[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fagreement-between-uganda-beverage-tobacco-and-allied-workers-union-ubwatu-and-nile-breweries-u-ltd---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":191,"content_type_view":192,"extra_breadcrumbs":193,"body":195,"body_blocks":206,"related_pages":210},599,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_UG","2025-07-27T08:16:49.871543+00:00","2026-04-02T11:53:35.752735+00:00","\u002Fcms\u002Fpages\u002F599\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Uganda","en-ug",{"title":20,"slug":21},"Work in Uganda","work-in-uganda",{"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-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T10:16:49.871543+02:00","2026-04-02T13:53:35.916994+02:00",{"cba":32,"clauses":43,"details":189,"translations":190},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"agreement-between-uganda-beverage-tobacco-and-allied-workers-union-ubwatu-and-nile-breweries-u-ltd---2015","cc621d0a-8798-11e7-96ef-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fagreement-between-uganda-beverage-tobacco-and-allied-workers-union-ubwatu-and-nile-breweries-u-ltd---2015\u002Fagreement-between-uganda-beverage-tobacco-and-allied-workers-union-ubwatu-and-nile-breweries-u-ltd---2015\u002F","Agreement between Uganda Beverage Tobacco and Allied Workers’ Union (UBWATU) and Nile Breweries (U) Ltd - 2015","UGA Nile Breweries (U) Ltd - 2015","Uganda - UGA Nile Breweries (U) Ltd - 2015","UGA Nile Breweries (U) Ltd - 2015 - Manufacturing",{"name":41,"data":42},"cba nile and ubwatu.html","\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>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>AGREEMENT BETWEEN UGANDA BEVERAGE TOBACCO AND ALLIED WORKERS’ UNION\n(UBWATU) AND NILE BREWERIES (U) LTD - 2015\u003C\u002Fh1>\n\n\u003Cp>JULY 2015 - JUNE 2016\u003C\u002Fp>\n\n\u003Cp>MANAGEMENT\u002FUNION AGREEMENT 1ST JULY 2015 - 30TH JUNE 2016 \u003C\u002Fp>\n\n\u003Cp>PART 3:CONDITIONS OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the date of signature, this revision of Part three of the\nVoluntary Collective Agreement will become effective from 1st July 2015 to 30th\nJune 2016, and will remain in force until replaced by a negotiated revision.\nThis revision supersedes all predated versions of this part of the Voluntary\nCollective Agreement.\u003C\u002Fp>\n\n\u003Ch2>3.1 WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>3.1.1 Normal hours of work are forty-five (45) hours a week, spread over\nfive (5) days in any week for general shift workers. Saturday will be\nconsidered a normal working day for overtime calculation purposes as the case\nis with other operations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>3.1.2 Sundays and legislated Public Holidays shall be resting days and any\nworker required to work on those days will be compensated in accordance with\nthe Public Holidays and Rest Days clause of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.1.3 Days and Hours of Operation: The Company operates seven (7) days per\nweek, twenty-four hours per day.\u003C\u002Fp>\n\n\u003Cp>3.1.4 Management will determine hours of operation. Any changes will be\ncommunicated to the Union in advance.\u003C\u002Fp>\n\n\u003Cp>3.1.5 Peak periods of operation are established by Management in response to\nmarket forces. Decisions regarding the determination of peak periods will be\ncommunicated to the Union in advance.\u003C\u002Fp>\n\n\u003Cp>3.1.6 For the duration of this Agreement meal breaks and tea-breaks shall be\npaid provided that:\u003C\u002Fp>\n\n\u003Cp>3.1.6.1 Meal-breaks shall not exceed thirty minutes per shift or day.\u003C\u002Fp>\n\n\u003Cp>3.1.6.2 Continuous operations, such as beer packaging, are not halted.\u003C\u002Fp>\n\n\u003Cp>3.1.6.3 The scheduling and implementation of meal and tea breaks are to be\nagreed at departmental level.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.2 WORK CONFIGURATIONS\u003C\u002Fh2>\n\n\u003Cp>3.2.1 Three work configurations apply:\u003C\u002Fp>\n\n\u003Cp>General Shift Work\u003C\u002Fp>\n\n\u003Cp>Standard Shift Work \u003C\u002Fp>\n\n\u003Cp>Continuous Shift Work.\u003C\u002Fp>\n\n\u003Cp>3.2.2 Normal Working Hours\u003C\u002Fp>\n\n\u003Cp>General Shift Work:\u003C\u002Fp>\n\n\u003Cp>9 hours per day \u002F 45 hours per week, spread over any five of the six days\nfrom Monday to Saturday.\u003C\u002Fp>\n\n\u003Cp>Standard Shift Work:\u003C\u002Fp>\n\n\u003Cp>Standard shift work refers to work in areas that do not work seven days per\nweek. i.e. the work pattern is over a five day period with the possibility of\novertime .\u003C\u002Fp>\n\n\u003Cp>2x8 hours per day.\u003C\u002Fp>\n\n\u003Cp>3x8 hours per day\u003C\u002Fp>\n\n\u003Cp>2x 12 hours per day.\u003C\u002Fp>\n\n\u003Cp>Combinations of 8 and 12 hour shifts.\u003C\u002Fp>\n\n\u003Cp>Continuous Shift Work\u003C\u002Fp>\n\n\u003Cp>This refers to work in areas that continue to operate seven days per week\nand twenty-four hours per day.\u003C\u002Fp>\n\n\u003Cp>4x8 hours shifts\u003C\u002Fp>\n\n\u003Cp>3x 12 hours shifts\u003C\u002Fp>\n\n\u003Cp>Combinations of 12 hour shifts and 8 hour shifts.\u003C\u002Fp>\n\n\u003Cp>3.2.3 It is agreed that, due to operational requirements, it may be\nnecessary to change the number and type of shift configurations at any plant.\nSuch changes shall be communicated to the trade union in advance.\u003C\u002Fp>\n\n\u003Ch2>3.3 PAY\u003C\u002Fh2>\n\n\u003Cp>The Company subscribes to the concept of a clean wage, whereby the employee\nis remunerated for services rendered, and has the freedom to allocate his \u002F her\nearning according to his \u002F her own needs.\u003C\u002Fp>\n\n\u003Cp>3.3.1 Basis of Pay\u003C\u002Fp>\n\n\u003Cp>Remuneration for all employees in the bargaining unit will be based on\nactual time worked, paid monthly in arrears.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>3.3.2 Salary\u002FWages\u003C\u002Fp>\n\n\u003Cp>Increment for 1st July 2015 - 30th June 2016\u003C\u002Fp>\n\n\u003Cp>It was agreed to increase the Wages by 6% effective 1st July 2015 until 30th\nJune 2016 as below:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade Current \u003C\u002Ftd>\n      \u003Ctd>2014\u002F2015 \n\n        \u003Cp>USHS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2015\u002F2016 \n\n        \u003Cp>USHS\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>923,181\u003C\u002Ftd>\n      \u003Ctd>978,571.86\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>976,629\u003C\u002Ftd>\n      \u003Ctd>1,035,226.74\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>1,041,100\u003C\u002Ftd>\n      \u003Ctd>1,103,566\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D\u003C\u002Ftd>\n      \u003Ctd>1,101,897\u003C\u002Ftd>\n      \u003Ctd>1168010.82\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E\u003C\u002Ftd>\n      \u003Ctd>1,183,070\u003C\u002Ftd>\n      \u003Ctd>1,254,054.2\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>3.3.3 Weekend Transport Refund\u003C\u002Fp>\n\n\u003Cp>Transport refund will be payable where workers are expected to report for\nduty on Saturdays, Sundays or public holidays. This refund will be paid\naccording to the official Taxi Rates as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>3.3.4 Night Subsistence Allowance\u003C\u002Fp>\n\n\u003Cp>It was agreed that night subsistence allowance remains at UGX 55,000\u002F=\nbroken down as follow.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Accommodation\u003C\u002Ftd>\n      \u003Ctd>34,000=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Breakfast\u003C\u002Ftd>\n      \u003Ctd>5,000=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch\u003C\u002Ftd>\n      \u003Ctd>8,000=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dinner\u003C\u002Ftd>\n      \u003Ctd>8.000=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total\u003C\u002Ftd>\n      \u003Ctd>55.000=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Safari Allowance\u003C\u002Fp>\n\n\u003Cp>Where employees are required to do duties that necessitate their being away\nfrom their regular base, they shall be paid safari allowance which will be the\ncost of the relevant meal \u002F s for the day as envisaged in clause 3.3.4. Or the\nemployee can take imprest and account for it within 5 working days of return\nfrom a trip.\u003C\u002Fp>\n\n\u003Cp>3.3.5 Lunch allowance within 6km radius of work station\u003C\u002Fp>\n\n\u003Cp>Lunch allowance to remain at Shs 8,000\u002F= per day.\u003C\u002Fp>\n\n\u003Cp>3.3.6 Heavy Duty\u002FSoot and Dust Allowance\u003C\u002Fp>\n\n\u003Cp>To remain the same.\u003C\u002Fp>\n\n\u003Cp>3.3.7 Leave Traveling Allowance\u003C\u002Fp>\n\n\u003Cp>It was agreed that this allowance remains at UGX 350,000= per employee\nproceeding on Leave with effect from 1st July 2014.\u003C\u002Fp>\n\n\u003Cp>3.3.8 Transfer\u002FDisturbance Allowance\u003C\u002Fp>\n\n\u003Cp>If a worker is permanently transferred to a new station he shall be entitled\nto transfer\u002Fdisturbance allowance equivalent to double of leave travelling\nallowance. In addition the employee shall be transferred together with his\nfamily at the employer's expense. This does not apply to employees, who by\ntheir own volition, have applied for and are posted to a new role.\u003C\u002Fp>\n\n\u003Cp>3.3.9 Acting Allowance\u003C\u002Fp>\n\n\u003Cp>Applies where a worker is required to perform duties for another employee in\na higher grade for a period exceeding two weeks. In this case the acting worker\nwill receive a formal letter of acting appointment and will receive the\ndifference between his \u002F her monthly package and the package of the substantive\nholder of the post for the full period where he or she acts at the higher\ngrade. A worker who is expected to act in a higher position for a period\nexceeding 6 months shall be confirmed in the higher position.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>3.3.10 Free Beer Allowance\u003C\u002Fp>\n\n\u003Cp>Each employee is to receive one crate (employees appointed before 1st June,\n2008 will receive 25 bottles to Euro crate while employees appointed w.e.f. 1st\nJune 2008 will receive 20 bottles equivalent to polish crate) per month plus\none extra crate on Xmas day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>3.3.11 Night Shift Allowance\u003C\u002Fp>\n\n\u003Cp>It was agreed that night subsistence allowance be increased from UGX\n85,000\u002F= to UGX 90,000\u002F=per month per employee on shift with effect from 1st\nJuly 2014.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.4 OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>3.4.1 Overtime is worked at Management's discretion. The nature of the\nbusiness dictates the necessity for overtime to be worked regularly and workers\nare required to work overtime when requested to do so. Such requests will not\nbe unreasonable and will give workers reasonable notice.\u003C\u002Fp>\n\n\u003Cp>3.4.2 Overtime is any ore-authorized time worked in excess of the workers\nscheduled daily hours of work.\u003C\u002Fp>\n\n\u003Cp>3.4.3 Overtime will be calculated on the workers basic rate.\u003C\u002Fp>\n\n\u003Cp>3.4.4 Overtime will be paid as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Time and a half on normal work days.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(b) Double time on Saturdays, Sundays and Public Holidays.\u003C\u002Fp>\n\n\u003Cp>All workers in Grades A to E qualify for overtime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>3.5 PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>3.5.1 A new employee shall serve a probationary period of 3 (three) months.\nPermanent appointment to the position shall be confirmed provided the employee\nhas satisfactorily completed the probationary period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The probationary period may be extended at management's discretion, by no\nmore than three (3) months if management is not completely satisfied with the\nprobationary employee's general performance and or behaviour.\u003C\u002Fp>\n\n\u003Cp>The Union shall be notified of circumstances underlying the extension of\nthis period.\u003C\u002Fp>\n\n\u003Cp>The probationary appointment may be terminated within fourteen days' notice\nat any time if the employee has been found not suitable for permanent\nemployment. The union shall be notified of the circumstances surrounding the\ntermination.\u003C\u002Fp>\n\n\u003Cp>The Human Resource Operation Manager shall be responsible for monitoring\nprobation periods and initiating the confirmation process when appropriate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.6 MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>The Company clinic will provide medical treatment for all workers, one\nregistered spouse and four registered children as defined in the existing\npolicy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>If necessary cases may be referred to a government hospital by the Company\nDoctor. In such cases the Company Doctor will be responsible to follow up and\nauthorized treatment will be for the company account.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>In line with legislation, all employees are required to undergo annual\nmedical examinations. UBTAWU Nile Breweries' Branch will monitor the process to\nensure it takes place and will assist in scheduling examinations. The results\nof such annual medical examinations shall not be used to unfairly discriminate\nagainst employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>3.7 DEATHS AND FUNERALS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>3.7.1 It was agreed that in case of death of an employee's dependant ( i.e.\nspouse, children) the company will provide the following\u003C\u002Fp>\n\n\u003Cp>> Coffin (25 metres of cloth for Moslems)\u003C\u002Fp>\n\n\u003Cp>> 10 metres of cloth (5 metres for child)\u003C\u002Fp>\n\n\u003Cp>> 50 kgs of Rice (50 Kgs for child)\u003C\u002Fp>\n\n\u003Cp>> 30 kgs of Meat (20 Kgs for a child)\u003C\u002Fp>\n\n\u003Cp>> 05 kgs of salt\u003C\u002Fp>\n\n\u003Cp>> Transport of the body to the burial site.\u003C\u002Fp>\n\n\u003Cp>3.7.2 It was also agreed that in case of death of an employee, the company\nwill provide the following:\u003C\u002Fp>\n\n\u003Cp>> Provident Fund Benefits and any other Terminal Benefits due to the\nemployee.\u003C\u002Fp>\n\n\u003Cp>> Use a Funeral Service Company\u002F an equivalent to organize and execute\nthe funeral arrangements.\u003C\u002Fp>\n\n\u003Cp>> One month's gross salary of the employees to the bereaved family.\u003C\u002Fp>\n\n\u003Cp>> Two Crates of Soda.\u003C\u002Fp>\n\n\u003Cp>> 80kgs of rice\u003C\u002Fp>\n\n\u003Cp>> 30kgs of meat\u003C\u002Fp>\n\n\u003Cp>> Two (2) people, i.e. One Union representative and another fellow\nsection worker to officially attend the burial and be paid day Safari, Lunch or\nNight Subsistence allowance, as the case may be.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.8 PROTECTIVE CLOTHING AND WORKING TOOLS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>All workers serving on permanent terms whose jobs require the use of\nprotective clothing shall be provided with the appropriate clothing and\nequipment as instructed by management.\u003C\u002Fp>\n\n\u003Cp>The careless use, loss or destruction of company issued clothing and\nequipment will result in disciplinary action.\u003C\u002Fp>\n\n\u003Cp>Casual and temporary employees shall be provided with the minimum protective\nclothing and equipment consistent with safe and healthy work practices.\u003C\u002Fp>\n\n\u003Cp>Employees shall use and wear the protective clothing and equipment issued.\nFailure to do so will be cause for disciplinary action.\u003C\u002Fp>\n\n\u003Cp>Employees will each receive two bars of soap monthly for laundering\nprotective garments.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.9 HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>A health and safety committee has been established for the purpose of\ndiscussing health and safety issues and to resolve issues relating to health\nand safety in the plant.\u003C\u002Fp>\n\n\u003Cp>The Union is be represented by three members and management is be\nrepresented by three members.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.10 LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>3.10.1 Annual Leave:\u003C\u002Fp>\n\n\u003Cp>The timing of annual leave is at the discretion of the Company, with\nconsideration given to workers personal wishes. Leave must be applied for and\napproved in advance. Leave should be applied for in Smart ESS, and will become\nvalid only when it has been recommended by the workers supervisor and\nauthorized by the Head of Department and Human Resource Operations Manager.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Leave will not normally be granted during peak periods as declared by\nmanagement in accordance with clause 3.1.5.\u003C\u002Fp>\n\n\u003Cp>Workers shall be entitled to thirty (30)-calendar days leave per annum.\u003C\u002Fp>\n\n\u003Cp>Not more than one cycle's leave may be accumulated, so that the maximum\noutstanding leave for an individual employee cannot exceed 30 days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Outstanding leave not taken within the time limit stipulated will be\nforfeited. Leave may only be carried forward from one leave year to the next\nwith a director’s written approval.\u003C\u002Fp>\n\n\u003Cp>Any leave earned, but not forfeited or taken, at the time of the termination\nof employment of a worker, will be paid out in full.\u003C\u002Fp>\n\n\u003Cp>If leave is refused by Management and the worker combines that leave with\nthe following year's leave, he will be entitled to each year's allowance at the\nrespective year's rate provided he has a letter of refusal of leave signed by\nmanagement.\u003C\u002Fp>\n\n\u003Cp>Annual leave may only be enchased in exceptional circumstances and this is\nentirely at management's discretion.\u003C\u002Fp>\n\n\u003Cp>If a worker gives notice of termination of service and that worker has leave\ndue to him such leave may be taken within the notice period if he so wishes.\u003C\u002Fp>\n\n\u003Cp>Leave wages and leave allowance shall be paid to the worker immediately\nprior to proceeding on leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.11 MATERNITY AND PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Female and male workers are entitled to maternity and paternity leave\nrespectively.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>Maternity leave of 60 working days on full pay will be granted subject\nto,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>• The provision of a medical certificate signed by an approved medical\npractitioner indicating the period of her confinement\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>• Male worker is entitled to 4 working days on full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>• Maternity and paternity leave shall be granted in terms of Sections 56\nand 57 of the Employment Act of 2006.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.12 SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Sick leave will be paid at management's discretion, subject to the following\nconditions:-\u003C\u002Fp>\n\n\u003Cp>3.12.1.1 An employee who is unable to report for duty because of illness or\ninjury is eligible for paid sick leave subject to the following\nrequirements,\u003C\u002Fp>\n\n\u003Cp>• The employee must have satisfactorily completed his three month\nprobationary period as envisaged in clause 3.5\u003C\u002Fp>\n\n\u003Cp>• The Supervisor must be notified before the end of the first absent\nshift.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>An absence of more than one (1) calendar day, for which an employee claims\nsick leave may only be paid after submission of an authentic certificate from a\nregistered medical practitioner. Such a certificate must certify that the\nemployee was unfit for duty during the period of absence and shall be produced\nwithin three days following the date of absence.\u003C\u002Fp>\n\n\u003Cp>3.12.2 An employee who is absent from duty owing to ill health not caused by\nhis negligence or misconduct is entitled to sick leave. Such leave is granted\nby the company on reasonable prospects of his eventual recovery and fitness for\nduty. Sick leave shall be granted on production of a certificate signed by an\napproved medical practitioner.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>In the case of long term illness employees may be granted sick leave up to\nmaximum of 90 days on full pay and a further 90 days on half pay in any one\ncalendar year. Thereafter payment will cease although a further 90 days unpaid\nsick leave may be taken. Employees on probation maybe granted 60 days sick\nleave with full pay and a further 30 days with half pay in one calendar year.\nThere after payment will cease. These provisions apply only if the case is\npre-authorised by the company Doctor and the Director in Charge of the section\nwhere the employee works.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>If any employee has been away from work for a period less than 270 days he\nmay return to work. If an employee has been away for a period in excess of 270\ndays he may be terminated on terms which take account of his length of service\nand medical condition.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3.12.3 The Company reserves the right to obtain a second medical opinion if,\nin its view, an employee is utilising excessive sick leave or if the employee\nappears to be too ill to continue working.\u003C\u002Fp>\n\n\u003Cp>3.12.4 Such sick leave may not be accumulated from year to year.\u003C\u002Fp>\n\n\u003Cp>3.12.5 The employee shall not resume duty until certified fit by an approved\nmedical practitioner or the Company Doctor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.13 UNPAID LEAVE\u003C\u002Fh2>\n\n\u003Cp>Granting of leave of absence other than annual leave is at the sole\ndiscretion of the employer. However, subject to operational constraints, up to\nthree days unpaid leave a year may be granted to an employee for appropriate\nreligious functions, holidays etc. Such leave will be unpaid or deductible from\nthe annual leave.\u003C\u002Fp>\n\n\u003Ch2>3.14 COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>3.14.1 The Company will grant paid compassionate leave up to a maximum of\nseven (7) days per year in the event of, the death of a biologically related\nmember of the employee's immediate family, i.e. father, mother, brother,\nsister, son, daughter, or the spouse of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.14.2 Documentary proof of the need for the compassionate leave set out in\nclause 3.10.5.1 may be provided either before or after the employee proceeds on\ncompassionate leave, but must be provided.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.15 PUBLIC HOLIDAYS AND REST DAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>3.15.1Public holidays are as announced through publication in the Government\nGazette.\u003C\u002Fp>\n\n\u003Cp>3.15.2 When a gazetted public holiday falls on a day which an employee is\nscheduled to work in term of his shift configuration, the employee will be paid\nas follows,\u003C\u002Fp>\n\n\u003Cp>normal time for the day plus overtime as per clause 3.4.4 for hours actually\nworked if he \u002F she works on that day;\u003C\u002Fp>\n\n\u003Cp>normal time only if he\u002Fshe is not required to work on that day.\u003C\u002Fp>\n\n\u003Cp>3.15.3 The following categories of employees are required to work on all\npublic holidays:- Engine room and boiler house employees;\u003C\u002Fp>\n\n\u003Cp>Emergency staff during emergencies;\u003C\u002Fp>\n\n\u003Cp>Security staff;\u003C\u002Fp>\n\n\u003Cp>All continuous shift employees who are scheduled to work on that day.\u003C\u002Fp>\n\n\u003Cp>Saturdays and Sundays refer to Clause 3.4.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.16 PEAK PERIOD TRANSPORT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>It was agreed that Shs 25,000= be paid for each day worked on the following\ndays: Good Friday, Easter Sunday, Easter Monday, Christmas Day, Boxing Day and\nNew years' holiday as top up on transport refund for the said periods for\nemployees who will have worked for the respective days.\u003C\u002Fp>\n\n\u003Ch2>3.17 SHIFT TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>Employees on shift willbe providedtransporttopick\u002F drop them in a radius of\nnot more than 15kms of the brewery at night.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.18 RESIGNATION FROMAND TERMINATIONOFSERVICE\u003C\u002Fh2>\n\n\u003Cp>3.18.1 In case of termination of service (provided it is not summary\ndismissal), for all employees\u003C\u002Fp>\n\n\u003Cp>who have completed their probation and have been confirmed, the following\nterms will apply in accordance with the Employment Act 2006, section 58.\u003C\u002Fp>\n\n\u003Cp>The notice required to be given by the company or employee under this\nsection shall be—\u003C\u002Fp>\n\n\u003Cp>(a) not less than two weeks, where the employee has been employed for a\nperiod of more than six months but less than one year;\u003C\u002Fp>\n\n\u003Cp>(b) not less than one month, where the employee has been employed for a\nperiod of more than twelve months, but less than five years;\u003C\u002Fp>\n\n\u003Cp>(c) not less than two months, where the employee has been employed for\nperiod of five ,but less than ten years; and\u003C\u002Fp>\n\n\u003Cp>(d) not less than three months where the service is ten years or more.\u003C\u002Fp>\n\n\u003Cp>Where the pay period by reference to which the employee is paid his or her\nwages is longer than the period of notice to which the employee would be\nentitled, the employee is entitled to notice equivalent to that pay period.\nWhere the period of notice given by the employee to the company is less than\nthat stated in 3.18.1 above, the employee will pay the company in lieu of the\nstated applicable notice period.\u003C\u002Fp>\n\n\u003Cp>The confirmation of notice period or payment of salary in lieu of notice\nshall be in writing.\u003C\u002Fp>\n\n\u003Cp>After completing the disciplinary process the Company reserves the right to\nsummarily dismiss an employee for reasons recognized by law. These include:\u003C\u002Fp>\n\n\u003Cp>Gross misconduct e.g. theft, fraud, assault, fighting on company’s\npremises or whilst on Company's business, etc.\u003C\u002Fp>\n\n\u003Cp>absence without cause or permission for a period of seven (7) consecutive\ndays; conviction in a court of law for a felony.\u003C\u002Fp>\n\n\u003Cp>It is agreed that summary dismissal is a valid sanction which may be applied\nwhen a worker is found guilty of gross misconduct as a consequence of the\ndisciplinary process.\u003C\u002Fp>\n\n\u003Cp>Termination of service by the Company will follow the retirement, discipline\nor retrenchment procedures provided for in this Agreement.\u003C\u002Fp>\n\n\u003Ch2>3.19 FINAL TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>It was agreed that this transport be maintained at Ushs.600,000\u002F-.This\nhowever does not apply in case of summary dismissal.\u003C\u002Fp>\n\n\u003Ch2>3.20 RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>The normal retirement age is fifty-five (55) years. An employee may\nvolunteer for retirement at age fifty (50), subject to approval by the Company.\nA Nile Breweries Provident Fund (NBSPF) has been registered and certified in\nplace of the Gratuity Scheme and the money from it has also now been put in the\nNile Breweries Staff Provident Fund.\u003C\u002Fp>\n\n\u003Cp>The NBSPF has transitioned from a defined benefit scheme to a defined\ncontribution scheme and thus all contributions from the Company and employees\n(if any) will now be remitted in this fund. Employees who shall become members\non completion of their probation shall be bound by the Trust Deed and Rules of\nthe NBSPF.\u003C\u002Fp>\n\n\u003Cp>A brief summary of the operations and benefits of the scheme is described\nbelow:\u003C\u002Fp>\n\n\u003Cp>The name of the Fund is \"NILE BREWERIES STAFF PROVIDENT FUND\" (NBSPF). The\nFund commenced on the 1st April 2008. The main purpose of the Fund is to\nprovide retirement and other benefits for employees of Nile Breweries\nlimited.\u003C\u002Fp>\n\n\u003Cp>A board of Trustees was established and is responsible for the overall\nmanagement of the Fund. The Board of trustees has appointed the following\nproviders; Alexander Forbes as Administrator of the Fund, Pine Bridge as Fund\nManager and Standard Chartered Bank of Uganda Limited as Custodian and PKF as\nFund Auditor. The providers will be reviewed routinely and reappointed if\nnecessary\u003C\u002Fp>\n\n\u003Cp>3.20.1 CONTRIBUTIONS\u003C\u002Fp>\n\n\u003Cp>Members are not required to contribute to the Fund. However, each member\nshall be permitted to make additional voluntary contributions at a rate of 0%,\n3%, 5.0%, 10% or 12% with the concerned member's approval provided that such\ncontribution will be set for a period of one (1) year and may not be amended\nwithout the consent of Nile Breweries Limited and Trustees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Contributions by the Employer\u003C\u002Fp>\n\n\u003Cp>Nile Breweries Limited shall contribute to the Fund for the benefit of\nEmployees with staff grades A to E at the rate of 10.42 % (percentage) of Fund\nSalary, paid by Nile Breweries Limited monthly to the Fund.\u003C\u002Fp>\n\n\u003Cp>Out of the amount paid above the balance, less the cost of the\nadministration and general expenses of the Fund for the month concerned, shall\nbe applied toward the Member's retirement benefit under Nile Breweries\nLimited's Portion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Variation of Contributions:\u003C\u002Fp>\n\n\u003Cp>Notwithstanding Nile Breweries Limited may on giving one year written notice\nto the Trustees, vary the rate of contributions to be made by Nile Breweries\nLimited. In such an event, the Trustees shall cause the Rules to be\nappropriately amended.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>3.20.2 Currently other Terminal Benefits are payable as follows:-\u003C\u002Fp>\n\n\u003Cp>• Below two years' service: At management's discretion individual cases\nmay be considered on merit.\u003C\u002Fp>\n\n\u003Cp>• More than two (2) years but less than ten (10) years of Service:\nEighteen (18) Iron sheets (10 feet, 28 Gauge) and three (03) bags of cement.\u003C\u002Fp>\n\n\u003Cp>• More than ten (10) years but less than fifteen (15) years of Service:\nTwenty three (23) iron sheets (10 feet, 28 gauge) and eight (08) bags of\ncement.\u003C\u002Fp>\n\n\u003Cp>• More than fifteen (15) years of Service: Twenty eight (28) Iron sheets\n(10 feet, 28 gauge) and eight (08) bags of cement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In line with the clean wage policy a consolidated package will paid.\u003C\u002Fp>\n\n\u003Cp>The employee bears the Tax burden.\u003C\u002Fp>\n\n\u003Cp>The Company may require an employee to take early retirement if the employee\nis within five (5) years of retirement, and in the company's opinion is no\nlonger capable of performing his duties satisfactorily.\u003C\u002Fp>\n\n\u003Cp>The Company may retain the services of an employee who has reached\nretirement age on a contract basis provided the employee agrees.\u003C\u002Fp>\n\n\u003Cp>3.20.3 Contracts\u003C\u002Fp>\n\n\u003Cp>o In the event of redundancy as a result of retrenchment \u002F restructuring or\nretirement due to service age, management should sensitize the affected\nemployees and give them priority when awarding contracts due for renewal.\u003C\u002Fp>\n\n\u003Cp>o When an employee or group of employees is \u002F are terminated or discontinued\non medical grounds the company should do as above\u003C\u002Fp>\n\n\u003Cp>o Affected employees should be able to express their interest in the\ncontracts (i) above in writing to management\u003C\u002Fp>\n\n\u003Ch2>3.21 EMPLOYMENT PROCEDURES AND PRACTICES\u003C\u002Fh2>\n\n\u003Cp>Where appropriate, vacancies will be advertised internally first and then\nexternally if no suitable candidates are available from the list of internal\napplicants. The most suitable candidate, whether internal or external, will be\nappointed.\u003C\u002Fp>\n\n\u003Cp>3.21.1 Casual \u002F Temporary workers may apply for advertised vacancies in\nterms of this clause.\u003C\u002Fp>\n\n\u003Ch2>3.22 CANTEEN SERVICE, MEALS AND TEA\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchers\">\u003Cp>A canteen service comprising Meals and Tea is to be provided at a subsidized\ncost to employees. It was agreed the contribution remains at Shs. 1000= per\nplate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.23 PERFORMANCE APPRAISALS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>3.23.1It was agreed that an individual performance measurement system be\nintroduced with a view of applying Performance Related Pay in future.\u003C\u002Fp>\n\n\u003Cp>Employees in Grades A-E are to set individual goals starting with F13 in\npreparation for implementation of F14 salaries reviews based on final year end\nperformance score ratings.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.24 LOANS\u003C\u002Fh2>\n\n\u003Cp>3.24.1 A suitable loan scheme with an approved bank to be implemented.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>AGREEMENT BETWEEN UBTAWU AND NBL - JULY 2015 - JUNE 2016\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            \n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"contracttrialperiod":52,"maxsicknesspay":56,"ONCERISE_trigger":60,"hourspweek_select":64,"childcare":68,"wageincreasetype2":72,"STRUCINCR_trigger":76,"funeralpay":79,"paidmaternityleaveduration":83,"maternityotherclause":87,"pensionfund":91,"OVERTIME_trigger":95,"holidaysdays":99,"paidmaternityleavepay":103,"healthcareaccess":107,"COMMUTE_trigger":111,"SUNDAY_trigger":115,"protectiveclothing":119,"healthandsafetypolicy":123,"paidpaternityleavepay":127,"contracttrial":131,"sicknesspay":134,"dayspweek_select":137,"paidmaternityleaveall":140,"SCHEDULE_trigger":143,"paidpaternityleave":147,"longtermillness":149,"NOCTPREM_trigger":153,"healthcareaccessrelatives":157,"bankholidays1":160,"hivpolicy":164,"SENIOR_trigger":168,"mealvouchers":172,"sicknessmaxdays":176,"paidmaternityleave":179,"PAIDLEAV_trigger":182,"deathrelatives":186},{"bindId":45,"name":46,"text":47},"disabilitypay","Sick leave will be paid at management's ","Sick leave will be paid at management's discretion, subject to the following\nconditions:-\n\n3.12.1.1 An employee who is unable to report for duty because of illness or\ninjury is eligible for paid sick leave subject to the following\nrequirements,\n\n• The employee must have satisfactorily completed his three month\nprobationary period as envisaged in clause 3.5\n\n• The Supervisor must be notified before the end of the first absent\nshift.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","3.23.1It was agreed that an individual p","3.23.1It was agreed that an individual performance measurement system be\nintroduced with a view of applying Performance Related Pay in future.\n\nEmployees in Grades A-E are to set individual goals starting with F13 in\npreparation for implementation of F14 salaries reviews based on final year end\nperformance score ratings.",{"bindId":53,"name":54,"text":55},"contracttrialperiod","3.5.1 A new employee shall serve a proba","3.5.1 A new employee shall serve a probationary period of 3 (three) months.\nPermanent appointment to the position shall be confirmed provided the employee\nhas satisfactorily completed the probationary period.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","In the case of long term illness employe","In the case of long term illness employees may be granted sick leave up to\nmaximum of 90 days on full pay and a further 90 days on half pay in any one\ncalendar year. Thereafter payment will cease although a further 90 days unpaid\nsick leave may be taken. Employees on probation maybe granted 60 days sick\nleave with full pay and a further 30 days with half pay in one calendar year.\nThere after payment will cease. These provisions apply only if the case is\npre-authorised by the company Doctor and the Director in Charge of the section\nwhere the employee works.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","3.3.10 Free Beer Allowance Each employee","3.3.10 Free Beer Allowance\n\nEach employee is to receive one crate (employees appointed before 1st June,\n2008 will receive 25 bottles to Euro crate while employees appointed w.e.f. 1st\nJune 2008 will receive 20 bottles equivalent to polish crate) per month plus\none extra crate on Xmas day.",{"bindId":65,"name":66,"text":67},"hourspweek_select","3.1.1 Normal hours of work are forty-fiv","3.1.1 Normal hours of work are forty-five (45) hours a week, spread over\nfive (5) days in any week for general shift workers. Saturday will be\nconsidered a normal working day for overtime calculation purposes as the case\nis with other operations.\n\n3.1.2 Sundays and legislated Public Holidays shall be resting days and any\nworker required to work on those days will be compensated in accordance with\nthe Public Holidays and Rest Days clause of this Agreement.\n\n3.1.3 Days and Hours of Operation: The Company operates seven (7) days per\nweek, twenty-four hours per day.\n\n3.1.4 Management will determine hours of operation. Any changes will be\ncommunicated to the Union in advance.\n\n3.1.5 Peak periods of operation are established by Management in response to\nmarket forces. Decisions regarding the determination of peak periods will be\ncommunicated to the Union in advance.\n\n3.1.6 For the duration of this Agreement meal breaks and tea-breaks shall be\npaid provided that:\n\n3.1.6.1 Meal-breaks shall not exceed thirty minutes per shift or day.\n\n3.1.6.2 Continuous operations, such as beer packaging, are not halted.\n\n3.1.6.3 The scheduling and implementation of meal and tea breaks are to be\nagreed at departmental level.",{"bindId":69,"name":70,"text":71},"childcare","3.14.1 The Company will grant paid compa","3.14.1 The Company will grant paid compassionate leave up to a maximum of\nseven (7) days per year in the event of, the death of a biologically related\nmember of the employee's immediate family, i.e. father, mother, brother,\nsister, son, daughter, or the spouse of the employee.\n\n3.14.2 Documentary proof of the need for the compassionate leave set out in\nclause 3.10.5.1 may be provided either before or after the employee proceeds on\ncompassionate leave, but must be provided.",{"bindId":73,"name":74,"text":75},"wageincreasetype2","3.3.2 Salary\u002FWages Increment for 1st Jul","3.3.2 Salary\u002FWages\n\nIncrement for 1st July 2015 - 30th June 2016\n\nIt was agreed to increase the Wages by 6% effective 1st July 2015 until 30th\nJune 2016 as below:",{"bindId":77,"name":74,"text":78},"STRUCINCR_trigger","3.3.2 Salary\u002FWages\n\nIncrement for 1st July 2015 - 30th June 2016\n\nIt was agreed to increase the Wages by 6% effective 1st July 2015 until 30th\nJune 2016 as below:\n\n\n  \n  \n  \n  \n  \n    \n      Grade Current \n      2014\u002F2015 \n\n        USHS\n      \n      2015\u002F2016 \n\n        USHS\n      \n    \n    \n      A\n      923,181\n      978,571.86\n    \n    \n      B\n      976,629\n      1,035,226.74\n    \n    \n      C\n      1,041,100\n      1,103,566\n    \n    \n      D\n      1,101,897\n      1168010.82\n    \n    \n      E\n      1,183,070\n      1,254,054.2",{"bindId":80,"name":81,"text":82},"funeralpay","3.7.1 It was agreed that in case of deat","3.7.1 It was agreed that in case of death of an employee's dependant ( i.e.\nspouse, children) the company will provide the following\n\n> Coffin (25 metres of cloth for Moslems)\n\n> 10 metres of cloth (5 metres for child)\n\n> 50 kgs of Rice (50 Kgs for child)\n\n> 30 kgs of Meat (20 Kgs for a child)\n\n> 05 kgs of salt\n\n> Transport of the body to the burial site.\n\n3.7.2 It was also agreed that in case of death of an employee, the company\nwill provide the following:\n\n> Provident Fund Benefits and any other Terminal Benefits due to the\nemployee.\n\n> Use a Funeral Service Company\u002F an equivalent to organize and execute\nthe funeral arrangements.\n\n> One month's gross salary of the employees to the bereaved family.\n\n> Two Crates of Soda.\n\n> 80kgs of rice\n\n> 30kgs of meat\n\n> Two (2) people, i.e. One Union representative and another fellow\nsection worker to officially attend the burial and be paid day Safari, Lunch or\nNight Subsistence allowance, as the case may be.",{"bindId":84,"name":85,"text":86},"paidmaternityleaveduration","Female and male workers are entitled to ","Female and male workers are entitled to maternity and paternity leave\nrespectively.\n\nMaternity leave of 60 working days on full pay will be granted subject\nto,",{"bindId":88,"name":89,"text":90},"maternityotherclause","• Maternity and paternity leave shall be","• Maternity and paternity leave shall be granted in terms of Sections 56\nand 57 of the Employment Act of 2006.",{"bindId":92,"name":93,"text":94},"pensionfund","Contributions by the Employer Nile Brewe","Contributions by the Employer\n\nNile Breweries Limited shall contribute to the Fund for the benefit of\nEmployees with staff grades A to E at the rate of 10.42 % (percentage) of Fund\nSalary, paid by Nile Breweries Limited monthly to the Fund.\n\nOut of the amount paid above the balance, less the cost of the\nadministration and general expenses of the Fund for the month concerned, shall\nbe applied toward the Member's retirement benefit under Nile Breweries\nLimited's Portion.",{"bindId":96,"name":97,"text":98},"OVERTIME_trigger","3.4.1 Overtime is worked at Management's","3.4.1 Overtime is worked at Management's discretion. The nature of the\nbusiness dictates the necessity for overtime to be worked regularly and workers\nare required to work overtime when requested to do so. Such requests will not\nbe unreasonable and will give workers reasonable notice.\n\n3.4.2 Overtime is any ore-authorized time worked in excess of the workers\nscheduled daily hours of work.\n\n3.4.3 Overtime will be calculated on the workers basic rate.\n\n3.4.4 Overtime will be paid as follows:\n\n(a) Time and a half on normal work days.\n\n(b) Double time on Saturdays, Sundays and Public Holidays.\n\nAll workers in Grades A to E qualify for overtime.",{"bindId":100,"name":101,"text":102},"holidaysdays","Leave will not normally be granted durin","Leave will not normally be granted during peak periods as declared by\nmanagement in accordance with clause 3.1.5.\n\nWorkers shall be entitled to thirty (30)-calendar days leave per annum.\n\nNot more than one cycle's leave may be accumulated, so that the maximum\noutstanding leave for an individual employee cannot exceed 30 days.",{"bindId":104,"name":105,"text":106},"paidmaternityleavepay","Maternity leave of 60 working days on fu","Maternity leave of 60 working days on full pay will be granted subject\nto,",{"bindId":108,"name":109,"text":110},"healthcareaccess","The Company clinic will provide medical ","The Company clinic will provide medical treatment for all workers, one\nregistered spouse and four registered children as defined in the existing\npolicy.\n\nIf necessary cases may be referred to a government hospital by the Company\nDoctor. In such cases the Company Doctor will be responsible to follow up and\nauthorized treatment will be for the company account.\n\nIn line with legislation, all employees are required to undergo annual\nmedical examinations. UBTAWU Nile Breweries' Branch will monitor the process to\nensure it takes place and will assist in scheduling examinations. The results\nof such annual medical examinations shall not be used to unfairly discriminate\nagainst employees.",{"bindId":112,"name":113,"text":114},"COMMUTE_trigger","It was agreed that Shs 25,000= be paid f","It was agreed that Shs 25,000= be paid for each day worked on the following\ndays: Good Friday, Easter Sunday, Easter Monday, Christmas Day, Boxing Day and\nNew years' holiday as top up on transport refund for the said periods for\nemployees who will have worked for the respective days.\n\n3.17 SHIFT TRANSPORT\n\nEmployees on shift willbe providedtransporttopick\u002F drop them in a radius of\nnot more than 15kms of the brewery at night.",{"bindId":116,"name":117,"text":118},"SUNDAY_trigger","(b) Double time on Saturdays, Sundays an","(b) Double time on Saturdays, Sundays and Public Holidays.\n\nAll workers in Grades A to E qualify for overtime.",{"bindId":120,"name":121,"text":122},"protectiveclothing","All workers serving on permanent terms w","All workers serving on permanent terms whose jobs require the use of\nprotective clothing shall be provided with the appropriate clothing and\nequipment as instructed by management.\n\nThe careless use, loss or destruction of company issued clothing and\nequipment will result in disciplinary action.\n\nCasual and temporary employees shall be provided with the minimum protective\nclothing and equipment consistent with safe and healthy work practices.\n\nEmployees shall use and wear the protective clothing and equipment issued.\nFailure to do so will be cause for disciplinary action.\n\nEmployees will each receive two bars of soap monthly for laundering\nprotective garments.",{"bindId":124,"name":125,"text":126},"healthandsafetypolicy","A health and safety committee has been e","A health and safety committee has been established for the purpose of\ndiscussing health and safety issues and to resolve issues relating to health\nand safety in the plant.\n\nThe Union is be represented by three members and management is be\nrepresented by three members.",{"bindId":128,"name":129,"text":130},"paidpaternityleavepay","• Male worker is entitled to 4 working d","• Male worker is entitled to 4 working days on full pay.",{"bindId":132,"name":54,"text":133},"contracttrial","3.5.1 A new employee shall serve a probationary period of 3 (three) months.\nPermanent appointment to the position shall be confirmed provided the employee\nhas satisfactorily completed the probationary period.\n\nThe probationary period may be extended at management's discretion, by no\nmore than three (3) months if management is not completely satisfied with the\nprobationary employee's general performance and or behaviour.\n\nThe Union shall be notified of circumstances underlying the extension of\nthis period.\n\nThe probationary appointment may be terminated within fourteen days' notice\nat any time if the employee has been found not suitable for permanent\nemployment. The union shall be notified of the circumstances surrounding the\ntermination.\n\nThe Human Resource Operation Manager shall be responsible for monitoring\nprobation periods and initiating the confirmation process when appropriate.",{"bindId":135,"name":46,"text":136},"sicknesspay","Sick leave will be paid at management's discretion, subject to the following\nconditions:-\n\n3.12.1.1 An employee who is unable to report for duty because of illness or\ninjury is eligible for paid sick leave subject to the following\nrequirements,\n\n• The employee must have satisfactorily completed his three month\nprobationary period as envisaged in clause 3.5\n\n• The Supervisor must be notified before the end of the first absent\nshift.\n\nAn absence of more than one (1) calendar day, for which an employee claims\nsick leave may only be paid after submission of an authentic certificate from a\nregistered medical practitioner. Such a certificate must certify that the\nemployee was unfit for duty during the period of absence and shall be produced\nwithin three days following the date of absence.\n\n3.12.2 An employee who is absent from duty owing to ill health not caused by\nhis negligence or misconduct is entitled to sick leave. Such leave is granted\nby the company on reasonable prospects of his eventual recovery and fitness for\nduty. Sick leave shall be granted on production of a certificate signed by an\napproved medical practitioner.\n\nIn the case of long term illness employees may be granted sick leave up to\nmaximum of 90 days on full pay and a further 90 days on half pay in any one\ncalendar year. Thereafter payment will cease although a further 90 days unpaid\nsick leave may be taken. Employees on probation maybe granted 60 days sick\nleave with full pay and a further 30 days with half pay in one calendar year.\nThere after payment will cease. These provisions apply only if the case is\npre-authorised by the company Doctor and the Director in Charge of the section\nwhere the employee works.\n\nIf any employee has been away from work for a period less than 270 days he\nmay return to work. If an employee has been away for a period in excess of 270\ndays he may be terminated on terms which take account of his length of service\nand medical condition.\n\n3.12.3 The Company reserves the right to obtain a second medical opinion if,\nin its view, an employee is utilising excessive sick leave or if the employee\nappears to be too ill to continue working.\n\n3.12.4 Such sick leave may not be accumulated from year to year.\n\n3.12.5 The employee shall not resume duty until certified fit by an approved\nmedical practitioner or the Company Doctor.",{"bindId":138,"name":66,"text":139},"dayspweek_select","3.1.1 Normal hours of work are forty-five (45) hours a week, spread over\nfive (5) days in any week for general shift workers. Saturday will be\nconsidered a normal working day for overtime calculation purposes as the case\nis with other operations.",{"bindId":141,"name":85,"text":142},"paidmaternityleaveall","Female and male workers are entitled to maternity and paternity leave\nrespectively.",{"bindId":144,"name":145,"text":146},"SCHEDULE_trigger","3.1.2 Sundays and legislated Public Holi","3.1.2 Sundays and legislated Public Holidays shall be resting days and any\nworker required to work on those days will be compensated in accordance with\nthe Public Holidays and Rest Days clause of this Agreement.",{"bindId":148,"name":129,"text":130},"paidpaternityleave",{"bindId":150,"name":151,"text":152},"longtermillness","If any employee has been away from work ","If any employee has been away from work for a period less than 270 days he\nmay return to work. If an employee has been away for a period in excess of 270\ndays he may be terminated on terms which take account of his length of service\nand medical condition.",{"bindId":154,"name":155,"text":156},"NOCTPREM_trigger","3.3.11 Night Shift Allowance It was agre","3.3.11 Night Shift Allowance\n\nIt was agreed that night subsistence allowance be increased from UGX\n85,000\u002F= to UGX 90,000\u002F=per month per employee on shift with effect from 1st\nJuly 2014.",{"bindId":158,"name":109,"text":159},"healthcareaccessrelatives","The Company clinic will provide medical treatment for all workers, one\nregistered spouse and four registered children as defined in the existing\npolicy.",{"bindId":161,"name":162,"text":163},"bankholidays1","3.15.1Public holidays are as announced t","3.15.1Public holidays are as announced through publication in the Government\nGazette.\n\n3.15.2 When a gazetted public holiday falls on a day which an employee is\nscheduled to work in term of his shift configuration, the employee will be paid\nas follows,\n\nnormal time for the day plus overtime as per clause 3.4.4 for hours actually\nworked if he \u002F she works on that day;\n\nnormal time only if he\u002Fshe is not required to work on that day.\n\n3.15.3 The following categories of employees are required to work on all\npublic holidays:- Engine room and boiler house employees;\n\nEmergency staff during emergencies;\n\nSecurity staff;\n\nAll continuous shift employees who are scheduled to work on that day.\n\nSaturdays and Sundays refer to Clause 3.4.",{"bindId":165,"name":166,"text":167},"hivpolicy","In line with legislation, all employees ","In line with legislation, all employees are required to undergo annual\nmedical examinations. UBTAWU Nile Breweries' Branch will monitor the process to\nensure it takes place and will assist in scheduling examinations. The results\nof such annual medical examinations shall not be used to unfairly discriminate\nagainst employees.",{"bindId":169,"name":170,"text":171},"SENIOR_trigger","3.20.2 Currently other Terminal Benefits","3.20.2 Currently other Terminal Benefits are payable as follows:-\n\n• Below two years' service: At management's discretion individual cases\nmay be considered on merit.\n\n• More than two (2) years but less than ten (10) years of Service:\nEighteen (18) Iron sheets (10 feet, 28 Gauge) and three (03) bags of cement.\n\n• More than ten (10) years but less than fifteen (15) years of Service:\nTwenty three (23) iron sheets (10 feet, 28 gauge) and eight (08) bags of\ncement.\n\n• More than fifteen (15) years of Service: Twenty eight (28) Iron sheets\n(10 feet, 28 gauge) and eight (08) bags of cement.",{"bindId":173,"name":174,"text":175},"mealvouchers","A canteen service comprising Meals and T","A canteen service comprising Meals and Tea is to be provided at a subsidized\ncost to employees. It was agreed the contribution remains at Shs. 1000= per\nplate.",{"bindId":177,"name":58,"text":178},"sicknessmaxdays","In the case of long term illness employees may be granted sick leave up to\nmaximum of 90 days on full pay and a further 90 days on half pay in any one\ncalendar year. Thereafter payment will cease although a further 90 days unpaid\nsick leave may be taken. Employees on probation maybe granted 60 days sick\nleave with full pay and a further 30 days with half pay in one calendar year.\nThere after payment will cease. These provisions apply only if the case is\npre-authorised by the company Doctor and the Director in Charge of the section\nwhere the employee works.\n\nIf any employee has been away from work for a period less than 270 days he\nmay return to work. If an employee has been away for a period in excess of 270\ndays he may be terminated on terms which take account of his length of service\nand medical condition.",{"bindId":180,"name":85,"text":181},"paidmaternityleave","Female and male workers are entitled to maternity and paternity leave\nrespectively.\n\nMaternity leave of 60 working days on full pay will be granted subject\nto,\n\n• The provision of a medical certificate signed by an approved medical\npractitioner indicating the period of her confinement",{"bindId":183,"name":184,"text":185},"PAIDLEAV_trigger","3.10.1 Annual Leave: The timing of annua","3.10.1 Annual Leave:\n\nThe timing of annual leave is at the discretion of the Company, with\nconsideration given to workers personal wishes. Leave must be applied for and\napproved in advance. Leave should be applied for in Smart ESS, and will become\nvalid only when it has been recommended by the workers supervisor and\nauthorized by the Head of Department and Human Resource Operations Manager.\n\nLeave will not normally be granted during peak periods as declared by\nmanagement in accordance with clause 3.1.5.\n\nWorkers shall be entitled to thirty (30)-calendar days leave per annum.\n\nNot more than one cycle's leave may be accumulated, so that the maximum\noutstanding leave for an individual employee cannot exceed 30 days.\n\nOutstanding leave not taken within the time limit stipulated will be\nforfeited. Leave may only be carried forward from one leave year to the next\nwith a director’s written approval.\n\nAny leave earned, but not forfeited or taken, at the time of the termination\nof employment of a worker, will be paid out in full.\n\nIf leave is refused by Management and the worker combines that leave with\nthe following year's leave, he will be entitled to each year's allowance at the\nrespective year's rate provided he has a letter of refusal of leave signed by\nmanagement.\n\nAnnual leave may only be enchased in exceptional circumstances and this is\nentirely at management's discretion.\n\nIf a worker gives notice of termination of service and that worker has leave\ndue to him such leave may be taken within the notice period if he so wishes.\n\nLeave wages and leave allowance shall be paid to the worker immediately\nprior to proceeding on leave.",{"bindId":187,"name":70,"text":188},"deathrelatives","3.14.1 The Company will grant paid compassionate leave up to a maximum of\nseven (7) days per year in the event of, the death of a biologically related\nmember of the employee's immediate family, i.e. father, mother, brother,\nsister, son, daughter, or the spouse of the employee.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Nile Breweries (U) Ltd - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-06-30\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: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2015-07-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of beverages\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                        Nile Breweries (U) Ltd\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                        Uganda Beverages, Tobacco and Allied Workers′ Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \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: → 270 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Yes\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\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: → Professional risks\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: → 8.5 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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\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: → 4 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 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: → \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: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 6.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \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: → 2008-06\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → UGX 90000.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 2 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[194],{"title":37,"slug":33},[196],{"type":197,"data":198},"call_to_action_body_block",{"title":199,"description":200,"variant":201,"link":202},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":199,"url":203,"description":199,"rel":204,"type":205},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[207],{"type":197,"data":208},{"title":199,"description":200,"variant":201,"link":209},{"title":199,"url":203,"description":199,"rel":204,"type":205},[]]