\n\n\u003Cp>once in a year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. MATERNITY AND PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) A female employee will be granted 84 days \u002F 100 days in case of twins,\nmaternity leave after every three years without forfeiting her entitlement to\nher normal annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) If a female employee gives birth to a child who dies within 1-1\u002F2 years\nand if after the death of child, she becomes pregnant and gives birth to a\nchild safely, she will be entitled to maternity leave even if the period of\nthree years has not elapsed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(c) Female employee residing within or close to Company premises will be\nallowed up to 2 hours per day to go to breast-feed her child for a period of 18\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) Female employee residing far away from their work places will be\nreleased one and half hour before the official closing lime for a period of 18\nmonths.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>(e) When a female employee attains a pregnancy of six months she will have\nher task per day reduced to half.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>(f) A female employee will be exempted for night shift on attainment of six\nmonths pregnancy and for a period of 12 months after delivery so long as the\nchild is alive.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>(g) Male employee will be granted three (3) days paternity leave to nurse\nhis wife without forfeiting\u003C\u002Fp>\n\n\u003Cp>his entitlement to his normal annual leave provided that there is a proof\nthat the employee is legally registered as her husband.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(h) Any points (if any), which are not covered above, will be dealt strictly\nas per law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>A permanent employee excluding the one on probation period will be entitled\nto fully paid sick leave for a period of 63 days and half-paid sick leave for\nthe subsequent 63 days and afterwards termination on medical ground will\nfollow.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>20. WORKERS UNIFORMS\u003C\u002Fh2>\n\n\u003Cp>(a) An employee will put on uniforms and use protective devices as directed\nby the Employer. He\u002F She will also be responsible for keeping the uniforms\nclean and in good condition\u003C\u002Fp>\n\n\u003Cp>(b) Uniforms will remain the property of the Employers who reserve the right\nnot to issue new ones unless on presentation of old ones.\u003C\u002Fp>\n\n\u003Cp>(c) Employer shall have the responsibility of ensuring the availability in\ntime and proper use of Personal Protective Equipment (PPE). Used uniforms shall\nnot be provided to employees covered by this agreement.\u003C\u002Fp>\n\n\u003Ch2>21. TERMINATION OF EMPLOYMENT AND JOB DESCRIPTION\u003C\u002Fh2>\n\n\u003Cp>(i ) Kagera Sugar Ltd will comply with ILO regulations with regard to child\nlabor particularly conventions 138 & 182.\u003C\u002Fp>\n\n\u003Cp>(ii ) The employer shall not terminate the services of an employee unless\nthere are good reasons to do so and comply with Labor laws.\u003C\u002Fp>\n\n\u003Cp>(iii) The following shall not be reasons for terminating the services of an\nemployee:\u003C\u002Fp>\n\n\u003Cp>(a) Being a member of TPAWU and carrying TPAWU activities outside working\nhours and during working hours with the permission of the Employer.\u003C\u002Fp>\n\n\u003Cp>(b) Contesting any position in the trade union or being Chairman, Secretary\nor member of the TPAWU branch committee.\u003C\u002Fp>\n\n\u003Cp>(c) Complaining against or participating fully in giving evidence against\nthe Employer or Employer’s representative in a case involving the breaking of\nlaws\u003C\u002Fp>\n\n\u003Cp>(d) An employee's tribe, race, color, religion, gender, political ideology\nand personal activities provided that they do not affect work efficiency.\u003C\u002Fp>\n\n\u003Ch2>22. WORKERS RETRENCHMENT \u002F REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>If the employer experiences financial constraints, and a need is felt to\nrestructure the organization to improve the productivity and efficiencies to\nmeet business challenges, it is necessary to implement the process of\nretrenchment of workers. Both parties have agreed to observe the following.\u003C\u002Fp>\n\n\u003Cp>(a) The Employer win give sufficient reasons to TPAWU branch at the earliest\nregarding his intention to retrench by stating the number of workers to be\nretrenched in a phased manner during this period of agreement Criteria for\nselecting employees for retrenchment will be:\u003C\u002Fp>\n\n\u003Cp>- Excess manpower\u003C\u002Fp>\n\n\u003Cp>- Change in Technology\u003C\u002Fp>\n\n\u003Cp>- Physical fitness\u003C\u002Fp>\n\n\u003Cp>- Productivity \u002FPerformance\u003C\u002Fp>\n\n\u003Cp>- Approach towards work and co-workers\u003C\u002Fp>\n\n\u003Cp>(b) Employer will pay retrenched employees an amount of 60% of basic month\nsalary (last drawn) for every completed year of service from the date of\npermanent employment with Kagera Sugar Limited after privatization and 125 kgs\nof sugar.\u003C\u002Fp>\n\n\u003Cp>(c) Fare to his\u002Fher home town will be paid for employee, spouse and up to 4\nchildren (legal) provided children are under the age of 18 years or up to a\nmaximum of 25 years in case the children are attending formal education\u003C\u002Fp>\n\n\u003Cp>(d) Fare for luggage to hometown will be paid as under;\u003C\u002Fp>\n\n\u003Cp>KSL 1 - 9: Tshs 1,000 per KM (minimum payment will be Tshs 250,000\u002F-)\u003C\u002Fp>\n\n\u003Ch2>23. RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>(a) An employee will go on compulsory retirement at the age of 55 years\u003C\u002Fp>\n\n\u003Cp>(b) Subject to prior approval of the Employer, an employee may decide to go\non a voluntary retirement at the age between 50 and 54 years\u003C\u002Fp>\n\n\u003Cp>(c) An employee intending to retire before attaining the age of voluntary\nretirement (50 years) shall give a written three months’ notice of his\u002Fher\nintention to retire. If Management approves his\u002Fher request, he\u002Fshe will be\nentitled to half of the retirement benefits.\u003C\u002Fp>\n\n\u003Cp>(d) The two parties have agreed that an employee going on compulsory or\nvoluntary retirement will be entitled to the following benefits depending on\nthe number of years he has served the Company after privatization on permanent\nbasis.\u003C\u002Fp>\n\n\u003Cp>(i) An employee will be given 68% of one month basic salary for each\ncompleted year of service with Kagera Sugar Limited and 125 kg of sugar.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who will retire on medical grounds will be entitled to 62%\nof one month basic salary for each completed year of service with Kagera Sugar\nLtd and 100 kgs of sugar.\u003C\u002Fp>\n\n\u003Cp>(iii) Fare to his\u002Fher home town will be paid for employee, spouse and up to\n4 children (legal) provided children are under the age of 18 years or up to a\nmaximum of 25 years in case the children are attending formal education.\u003C\u002Fp>\n\n\u003Cp>(iv) Fare for luggage to hometown will be paid as under:\u003C\u002Fp>\n\n\u003Cp>KSL 1 - 9: Tshs 1,000 per KM (minimum payment will be Tshs 250,000\u002F-)\u003C\u002Fp>\n\n\u003Cp>(v) All the payment shall be done within three months (90 days) from the\ndate of expiry of notice period.\u003C\u002Fp>\n\n\u003Cp>(vi) If the employer fails to pay the company’s retirement benefits within\nthe stipulated time, he will be responsible to pay % of the last month's basic\nsalary as subsistence allowance until the employer Finalizes his benefits.\u003C\u002Fp>\n\n\u003Cp>(vii)The employee will continue to enjoy normal medical treatment and stay\nin his\u002Fher Company's house until benefits is fully paid.\u003C\u002Fp>\n\n\u003Cp>(a) The two parties have agreed that at any time if an employee of the\nCompany passes away whether within the employers’ premises or outside the\nEmployer’s premises or while on annual leave and provided that the employee\nhas been in service of the Employer for more than one year, then the employer\nwill bear the cost for the coffin, and pay Tshs 600,000\u002F- (Tshs six hundred\nthousand only) in case of normal death and Tshs 850,000\u002F- (Tshs eight hundred\nfifty thousand only) in case of fatal accident while on duty as condolence or\nbereavement grants to the bereaved family.\u003C\u002Fp>\n\n\u003Cp>In case of the death of a seasonal employee, the employer will meet the cost\nof coffin, and pay 50% of the above benefits, i.e. Tshs 300,000\u002F- (Tshs Three\nhundred thousand only) in case of normal death and 425,000\u002F- (Tshs four hundred\ntwenty five thousand only) in case of fatal accident while on duty as\ncondolence or bereavement grant to the bereaved family.\u003C\u002Fp>\n\n\u003Cp>The employer shall give 100kg of sugar to the bereaved family in the case of\ndeath of a permanent employee, and 50 kg of sugar in the case of death of a\nseasonal employee\u003C\u002Fp>\n\n\u003Cp>(b) The Employer shall pay Tshs 350,000\u002F- (Tshs three hundred fifty thousand\nonly) as condolence to a permanent employee on the death of his\u002Fher spouse,\nfather, mother and children (legal).\u003C\u002Fp>\n\n\u003Cp>The employer shall give 75 kg of sugar to the bereaved family\u003C\u002Fp>\n\n\u003Cp>The Employer shall pay Tshs. 175, 000\u002F-(Tshs One hundred seventy five\nthousand only) as condolence to a seasonal employee and 25 kgs of sugar on the\ndeath of his\u002Fher spouse, father, mother and children (legal) provided that the\nsaid seasonal employee has been in the service of the employer continuously for\na period of not less than 10 months.\u003C\u002Fp>\n\n\u003Cp>(c) The employer will pay 35% of a month's salary for each completed year of\nservice of a deceased permanent employee to the bereaved family\u003C\u002Fp>\n\n\u003Ch2>27. MAAFA OR BEREAVEMENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) The Employer will collaborate with TPAWU to educate employees on the\nimportance of MAAFA \u002FBEREAVEMENT fund that will be funded by contributions\nobtained from deductions effected in employee’s salaries (including\nseasonal). There shall also be a bereavement fund constitution and an elected\ncommittee to oversee proper utilization.\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall deposit all deductions from Maafa\u002F Bereavement fund\nin the respective Maafa Account within two weeks of deducting those monies from\nthe worker's salaries.\u003C\u002Fp>\n\n\u003Cp>(c) MAAFA will handle all employees (including seasonal) death related\nactivities as per MAAFA constitution.\u003C\u002Fp>\n\n\u003Cp>(d) The employer will give permission to the MAAFA committee members to\nattend constitutional and emergency meetings during working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>28. SPORTS & GAMES DEVELOPMENT\u003C\u002Fh2>\n\n\u003Cp>(a). There shall be various sports and games like football, netball,\ncultural dancing troups etc for entertaining workers that will be promoted by\nthe Employer.\u003C\u002Fp>\n\n\u003Cp>(b). The employer will involve KSL TPAWU in organizing sports and games\nwhich are meant for workers.\u003C\u002Fp>\n\n\u003Ch2>29. TRAVELLING SERVICES.\u003C\u002Fh2>\n\n\u003Cp>a) The employer will meet cost of transport and related expenses for an\nemployee on official duty or performing duties for the interest of the\nemployer.\u003C\u002Fp>\n\n\u003Cp>b) Employees on official duty outside Kagera Sugar Ltd will not be entitled\nto overtime payment. Instead, the employer will pay out of station allowance\n(night allowance) for work related trips as indicated in the following\ntable:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>SALARY\n\n        \u003Cp>SCALE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>City, Municipalities, Regional head Quarters\u003C\u002Ftd>\n      \u003Ctd>District Head quarters\u003C\u002Ftd>\n      \u003Ctd>Villages & towns\u003C\u002Ftd>\n      \u003Ctd>On transit\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>TSHS\u003C\u002Ftd>\n      \u003Ctd>TSHS\u003C\u002Ftd>\n      \u003Ctd>TSHS\u003C\u002Ftd>\n      \u003Ctd>TSHS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>KSL 1-6\u003C\u002Ftd>\n      \u003Ctd>50,000\u003C\u002Ftd>\n      \u003Ctd>35,000\u003C\u002Ftd>\n      \u003Ctd>23,000\u003C\u002Ftd>\n      \u003Ctd>8,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>KSL 7-9\u003C\u002Ftd>\n      \u003Ctd>60,000\u003C\u002Ftd>\n      \u003Ctd>38,000\u003C\u002Ftd>\n      \u003Ctd>25,000\u003C\u002Ftd>\n      \u003Ctd>9,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>KAMPALA TRIP:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Overniqht Stay\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>KSL 1-9\u003C\u002Ftd>\n      \u003Ctd>75,000\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Day trip to all\u003C\u002Ftd>\n      \u003Ctd>25,000\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. LABOUR DISPUTES\u003C\u002Fh2>\n\n\u003Cp>All labor disputes between Employer and Employee, which can be resolved\nunder the labor Law of No. 6 of 2004 and 2007 amended accordingly.\u003C\u002Fp>\n\n\u003Cp>However, other disputes and differences that do not fall under the labor law\nNo. 6 of 2004 and 2007 amended will first be deliberated between employer and\nemployee and TPAWU branch with the objective of reaching a consensus.\u003C\u002Fp>\n\n\u003Cp>If no consensus is reached, the dispute will be referred to higher\nauthorities and if still no consensus is reached at this level, the handling of\nthe dispute will follow the procedures as laid down in the labor law of no.6 of\n2004 and 2007 amended.\u003C\u002Fp>\n\n\u003Cp>For the purposes of resolving labor disputes which may occur at work places\nboth parties have agreed that TPAWU branch will serve as the link between the\nemployer and workers.\u003C\u002Fp>\n\n\u003Ch2>31. SEASONAL EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>By acknowledging that cane cutters and other workers are recruited on\nseasonal basis during the harvest for a period of 3 and 10 months every year,\nthe two parties have agreed to recognize that these employees form a vital\ngroup of the workforce of the company and that they are also TPAWU members.\nTheir conditions of employment will therefore be as follows:\u003C\u002Fp>\n\n\u003Cp>(a) In collaboration with TPAWU, the employer will arrange an induction\nprogram for these employees at work places, residential places, dangerous\nareas, safety precautions and recreational centers.\u003C\u002Fp>\n\n\u003Cp>(b) A cane cutter will be provided with a suitable accommodation.\u003C\u002Fp>\n\n\u003Cp>(c) Uniforms and working tools will be issued to a cane cutter depending on\nthe nature of the work and the tools will remain the property of the\nemployer.\u003C\u002Fp>\n\n\u003Cp>(d) Where the employee is required to have an identity card, the employer\nwill meet the cost for acquiring it for the first time.\u003C\u002Fp>\n\n\u003Cp>(e) Seasonal employees will be entitled to 7 days leave for every three\nmonths of service which will be paid at the end of the contract in cash in lieu\nof leave. But those who terminate their contracts before the end of the season\nwill forfeit any leave due.\u003C\u002Fp>\n\n\u003Cp>(f) The minimum wage for cane cutter will be equal to the one approved by\nthe employer, but will not be below the statutory minimum wage announced by the\nGovernment from time to time.\u003C\u002Fp>\n\n\u003Ch2>32. DATE OF COMMENCEMENT AND DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>(a)The two parties have agreed that the effective date of commencement of\nthis agreement will be from 01.10.2015 and that it will remain in force for a\nperiod of 24 months i.e. up to 30.09.2017.\u003C\u002Fp>\n\n\u003Cp>(b) Nevertheless, this agreement may be amended by either party provided\nthat the party wishing to do so gives the other party a one-month notice\nregarding his intention to do so.\u003C\u002Fp>\n\n\u003Cp>(c)This Voluntary Agreement shall remain in force all the time until a new\none is signed by both parties.\u003C\u002Fp>\n\n\u003Cp>32. LABOUR LAWS\u003C\u002Fp>\n\n\u003Cp>The two parties have agreed that there is no clause in this Voluntary\nAgreement intended to contravene any labor Law of No. 6 of 2004 and 2007\namended applicable either to the employer or employee. Wherever any clause in\nthis agreement is in dispute with any labor legislation, then such clause shall\nstand to be replaced and hence amend the Agreement to read consistent with the\nlaw.\u003C\u002Fp>\n\n\u003Cp>IN WITNESS WHEREOF the parties in this Voluntary Agreement have endorsed the\nAgreement with their seals and signatures on the date and in the year and in\nthe manner hereafter.\u003C\u002Fp>\n\n\u003Cp>Date: 15.12.2015 \u003C\u002Fp>\n\n\u003Cp>For and on behalf of: KAGERA SUGAR LIMITED \u003C\u002Fp>\n\n\u003Cp>Human Resource Department\u003C\u002Fp>\n\n\u003Cp>Chief Executive Officer.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of: TPAWU\u003C\u002Fp>\n\n\u003Cp>SECREATARY TPAWU FIELD BRANCH (KSL)\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN TPAWU FIELD BRANCH (KSL)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"contracttrialperiod":48,"alternatives":52,"hourspweek_select":56,"childcare":60,"nursingmothers":64,"funeralpay":68,"maternityotherclause":72,"LOWWAGE_provision":76,"pensionfund":80,"OVERTIME_trigger":84,"healthcareaccess":88,"sicknessmaxdays":92,"healthandsafetypolicy":96,"breastfeeding_dangerouswork":100,"paidpaternityleavepay":104,"contracttrial":108,"sicknesspay":111,"SCHEDULE_trigger":113,"paidpaternityleave":117,"healthcareaccessrelatives":120,"LOWWAGE_trigger":124,"hivpolicy":126,"trainingprogrammes":130,"paidmaternityleave":134,"PAIDLEAV_trigger":138},{"bindId":45,"name":46,"text":47},"disabilitypay","- The employer shall only be responsible","- The employer shall only be responsible for the expenses on illness and\ninjury sustained in the course of the employee’s job occupation.\n\n- All patients will be required to pay a nominal amount of Tshs 500\u002F- per\nhead in every visit he\u002Fshe attends the hospital for treatment.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","All new employees on permanent terms sha","All new employees on permanent terms shall be on a probation period of six\nmonths, which can be extended for another six months if necessary. All new\nseasonal employees shall be under probation for two months. Extension or\nconfirmation shall be communicated in writing to employee.",{"bindId":53,"name":54,"text":55},"alternatives","(e) When a female employee attains a pre","(e) When a female employee attains a pregnancy of six months she will have\nher task per day reduced to half.",{"bindId":57,"name":58,"text":59},"hourspweek_select","(a) The two parties have agreed that all","(a) The two parties have agreed that all workers shall work for 45 hours a\nweek except for task based jobs. All workers, except shift workers, who work\ncontinuously for 5 hours will deserve a 1 hour (60 minutes) resting period as\narranged by the employer.\n\n(b)The two parties have agreed that in order to promote harmonious\nindustrial relationship between Employer and Employees, TPAWU branch Secretary\nwill be allowed eight (8) hours per week to attend to employees with labor\nrelation problems in the TPAWU Branch Office.",{"bindId":61,"name":62,"text":63},"childcare","Not exceeding seven (7) days compassiona","Not exceeding seven (7) days compassionate leave per year on full pay will\nbe granted to an employee\n\non death of his\u002F her father\u002Fmother, husband\u002Fwife and employee's child to\nmourn the deceased relative\n\nonce in a year.",{"bindId":65,"name":66,"text":67},"nursingmothers","(c) Female employee residing within or c","(c) Female employee residing within or close to Company premises will be\nallowed up to 2 hours per day to go to breast-feed her child for a period of 18\nmonths.",{"bindId":69,"name":70,"text":71},"funeralpay","(a) The Employer will collaborate with T","(a) The Employer will collaborate with TPAWU to educate employees on the\nimportance of MAAFA \u002FBEREAVEMENT fund that will be funded by contributions\nobtained from deductions effected in employee’s salaries (including\nseasonal). There shall also be a bereavement fund constitution and an elected\ncommittee to oversee proper utilization.\n\n(b) The employer shall deposit all deductions from Maafa\u002F Bereavement fund\nin the respective Maafa Account within two weeks of deducting those monies from\nthe worker's salaries.\n\n(c) MAAFA will handle all employees (including seasonal) death related\nactivities as per MAAFA constitution.\n\n(d) The employer will give permission to the MAAFA committee members to\nattend constitutional and emergency meetings during working hours.",{"bindId":73,"name":74,"text":75},"maternityotherclause","(b) If a female employee gives birth to ","(b) If a female employee gives birth to a child who dies within 1-1\u002F2 years\nand if after the death of child, she becomes pregnant and gives birth to a\nchild safely, she will be entitled to maternity leave even if the period of\nthree years has not elapsed.",{"bindId":77,"name":78,"text":79},"LOWWAGE_provision","The two parties have agreed that wages o","The two parties have agreed that wages of permanent and seasonal employees\nof KSL as under.\n\n-First year of agreement from 01.10.2015 to 30.09.2016:\n\n(a). KSL grade 1.1 to KSL 1.6 : Tshs 122,000\u002F-(Tshs one hundred twenty two\nthousand only) per month minimum wage.\n\n(b). KSL grade 1.7 to KSL 9 :9% increase on existing basic wage of\n30.09.2015\n\nSecond year of agreement period from 1.10.2016 to 30.09.2017:\n\n(a). KSL grade 1.1 to KSL 1.6: Tshs 126,500\u002F-(Tshs one hundred twenty six\nthousand five hundred only) per month minimum wage.\n\n(b). KSL grade 1.7 to KSL 9 : 4% increase on existing basic wage of\n30.09.2015\n\nEmployer shall ensure that the minimum wage amount should not be less than\nstatutory minimum wage.",{"bindId":81,"name":82,"text":83},"pensionfund","The employer will send social security d","The employer will send social security deductions from employee’s salary\nto the relevant fund on\n\nmonthly basis (NSSF & PPF)",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","(a)Employees working in excess of 45 hou","(a)Employees working in excess of 45 hours a week shall be entitled to\novertime payment in accordance with existing labor laws. However overtime\npayment shall be allowed strictly as per the recommendations of concerned\ndepartment heads.",{"bindId":89,"name":90,"text":91},"healthcareaccess","(a) Permanent Employees (Recruits) - Eac","(a) Permanent Employees (Recruits)\n\n- Each prospective employee will be required to produce medically fit\ncertificate issued by Qualified Doctor confirming that the recruit is fit for\nduty.\n\n- Further he\u002Fshe will undergo medical examination conducted by employer’s\nChief Medical Officer in accordance with the labor laws\n\n(b) Seasonal Employees (Recruits)\n\n- The employer at his own cost will do medical examination of the new\nrecruits at recruitment centers.\n\n(c) In service Employees:\n\n- At any given time, the employer shall have the right to require an\nemployee to undergo medical examination and strictly comply with relevant\nlegislation and cost of the same will be borne by the employer.\n\n- If the outcome of the examination results into termination of service,\nsuch cases will be referred to medical board and their recommendations will be\nimplemented.\n\n- Medical test will not include HIV testing unless the employee request or\nvolunteers to be tested.\n\n- All employees will be provided with medical card for getting treatment at\nKagera Sugar Hospital free of charge for themselves, their dependent spouses\n(who are unemployed) and legal children under 18 years or up to a maximum of 25\nyears in case the children are attending formal education. However, Employer is\nnot responsible for the diseases arising\u002Finherited by birth. It is further\nagreed that the employee should provide KSL the details of his\u002Fher dependents\n(name, relation, age\n\netc).",{"bindId":93,"name":94,"text":95},"sicknessmaxdays","A permanent employee excluding the one o","A permanent employee excluding the one on probation period will be entitled\nto fully paid sick leave for a period of 63 days and half-paid sick leave for\nthe subsequent 63 days and afterwards termination on medical ground will\nfollow.",{"bindId":97,"name":98,"text":99},"healthandsafetypolicy","(a) The Employer shall provide PPE’s as ","(a) The Employer shall provide PPE’s as per Annexure-1\n\n(b)The employee will have the responsibility of making use of provided PPE\nafter being educated by the employer.",{"bindId":101,"name":102,"text":103},"breastfeeding_dangerouswork","(f) A female employee will be exempted f","(f) A female employee will be exempted for night shift on attainment of six\nmonths pregnancy and for a period of 12 months after delivery so long as the\nchild is alive.",{"bindId":105,"name":106,"text":107},"paidpaternityleavepay","(g) Male employee will be granted three ","(g) Male employee will be granted three (3) days paternity leave to nurse\nhis wife without forfeiting\n\nhis entitlement to his normal annual leave provided that there is a proof\nthat the employee is legally registered as her husband.",{"bindId":109,"name":50,"text":110},"contracttrial","All new employees on permanent terms shall be on a probation period of six\nmonths, which can be extended for another six months if necessary. All new\nseasonal employees shall be under probation for two months. Extension or\nconfirmation shall be communicated in writing to employee.\n\nAt any time during the probation period the employee may give a resignation\nnotice of one month or payment of one-month salary in lieu of notice thereof.\nLikewise, the employer may adopt the same procedure to terminate the service of\nan employee.\n\nThe Employer shall ensure that all permanent and seasonal employees are\nissued with identity cards.",{"bindId":112,"name":94,"text":95},"sicknesspay",{"bindId":114,"name":115,"text":116},"SCHEDULE_trigger","(b)If an employee is required to work on","(b)If an employee is required to work on rest days, the Employer will have\nthe right to assign work to the employee and his or her overtime payment shall\nbe as stipulated under section 9\n\n(a)above.",{"bindId":118,"name":106,"text":119},"paidpaternityleave","(g) Male employee will be granted three (3) days paternity leave to nurse\nhis wife without forfeiting\n\nhis entitlement to his normal annual leave provided that there is a proof\nthat the employee is legally registered as her husband.\n\n(h) Any points (if any), which are not covered above, will be dealt strictly\nas per law.",{"bindId":121,"name":122,"text":123},"healthcareaccessrelatives","- All employees will be provided with me","- All employees will be provided with medical card for getting treatment at\nKagera Sugar Hospital free of charge for themselves, their dependent spouses\n(who are unemployed) and legal children under 18 years or up to a maximum of 25\nyears in case the children are attending formal education. However, Employer is\nnot responsible for the diseases arising\u002Finherited by birth. It is further\nagreed that the employee should provide KSL the details of his\u002Fher dependents\n(name, relation, age\n\netc).",{"bindId":125,"name":78,"text":79},"LOWWAGE_trigger",{"bindId":127,"name":128,"text":129},"hivpolicy","- Employees working in hazardous environ","- Employees working in hazardous environments will be medically examined\nonce in every year at the employer’s cost.",{"bindId":131,"name":132,"text":133},"trainingprogrammes","a) Education\u002FTraining (i) When needed, t","a) Education\u002FTraining\n\n(i) When needed, the Employer will offer necessary training for skills\ndevelopment and professional advancement for the benefit of both the Company\nand Employees.\n\n(ii) There shall be an AIDS education committee and Social Welfare\nCommittee.\n\n(iii) The Employer shall allow TPAWU branch committee members to attend\nseminars and or training programs as long as that their leave \u002F absence do not\naffect their normal duties.",{"bindId":135,"name":136,"text":137},"paidmaternityleave","(a) A female employee will be granted 84","(a) A female employee will be granted 84 days \u002F 100 days in case of twins,\nmaternity leave after every three years without forfeiting her entitlement to\nher normal annual leave.",{"bindId":139,"name":140,"text":141},"PAIDLEAV_trigger","(a)Each employee will be entitled to 28 ","(a)Each employee will be entitled to 28 days annual leave which (includes\nSundays and public holidays) after working for 12 consecutive months.\n\n(b)Once in every two years, the employer shall pay bus fare to employee, his\nlegal spouse and children not exceeding four in accordance with national\nlegislation. Head of department will prepare the leave plan of his employees so\nthat work will not be affected.\n\n(c)Accumulation of leave will be allowed up to a maximum of 56 days","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>TZA Kagera Sugar Limited - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-09-30\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: → 2015-10-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing, Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Mixed farming, Manufacture of food products\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                        Kagera Sugar 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                        TPAWU\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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): → 53 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 126 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → 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: → Yes\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 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → 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        \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            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → TZS 122000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[147],{"title":37,"slug":33},[149],{"type":150,"data":151},"call_to_action_body_block",{"title":152,"description":153,"variant":154,"link":155},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":152,"url":156,"description":152,"rel":157,"type":158},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[160],{"type":150,"data":161},{"title":152,"description":153,"variant":154,"link":162},{"title":152,"url":156,"description":152,"rel":157,"type":158},[]]