[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-carryfour-2023-2025":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":214,"content_type_view":215,"extra_breadcrumbs":216,"body":218,"body_blocks":229,"related_pages":233},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":212,"translations":213},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-carryfour-2023-2025","212942b6-0188-11f0-acd5-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-agreement-carryfour-2023-2025\u002Fcollective-agreement-carryfour-2023-2025\u002F","Collective Agreement Carryfour_2023_2025","Collective Agreement Carryfour_2023_2025 - 2023","Uganda - Collective Agreement Carryfour_2023_2025 - 2023","Collective Agreement Carryfour_2023_2025 - 2023 - Retail trade",{"name":41,"data":42},"Carryfour CBA (1).html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>THE REPUBLIC OF UGANDA, IN THE MATTER OF THE LABOUR UNIONS ACT 2006, IN THE MAHER OF THE EMPLOYMENT ACT 2006, AND IN THE MAHER OF COLLECTIVE BARGAINING AGREEMENT\u003C\u002Fh1>\n\u003Cp>\u003Cstrong>BETWEEN\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Ch2>MAJID AL FUTTAIM HYPERMARKET UGANDA LIMITED, P. O. BOX 12295, KAMPALA\u003C\u002Fh2>\u003C\u002Fdiv>\n\u003Cp>\u003Cstrong>AND\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ch2>UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS 1 ALLIED WORKERS’ UNION (HTS-Union)\u003C\u002Fh2>\n\u003Ch2>COLLECTIVE BARGAINING AGREEMENT\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>This Collective Bargaining Agreement made on this BA' 4th day of April, 2023\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>BETWEEN\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>MAJID AL FUHAIM HYPERMARKETS UGANDA LIMITED\u003C\u002Fstrong> of P. O. BOX 12295, Kampala (hereinafter called the “Company\" which expression shall unless the context otherwise requires, include its successors in title and assigns) of the one part\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>AND\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION\u003C\u002Fstrong> (HTS- Union) of P.O.BOX 3799 Kampala (hereinafter called the “Union”) of the other part\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>PART ONE - GENERAL:\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Section 1. Affirmation and Preamble\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli> Cognizant of Article 29 and 40 of the National Constitution, the Labour Unions Act, 2006, the Employment Act 2006 among others, especially on Representation and Collective Bargaining; do hereby agree as follows: -\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The Company is a limited liability company incorporated and carrying on business as a hypermarket\u002Fsupermarket under the laws of Uganda;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The Union is a labour union duly organized and registered under the laws of Uganda to promote and defend the rights and interests of persons employed in the hotel, food, supermarkets and tourism sectors;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The Company and the Union hereby do agree to enter into a Collective Bargaining Agreement (\"CBA\") for employees on all matters concerning the terms and conditions of employment of the bargaining unit employees employed by the Company as represented by the Union;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> In industrial relations situations where the RA and or CBA is silent, the Human Capital Manual as an internal management tool will be referred to as long as it does not contradict the law.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>NOW THEREFORE IT IS HEREBY MUTUALLY AGREED AS FOLLOWS:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ch3>Section 2: Definitions\u003C\u002Fh3>\n\u003Cp>a) In this Agreement, \u003Cstrong>\"CBA\"\u003C\u002Fstrong> means Collective Bargaining Agreement with direct eference to this very Agreement.\u003C\u002Fp>\n\u003Cp>b)\t\u003Cstrong>Employee\u003C\u002Fstrong>; shall mean any person has entered into a contract of employment with the Company.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\t\u003Cstrong>Migrant Worker\u003C\u002Fstrong>: Shall mean any person who has entered into a contract of employment with the Company in non-top managerial position, who is not a Uganda national but hailing from any other country.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\t\u003Cstrong>\"Disciplinary Committee”\u003C\u002Fstrong> Means that Committee composed of both management and Union representatives that is responsible for discharging and dispensing off disciplinary cases concerning employees.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">e)\t\u003Cstrong>\"Gender Based Violence\" (GBV)\u003C\u002Fstrong> Refers to physical, sexual, economic or psychological violations which are subjected to individuals or groups of persons based on social expectations of men\u002Fboys and women\u002Fgirls.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>f)\t\u003Cstrong>\"Bargaining Unit”\u003C\u002Fstrong> this means the categories of employees that fall within the unionizable grades as opposed to those identified under management herein.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>g)\t\u003Cstrong>Insubordination at workplace\u003C\u002Fstrong>: (Minor and or Gross) Shall mean an employee's intentional refusal to obey lawful and reasonable orders from his\u002Fher superior at workplace whose determination shall be subjective depending on the situation and determined by the Disciplinary Committee.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>h)\t\u003Cstrong>“Lay off”\u003C\u002Fstrong> means the temporary or permanent cessation of employees' service in circumstances where the Company decides that the circumstances require a temporary reduction of personnel or hours of work.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>i)\t\u003Cstrong>“Redundancy”\u003C\u002Fstrong> means the involuntary loss of employment arising from a situation where: The Company has ceased or intends to cease to carry on the business for the purposes of which the employee was employed or to carry on that business in the place where the employee was so employed or the Company is carrying out a restructuring of its operations.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>j)\t\u003Cstrong>“Management\"\u003C\u002Fstrong> shall refer to the Managing Director\u002F Directors, General Manager, and Branch\u002F Store Managers if any.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_dismissal_type\">k)\t\u003Cstrong>\"Severance Pay”\u003C\u002Fstrong> This refers to payment to an employee under the situation where the employer for his\u002Fher own reasons terminates the services of an employee who is still willing to continue in employment and has not committed an offence under the circumstances.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>l)\t\u003Cstrong>\"Resignation”\u003C\u002Fstrong> When an employee officially and procedurally stops or terminates his\u002Fher contract at his\u002Fher discretion\u002Fdecision.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>m)\t\u003Cstrong>\"Termination”\u003C\u002Fstrong> This refers to the situation where either the employer\u002Fmanager or the employee stops the employment appoiniment\u002Fcontract.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>n)\t\u003Cstrong>\"Shop Steward(s)”\u003C\u002Fstrong> means a member of the Union elected by other members to represent them in dealings with the Company and \"Chief Shop Steward” shall mean the head of Shop Stewards.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>o)\t\u003Cstrong>\"Retirement\"\u003C\u002Fstrong> in this agreement shall mean an employee who ceases to work with ^^Ug company on the following grounds;\u003C\u002Fp>\n\u003Cp>Retirement Age of 55 (fifty-five); Medical unfitness; Voluntary retirement at Wb \\*V^Q (fifM years of age, after working with the Company for more than 10 years; Voluntary retirement after working with the Company for more than 15 years irrespective of the age\u003C\u002Fp>\n\u003Ch3>Section 3.\tPurpose and Scope of the Agreement\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe purpose of this Agreement is, in the mutual interest of the Company and the Union on behalf of the employees, to provide for the operation of the services of the Company under methods which will further, to the fullest extent possible, the safety of the Company’s business and the efficiency of its operation; and\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tThe parties hereto agree that the employment relationship between the Company and Employees shall be governed by the terms and conditions of service as agreed in this CBA, the company human capital policies and the Laws applicable.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 4.\tInformation:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>All new employees will be informed of this CBA by either party when their employment commences. This CBA will govern the relationship of such new employees with the Company if such employees accept to become members of the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 5.\tExisting privileges:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Save as otherwise provided herein, an employee already in service shall not receive remuneration or privilege, less favorable than his\u002Fher current remuneration of service after the signing\u002Fcoming into force of this agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 6.\tEngagement of New Employees:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>New employees shall be engaged on a six months fixed employment contract, subject to the Disciplinary Code herein and the Section on termination of employment.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 7.\tSeasonal\u002Fcasuai employees:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Company may engage seasonal employees or casual employees in accordance with the law in force.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 8.\tMigrant Workers:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe parties hereto also agree that all migrant workers in service of the company and who fall under the bargaining unit of this CBA, shall observe all the obligations and rights offered by this agreement like other regular employees\u002Funion members.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tIt is also hereby agreed that all migrant workers who are not in top management positions shall have the liberty to be members of the union for purposes of representation.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 9.\tEffective date and term of the Agreement:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a) Notwithstanding the date of execution, this agreement shall be deemed to be effective from the\t4th day of April,\t2023 for a period of 2 years and shall  continue in force until otherwise amended by the parties.\u003C\u002Fp>\n\u003Cp>b) Thirty [30] days to the expiry of this agreement, the Union or the management shail forward a written notice setting forth the nature of any proposed amendments to this agreement and other related matters hereof to the Company in respect of the period starting after the expiry of this agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 10.\tSalaries\u002FWages Review principles\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Company & the Union agree that when determining the wages\u002Fsalaries of the Employees, the following principles will be paramount and have to be considered: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a)\tThe continuity and interests of the Company, the Union and the Employees:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tThe rate of productivity of the Employees as determined by the Company in accordance with set Company targets for each Employee\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tThe economic and social objectives of the Company and the community\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">d)\tEqual work for equitable pay irrespective of the Employees’ race, sex, creed and color.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch3>Section 11.\tUnion Dues Check-Off and Remittances\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tAn Employee recruited to occupy a position in any of the Unionizable grades may join the Union in accordance with the Labour Unions Act 2006 and the Labour Unions (Checkoff) Regulations, 2011.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tThe Company shall deduct and remit a levy (prescribed in the above said Regulations) together with Union Dues from any Unionizable employee who is not a member of the Union but benefits from the terms of this CBA.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tIt shall be the responsibility of the Union to inform employees of the Company of the two available options; to join the Union and be subjected to a subscription of 2% of their wages as Union Dues; or, opt not to join. The Union shall also notify the employees that if they opt not to join, they would be required to pay 1% of their wages to the Union if such employees benefit from negotiations of the Union with the Company.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tThe Company shall make the aforementioned deductions upon the Union providing the list of its employees who having been advised on the said Regulation agree to become members of the Union. Company employees who do not agree to the membership shall not be required to pay any percentage to the Union if they derive no benefit from Union negotiations.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e) All Unionizable employees who are not members of the Union but benefit from the negotiations of the CBA will be subjected to this levy upon acceptance to apply the CBA.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>f)\tAny gratuity payable or paid to any Employee (s) who ceases employment with the company and attracts benefits provided for by the CBA herein, shall be subjected to 2% union dues.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 12.\tJob Vacancy and Promotions\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe Company recognizes that it is of mutual benefit for its Employees to be represented by a properly constituted labour Union, it is therefore hereby agreed that ail new employees will be informed of this CBA when their employment commences and will be urged to join and remain fully paid-up members of the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tThe Management shall give top priority to the existing qualified or qualifiable Employees for any post that may fall vacant. No Employee shall be subjected to probationary period on promotion.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tFor all positions and posts that fall vacant within the Company, first priority to fill such positions shall be given to qualified indigenous staff and\u002For in accordance with the requirements of the job.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tJob position shall be commensurate with the grade for that position as shall be structured by the HC department in an appendix to form part of this Agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>Section 13.\tProtection of female employees\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>a)\tManagement shall design favorable duty roster for pregnant women and breast-feeding mothers so as to allow them easy access to their babies for feeding purposes.\u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cp>b)\tManagement shall consider to provide breast feeding rooms where possible.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-screeningnonstandard\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">c)\tDays off duty for antenatal services and those for post-natal including days for immunization of a child shall not be deducted from mother as absence as long as proof of attendance is provided to management i.e. antenatal record and immunization card. However, the weekly off duty may be rescheduled to cover such scheduled hospital visits.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>d)\tFemale employees with babies of below one I (one) year old shall have the option of whether to or not to work night shift. Night shift shall mean the hours between 7pm to 7am\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 14.\tThe Right to Stop and Search Staff\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>a)\tThe parties to this Agreement recognize the importance and the right of security personnel of the Company to carry out the ‘stop and search’ practice, however the conduct of this practice shall be done in the most humane and professional manner possible so as to avoid causing embarrassment to the person being subjected to the said search.\u003C\u002Fp>\n\u003Cp>b)\tFor instance, it is recommended that female Security officers should be the ones to search female employees and the vice-versa should be applied with the males.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>PART TWO - RIGHTS:\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3>Section 15.\tHours of Work\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe normal working hours per week will be 48 (forty-eight) hours for all Employees of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tIn the event that there is need for the Company to regulate daily or weekly hours of work in order to suit peculiar work requirements, such schedules shall first be discussed between the Company and Employee. The Union may be invited for such discussions should the Company and Employee fail to agree. In any case, no Employee(s) shall be asked by the Company to report to work on a broken shift of more than once a day.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">c)\tEach week shall include a period of one day off of not less than 24 (twenty-four) hours of continuous rest,\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch3>Section 16.\tOvertime\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tAll hours worked in excess of the agreed daily normal hours of work as per PART TWO; Section 15 of this Agreement will be deemed to be overtime.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">b)\tAny overtime worked shall be calculated at 1.5 (one and a half) times the hourly rate of gross pay.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>c)\tAny overtime worked on gazetted public holidays shall be calculated at 2 (two) times the gross hourly rate.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">d)\tAny overtime worked on rest days shall be calculated at 2 (two) times the gross hourly rate or time off in lieu.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>e)\tOvertime rates shall apply only where at least 30 minutes have been worked in excess of one's normal working hours.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>f)\tOvertime shall be worked at the request of management and recorded at end of each week and signed for by the employee and the head of department or the respective supervisor.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 17.\tMethod of Payment of Salaries\u002FWages\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tSalaries \u002Fwages will be paid either by Cheque, bank transfer or cash.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>b)\tAN Employees will be required to open a salary account with a bank(s) selected to be convenient to majority of employees in Uganda where salaries \u002Fwages will be paid. The Employees must notify the Company of the account number, branch and address of the bank to which payments are to be made.\u003C\u002Fp>\n\u003Cp>c)\tBank charges arising from the salaries\u002Fwages payment to the workers shall be met by the Company provided their accounts are in the banks agreeable and notified to the Company as aforesaid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tSalaries shall be paid on the last day of the month and in the worst case by the fifth day of every preceding month.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Section 18.\tPublic Holidays\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tAll Uganda gazetted public holidays and other recognized holidays shall be recognized by the Company and Employees and shall receive overtime pay in accordance with Seel 6. herein for any overtime worked on such days.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tSubject to what may be agreed upon between an Employee and the Company, an Employee will have the option of taking either a day off or payment in lieu for the public holidays he\u002Fshe worked. No Employee shall refuse the request of the management to work on a public holiday or holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Section 19.\tOccupational Health, Safety and Uniforms\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe Company shall continue to maintain all existing devices and practices for the purpose of promoting healthful and safe working conditions and shall comply with Occupational Safety and Health Act 2006.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">b)\tThe Company shall provide suitable uniforms, protective gears and clothing.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>c)\tThe Company shall insure all its employees for purposes of ensuring safety and healthy for the Employees as well as avoiding fines and penalties in cases of industrial accidents.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tThere shall be a Safety and Health Committee, led by the business Unit (Store Manager), Risk & Compliance, HC which shall regularly review all matters relating to health and safety. Two members shall represent the Union on the said committee.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\tThe committee shall meet twice a year and or as pertinent matters may arise. Reports from these meetings will be shared with Management and the Union.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3>Section 20. Gender Based Violence, Sexual Harassment, HIV\u002FAIDS & Pandemic Policy\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a) That the Company and the Union do agree that they both shall promote efforts to control and or eliminate Gender Based Violence (GBV) at workplace through awareness raising and putting in place mechanisms to deal with GBV and its\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">b) The Company in consultation with the Union shall establish and publish a Sexual harassment and HIV\u002FAIDS policy at the workplace and the Safety and Health Committee shall ensure the implementation and Management of the said policies thereof.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>c) The parties here undertake to put in place mechanisms of how best to control and mitigate effects of the pandemic and other related occurrences at work place and promote implementation and or adherence to established SOPs at work place.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>PART THREE - DISCIPLINARY CODE:\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Section 21.\tDiscipline (Warnings and Dismissals)\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tIt is the intention of the Company and the Union that disciplinary action shall have the goal of correcting or improving performance and conduct of an Employee;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tAny disciplinary action(s) taken by the Company shall be documented and copies thereto entered on the Employee's personal file. Any notification of disciplinary action taken by the Company shall be acknowledged by the Employee and copied to the Chief Shop Steward.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tThe Company shall ensure that all disciplinary actions are carried out in a fair and just manner and in accordance with the law, this CBA, and the company HC policy on aspects which are not express in the CBA and do not contradict or contravene the afore mentioned as in Section I. (e) of this CBA.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 22.\tDisciplinary Committee Composition\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe parties to this Agreement do hereby agree that the Disciplinary Hearings (DH) at (level one) shall be conducted by the Disciplinary Committee (DC) under the chairmanship of the representative chosen by management.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tIn reference to Article 7.08 of the RA between the parties hereto, it is agreed that when handling disciplinary matters involving unionized employees, the Union shall be represented by at least two (2) members who will be nominated by the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tThat the DC shall therefore comprise of not less than three (3) representatives of the Company.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tThe person\u002Fofficer initiating an offence\u002Fgrievance\u002Fcomplaint or the one who has investigated the matter for DH thereto, shall not chair the DC thereof.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\tThe accused employee appearing before the DC shall reserve the liberty to come along with his\u002Fher Union representative or any other representative of his\u002Fher choice.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>f)\tThe Management shall also reserve the liberty to have another officer to witness and or represent the interests of the company during the DH.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>g) The investigator and or any person who makes a statement in the matter under review may be subjected to clarification at the call of the DC.\u003C\u002Fp>\n\u003Cp>h)\tRecommendations of the DC at any level shall be binding and applicable to the parties thereto and the employee in effect unless otherwise appealed against.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 23. Disciplinary Procedure\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The following are the disciplinary procedures for offences involving misconduct which do not to warrant dismissal:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a)\t\u003Cstrong>Informal\u002FVerbal Warning:\u003C\u002Fstrong> A breach of rules or failure to meet or maintain standards. This will result in an informal\u002Fcaution warning by the relevant representative of the Company. Such warning may not be recorded but the above mentioned representative and the employee or worker may examine and propose adequate and appropriate ways to remedy the breach, neglect, failure or shortcoming of the employee.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\t\u003Cstrong>First Written Warning:\u003C\u002Fstrong> Where an Employee commits an identical or similar offence or more serious breach of Company policy, manual, rules and\u002For procedure, including offences listed in section 24 below, the Employee’s HoD or representative of the Company may notify the relevant head of department or management of the particulars of offence, misconduct and\u002For misbehavior of the Employee. The relevant representative of the Company shall investigate the matter and if the Employee’s explanation is found to be unsatisfactory, he\u002Fshe shall notify the Human Capital in charge to handle the issue as per company procedure leading to issuance of a first warning letter, copies of which shall be placed on the Employee’s personal file. The Employee will be required to acknowledge receipt of the warning.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\t\u003Cstrong>Second Written Warning:\u003C\u002Fstrong> Where the same Employee commits an identical or similar breach of the Company policy, manual, rules and\u002For procedure within six months following the warning letter in (b) above, the Head of Department shall notify the relevant representative of the Company and Human Capital in charge to handle the issue as per company procedure leading to issuance of a second warning letter, giving copies to the Union and management of the Company and a copy of the same shall be placed on the Employee’s personal file.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\t\u003Cstrong>Final Written Warning:\u003C\u002Fstrong> Any further breach of Company policy, manual, rules and\u002For procedure by the Employee, and if, despite the previous warning, the Employee fails to remedy the breach, misconduct and\u002For misbehavior, the Human Capital in charge shall handle the issue as per company procedure leading to issuance of a final warning letter, giving a copy to the Union and management of the Company and a copy of the same shall be placed on the Employee's personal file.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e) No written warning shall be valid for more than 12 (twelve) months. Such warnings be cancelled by the Human Resource Manager after (12) twelve months from the  date of issue unless another warning has been issued before the expiry \n  of the 12 months (extended term) another 12 months period shall start and the previous warning shall not be cancelled until the extended term has elapsed. No future reference shall be made on ail “lapsed\" warnings.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section. 24. Offences and breaches in respect of which Written Warnings may be issued:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Written warnings shall be given for the following breaches, misconduct or offences: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a)\t\u003Cstrong>Absenteeism;\u003C\u002Fstrong> Absenteeism refers to the state of not being present that occurs when an employee is absent or not present at work during a normally scheduled work period. The Absences may be scheduled or unscheduled.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\t\u003Cstrong>Scheduled absences,\u003C\u002Fstrong> taken with the approval of the Company, include annual leave, public holidays, medical appointments, funerals, and other happenings which cannot be scheduled outside of regular work hours. No warning may be issued in respect of a scheduled absence.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\t\u003Cstrong>Unscheduled absences\u003C\u002Fstrong> to be defined as when an employee is absent from duty without permission or just cause as shall be determined by the disciplinary committee either from the premises of the employer or any other proper place appointed by the employer for performance of such employees' work).\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\t\u003Cstrong>Absence may also be Excusable or inexcusable:\u003C\u002Fstrong> Excusable absence (s) is where the employee notified the management and is\u002Fwas excused in advance of the absence, by the supervisor. No written warning may be issued in respect of an excused absence.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\t\u003Cstrong>Inexcusable absence(s)\u003C\u002Fstrong> is where the employee did not report or communicate to the supervisor within appropriate time and was not excused in advance for such events as illness, family emergencies, transportation emergencies, family member illness and\u002For death, and household emergencies such as flooding.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>f)\tWritten warnings may be issued in respect of all unexcused absences subject to the decision of the disciplinary Committee depending on each circumstances of the matter in question.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>g)\t\u003Cstrong>Insubordination:\u003C\u002Fstrong> Insubordination will include but not be limited to, the refusal to\u003Cbr>\n  obey some order which a superior is entitled to give and the employee is required to have obeyed. Insubordination will also constitute both unwillingness to carry out a directive from a manager or supervisor; and disrespectful behavior towards a manager or supervisor as shall be determined by the DC.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>h)\t\u003Cstrong>Neglect of duty\u003C\u002Fstrong>\u003Cbr>\n  Neglect of duty involves -\u003Cbr>\n  Simple neglect of duty; Simple neglect of duty will constitute the failure to give proper attention to a task expected from an Employee resulting from either carelessness or indifference; and may include, but not be limited to any of the following:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>being absent from work without reasonable notice or permission; \u003C\u002Fli>\n  \u003Cli>sleeping on the duty for no unjustifiable cause; \u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> leaving a duty station or assign responsibility without permission; or\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> failing to follow prescribed department or work site policy relevant to job duties and responsibilities.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Any public behavior which has or may have the effect of bringing the Company’s reputation into disrepute.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>Section 25.\tDereliction:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Dereliction will constitute the conscious or willful neglect of an employee's duty and willful misconduct\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 26.\tSummary Termination\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Where an Employee is proved to have committed any of the following offences he\u002Fshe will be liable to instant dismissal by the Management of the Company.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a)\tTheft of company property.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tFraud or dishonest dealing with company property;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tGross insubordination in the performance of an employee's duties.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tPhysical assault or fighting at workplace.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\tSexual Harassment.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>f)\tRape\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>g)\tGender Based Violence.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>h)\tDuring work hours by becoming or being intoxicated, an employee renders his\u002Fher self-unwilling or incapable to perform his work properly\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>i)\tBringing dangerous weapons onto the Company premises.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>j)\tProved drug abuse and intoxications while on duty.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>k)\tWillful damage of Company property.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>l)\tUnexcused prolonged absenteeism without proper cause.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>m)\tDivulging confidential Company information.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>n)\tWillful and or negligent disregard of company policies and procedures that may result in financial loss and or reputational damage.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 27.\tSuspension for investigation\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tWhere it requires Management to make investigations in case of an offence, an Employee may be suspended, such suspension shall be in writing by the Human Capital office and copied to the Chief Shop Steward.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tSuspension under this Section shall not exceed or 2 (Two) weeks. The salary of the Employee on suspension may be reduced by half. If after 2 (Two) weeks the investigations are not complete, the suspension shall be extended in writing for another 2 (Two) weeks. The Employee may be subjected to a hearing upon conclusion of the investigations.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c) After 2 weeks' extension if the employee is not proven guilty of the offence, he\u002Fshe shall be assumed to have no case to answer and therefore he\u002Fshe has to resume duties with full pay from the day of suspension.\u003Cbr>\n  id \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d) Suspension os a sanction:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Suspension may be preferred to an employee as a sanction arising from the decision of a disciplinary hearing where the employee is not terminated but rather suspended.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> This type of suspension will be without pay and for a period not exceeding two weeks.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>Section 28.\tDisciplinary\u002FGrievance Handling Procedures\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tIn reference to Article 7.07 of the RA between the parties hereto the Disciplinary procedures shall be as stipulated in the CBA between the parties hereto as required by law.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>b)\tThe parties hereto agree that whenever any difference or dispute arises between the Company and the Union or any employee or employees as to the meaning, interpretation, implementation, enforcement, the alleged violation or non- compliance with the provisions of this agreement (“a dispute”), there shall be no slow-down or suspension of work on account of such difference or dispute, but the parties shall in good faith use best endeavors to settle such disputes.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tIt is also agreed that earnest efforts shall be undertaken by the parties hereto to first resolve the grievance or dispute at department level with the appropriate head of department\u002Fsection head. In such cases, the relevant shop steward shall be available to work with the parties to resolve the grievances or dispute.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tShould the first step above in c) fail, then the matter shall be forwarded to the Human Capital Manager or his\u002Fher representative for handling as the second step in the process. At this step, the Chief Shop Steward or the Chairman Shopstewards Council shall be involved to assist in the expeditious conclusion of the matter.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\tIt is also hereby agreed that matters that fail at the Human Capital Managers’ level, shall be considered for appeal to the next level Manager.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>f)\tNotwithstanding the above procedure for grievance handling, where the difference or dispute is of a collective nature it shall be resolved through the Joint Negotiation Committee. The determination that a dispute is of a collective nature shall be made by the parties who shall jointly agree to clarify a dispute as collective in nature.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 29.\tDisciplinary\u002Fgrievance Appeals\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a) As provided for in Article 7.04 of the RA between the parties hereto, its further agreed that matters at appeal level shall be handled by next level Manager.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tEither party herein, the Union or the management may also raise an appeal if any of them strongly feels that the decision by the DC in the matter in question has not been handled satisfactorily.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tThe parties hereto agree that where the above processes fail, either party shall retain the liberty to resort to the mechanisms provided for under the Labour Disputes Arbitration and Settlement Act 2006 or other applicable laws.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>PART FOUR - BENEFITS AND ALLOWANCES\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>Section 30.\tAnnual Leave\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Every Employee shall be entitled to annual leave as follows: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>a)\tAn Employee who has completed 6 months to 5 (five) years of continuous service shall be entitled to 21 (twenty-one) consecutive calendar days of annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tLeave without pay may be granted upon mutual agreement between the Employee and the Company.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tAn employee of the company proceeding on annual leave shall be entitled to UGX. 200,000 as baggage allowance remitted through payroll on the employee's company joining month annual anniversary.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tWages and any allowances for leave will be paid during the monthly payroll when the leave commences.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\tIn the exigencies of the company services an employee may be recalled to duty before the expiry of his\u002Fher annual leave, in which case the balance of the leave days approved and due will be carried forward.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">Section 31.\tSick Leave\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Any appointed\u002Fcontracted Employee in continuous employment with the Company and who is unable to attend duty because of prolonged illness as recommended by an authorized medical practitioner by the Company or government medical facility, shall be granted sick leave under the following conditions:-\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a) Under normal circumstances an employee shall be expected to inform management immediately by any means his\u002Fher inability to report to work not later than 24 hours from the date he\u002F she falls sick.\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">b) The employee shall receive full pay for the first 2 (Two) months of illness.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>c)\tUpon expiry of the aforementioned period, retirement on medical grounds shall be considered by Management of the Company in consultation with the Union. However, should the Employee recover and be fit to work again, the Company may, at its discretion, consider reinstating such Employee.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tAn Employee on sick leave shall continue to enjoy his\u002Fher seniority in regord to service seniority and accumulation of annual leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Ch3>Section 32. industrial Accidents\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">a)\tThe company shall provide medical assistance in accordance with the workman’s compensation Act 2000 to employees who are injured on duty.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">b)\tIn case of absence from duty as a result of an industrial accident (that does not result into permanent total or permanent partial incapacity} at the work place, full salary\u002Fwages will be paid until person returns to work in accordance to the Workman’s Compensation Act 2000 and or as may be amended.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>c)\tWhere an accident during the course of employment occurs to an Employee resulting into permanent total or permanent partial incapacity, the Workers Compensation Act, shall become applicable.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tIn the case of an employee receiving injuries that come under the terms of Workers Compensation Act, all provisions of the Act shall apply, including provisions of the Third Schedule which covers industrial diseases.\u003C\u002Fp>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>Section 33. Maternity \u002FPaternity Leave\u003Cbr>\n\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>a)\tA female Employee shall as a consequence of pregnancy, be entitled to 90 (ninety) calendar days’ maternity leave on full pay. This leave may be extended upon a recommendation of a Doctor under sick leave provision in this CBA.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tFor a female employee whose baby passes on shortly after birth, the employee may return to work upon the recommendation of an authorised medical Doctor and also upon written request by the said employee to the Company.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">c)\tA male Employee shall, immediately after the delivery or miscarriage of his declared wife, be granted (5) five calendar days of paternity leave.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch3>Section 34. Compassionate Leave\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tIn the event of an employee losing a close relative from the nuclear family, including biological parent, spouse, children, sibling and upon application in writing, an Employee may be granted (5) five calendar days of compassionate leave with pay.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tAn Employee who intends to take compassionate leave must follow the Company’s ^Mpgve application procedure\u003C\u002Fp>\n\u003Cp>  c)\tIn other circumstances, the Employee may at the Company’s discretion, be allowed to proceed on an unpaid compassionate leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 35. Voluntary\u002Fleave for Union Activities\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Company and the Union realize the need for a strong Union with well-trained Union ofticials\u002Fmembers responsible for executing the affairs of the Union in the interest of both parties hereto and to the nation as a whole and therefore agree that the following leave with pay will be granted by the Company to the Union officials or any of the Employees (Union members) of the Company:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a)\tLeave to attend Union business\u002Feducation shall be applicable to the Union executive members and such leave shall be with full pay provided that the employer has granted prior permission. Such permission shall not be unreasonably withheld.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tThe Union shall ensure that any required leave for Union business shall be reasonable and that such absenteeism will not be so prolonged in a manner that would affect the Company’s business. The Company will take into consideration the length of time for which leave is sought and the need to retain the Employee at work during the requested period, in deciding whether to grant or refuse an application for leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tAs far as operational requirements permit, Employees shall be granted leave of absence to attend Union activities, meetings\u002Fworkshops at the permission of management, such leave shall not be unreasonably withheld and will be paid up to a maximum of 12 (twelve) days per annum. The Union will give the employer at least forty-eight (48) hours’ notice for such leave but in case of an emergency meeting, a notice of twenty 24 hours shall suffice.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tAny Employee(s) granted leave under this Section shall not accept employment elsewhere during such period.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 36. Union Branch offices\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe parties here too agree that the management shall provide space and facility where the shop steward can keep their working tools.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tThe Shop stewards shall be accorded time to attend and or operate union office in order to attend to workers issues and do meetings. The time off shall be arranged administratively before or after the shift.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 37. Study Leave\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a) An employee, who requests for study leave may, at the discretion of the  management of the Company, be granted such paid or unpaid study leave. \u003C\u002Fp>\n\u003Cp>b) The Union shall continue to play its mediatory role in cases of disagreement between the management’s decision and the Employee's concern.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>  Section 38.\tDeath\u002FObituary Benefits\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe parties hereto also agreed that in case of death of an employee of the Majid Al Futtaim Hypermarkets Uganda Limited and\u002For bereavement of the employee’s Spouse, Child or parent, the company shall provide and\u002For pay death benefits as indicated in the matrix herein below.\u003C\u002Fp>\n\u003Cp>b)\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"176\">\n  \u003Ccol width=\"173\">\n  \u003Ccol width=\"171\" span=\"2\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd align=\"left\" width=\"176\">\u003Cstrong>Need Type\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"center\" width=\"173\">\u003Cstrong>Support\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"center\" width=\"171\">\u003Cstrong>Amount   (UGX)\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"171\" align=\"center\">\u003Cstrong>Remarks\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"3\" align=\"left\" width=\"176\">\u003Cstrong>Death of a worker\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"173\">Casket\u003C\u002Ftd>\n    \u003Ctd width=\"171\">6,51,800\u003C\u002Ftd>\n    \u003Ctd rowspan=\"3\" align=\"left\" width=\"171\">1 employee to attend funeral at the cost of the company\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"173\">Hearse Transport\u003C\u002Ftd>\n    \u003Ctd width=\"171\">651,800-2,607,200   UGX (Distance based)\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"173\">Condolence Cash\u003C\u002Ftd>\n    \u003Ctd width=\"171\">UGX. 3,259,000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd colspan=\"4\" width=\"691\"> \u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"3\" align=\"left\" width=\"176\">\u003Cstrong>Bereavement\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"173\">Spouse\u003C\u002Ftd>\n    \u003Ctd width=\"171\">3,259,000 UGX   standard\u003C\u002Ftd>\n    \u003Ctd rowspan=\"3\" align=\"left\" width=\"171\">1 employee to attend funeral at the cost of the company\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\u003Ctbody>\u003Ctr>\u003Ctd rowspan=\"3\" align=\"left\" width=\"171\">\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"173\">Child\u003C\u002Ftd>\n    \u003Ctd width=\"171\">2,607,200 UGX   standard\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"173\">Parents\u003C\u002Ftd>\n    \u003Ctd width=\"171\">1,629,500 UGX   standard\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>c)\tThe Company shall pay all the deceased's accruing dues to the executor of the deceased's Estates (Next of Kin)\u002For Administrator General. Such dues shall include outstanding pay, leave, gratuity, and repatriation.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tIt is also agreed that all employees shall at all times update their personal files to provide details of their family members who are covered under this life policy.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 39.\tRepatriation Aliowance\u002FFees\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>An employee upon leaving employment will be eligible for repatriation allowance in accordance with the Employment Act, 2006.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 40.\tCessation of Employment\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Any staff member shall cease to be an Employee of the Company by virtue of the following:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>a)\tResignation\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>An employee of the company shall be required to give the employer notice upon resignation in accordance to the law and or considered for payment in lieu of up to the equivalent of the employees' contractual notice period entitlement.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>b)\tTermination\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Either the Employee or the Company may terminate the employment by giving the other party notice or payment in lieu thereof. \u003C\u002Fp>\n\u003Cp>c)\t\u003Cstrong>Lay-off\u003C\u002Fstrong>, for purposes of this CBA refers to temporary suspension or permanent cessation of employment of an Employee or group of Employees due to certain positions being cut, dwindling finances, or work not being available.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\t\u003Cstrong>Redundancy\u003C\u002Fstrong> may occur in the following two situations:\u003Cbr>\n  Where the Company has ceased or intends to cease to carry on the business for the purposes of which the Employee was employed; or to carry on that business in the place where the Employee was so employed; restructuring or the fact that the requirements of that business for Employees to carry out work of a particular kind, or for Employees to carry out work of a particular kind in the place where the Employee was employed by the Company, have ceased or diminished or are expected to cease or diminish.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\t\u003Cstrong>Retirement\u003C\u002Fstrong>. An Employee may retire from his or her service in the Company in any of the following circumstances;\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Upon an employee attaining the age of 55 (fifty-five years)\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Upon an employee being declared Medically unfit to continue in employment by a qualified medical practitioner approved by the company;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Voluntarily\u002F early retirement after attaining the age of 50 (fifty) years provided the employee has served for at least 10 years;\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>f)\t\u003Cstrong>Severance Pay\u003C\u002Fstrong> This refers to payment to an employee under the situation where the employer for his\u002Fher own reasons terminates the services of an employee who is still willing to continue in employment and has not committed an offence that which attracts summary dismissal.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 41.\tEmployment cessation Procedures\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>a)\tProcedure for Lay off\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> The principles of last in-first out shall apply subject to skills, ability to do the job and work record being equal.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The Company shall give the affected Employee and the Union written notice  or salary and allowances in lieu of the notice as follows: \u003Cbr>\u003Cbr>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"341\">\n  \u003Ccol width=\"171\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd align=\"left\" width=\"454\">Six   months up to one year of service\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"219\">14   days\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\">One year up to 5 years’   service \u003C\u002Ftd>\n    \u003Ctd align=\"left\">1 (one) month \u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\">Over 5 years to 10 years\u003C\u002Ftd>\n    \u003Ctd align=\"left\">2(two) months\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\">Ten years and above\u003C\u002Ftd>\n    \u003Ctd align=\"left\">3 (three) months\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\u003Cbr>\u003C\u002Fli>\n\u003Cli> During the period of notice the Employee shall as far as it is practicable be entitled to reasonable amount of time off without loss of pay in order to look for alternative employment.\u003C\u002Fli>\n\u003Cli>All Shop Stewards shall automatically assume top seniority in which case if layoff occurs, no Shop Steward in spite of this actual period of time worked in the Company shall be laid off until all the other Employees of the Company have been laid off.\u003C\u002Fli>\n\u003Cli> An offer of re-engagement to an Employee laid off may be made by Management in the event of a suitable vacancy arising with 6(six) months of the date of the Employees lay off except that in certain circumstances, the Employee may be subjected to an interview\u003Cbr>\n  \u003C\u002Fli>\n\u003Cli> The onus of leaving a forwarding address lies with Employee and if a reply from the Employee is not received within 15(fifteen) days from the date of the Management's notification, the vacancy may be otherwise filled.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>b)\tProcedure for Redundancy\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>To the extent possible, not less than (1) one-month notice of the intended redundancy shall be given by the Management to the Union and Employee(s) to be affected. The employees to be made redundant shall be paid their benefits in accordance with the matrix in Sec. 42. (b) on Retirement benefits herein below.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Section 42.\tTermination; Retirement; Lay-off; Redundancy; Resignation; Severance Benefits\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>a)\tTermination Notice\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>Termination Notice shall be given or paid to a qualifying employee or employer as follows:\u003Cbr>\u003Cbr>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"341\">\n  \u003Ccol width=\"171\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"494\">Less than six months\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"233\">14(fourteen)   days \u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>After six   months and up to 5years service\u003C\u002Ftd>\n    \u003Ctd align=\"left\">1 (one) month \u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>Over 5 years   to 10 years\u003C\u002Ftd>\n    \u003Ctd align=\"left\">2(two) months \u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>Ten years and   above\u003C\u002Ftd>\n    \u003Ctd align=\"left\">3(three) months\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\u003Cbr>\u003C\u002Fli>\n\u003Cli> When an Employee is discharged under this Section all entitlements and benefits due to him\u002Fher e.g. annual leave, public holidays, overtime, transport allowances, gratuity and repatriation where applicable, shall be paid to the Employee on the date on which the notice expires.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>\u003Cstrong>b)\tDeath, Retirement; Lay-off; Redundancy; Severance pay\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>The parties to this agreement hereby agree that for any employee who qualifies for any of the above categories herein (Sec.42 b) herein above shall be paid benefits in accordance to the matrix here below times the number of years the employee has served the company.\u003C\u002Fp>\n\u003Cp>This shall mean that the qualifying employee shall be paid the percentage provided of one's annual gross pay times the number of years of service with the company at the employee's current pay.\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"176\">\n  \u003Ccol width=\"173\">\n  \u003Ccol width=\"257\">\n  \u003Ccol width=\"259\">\n  \u003Ccol width=\"345\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\u003Ctr>\u003Ctd align=\"left\" width=\"176\">\u003Cstrong>Period worked\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"173\">\u003Cstrong>Old age 55 years\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"257\">\u003Cstrong>Medical   unfitness\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"259\">\u003Cstrong>Layoff\u002FRedundancy \u002Fseverance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"345\">\u003Cstrong>Death\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"176\">1 to 5 years\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"173\">N\u002FA\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"257\">MAP Workers compensation insurance\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"259\">One month’s gross salary\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"345\">As per the Company bereavement policy and group life   insurance policy\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"176\">5 to 10 years\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"173\">N\u002FA\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"257\">MAF Workers compensation insurance\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"259\">One month's gross salary\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"345\">As per the Company bereavement policy and group life   insurance policy\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>Section 43. Re-engagement after Retirement\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Re-engagement of retired staff Employees on permanent or contractual basis if required, shall only be done after thorough consultations and agreement with the Union. All retired Employees should not be re-engaged apart from very special circumstances that may be determined by the Management and the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 44. Traveling on Duty\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The parties hereby agree that Management shall meet all expenses of an employee while traveling on duty through provision of accommodation, meals and transport.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Section 45. Staff Transport\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The company shall provide physical transport to workplace for employees who do early morning shift and transport back home for those who leave duty late in the night atl 0:00 pm.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 46: Stock take allowance\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tAn employee who participates in stocktaking outside his\u002Fher store shall be provided with physical transport for that purpose.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tIt is also agreed by the parties that the said employee shall be given a day of rest in compensation for the broken long day and night shift\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tThe parties agreed that the employee shall be provided with dinner\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section. 47. industrial Accidents\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The company shall provide insurance cover to its employees in consideration of the OSH Act, 2006 and the Workman's Compensation Act 2000.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 48. Acting Allowance\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tIt is agreed that where an Employee is required to act in a position of higher grade over and above his\u002Fher position for a period in excess of 3 Months, the Employee shall be paid 15% of basic pay of the higher position.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tThis requirement shall be made in writing by the branch manager and or Human Capital Manager\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>  Section 49. Transfer Allowance\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>(a) Transfers across districts:\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a)\tCognizant that Majid Al Futtaim Hypermarkets operate different branches and in different locations\u002F zones or Districts, its hereby agreed to by the parties that staff shall be transferable under the following terms: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tIt's in agreement by the parties herein that, in a bid to provide career development opportunities to employees and to meet the Majid Al Futtaim Retail requirements, transfers among departments and divisions will take place at the initiative of the management or the employee with the approval of management\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>c)\tIt's also agreed by the parties that; all transfers should be handled by the HC Manager at HO or Stores.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>d)\tIt's also agreed that transfer needs should be communicated in advance to HC Manager in order to launch the process and guarantee better flow of communication.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>e)\tIt’s also agreed by the parties herein that transfers will not hinder an employee's career growth prospects in any manner and that It is the responsibility of the new manager to inform the transferred employee of his new responsibilities and to make him welcome in the new department\u002Fdivision through a proper planned induction program.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>f)\tFor whichever cause of loss of job, an employee serving on transfer, shall be repatriated back home in accordance with the Employment Act.\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"257\">\n  \u003Ccol width=\"259\">\n  \u003Ccol width=\"345\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd align=\"center\" width=\"257\">\u003Cstrong>Employee   Category\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"604\" colspan=\"2\" align=\"center\">\u003Cstrong>Zone to Zone\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"5\" align=\"center\">All Employees\u003C\u002Ftd>\n    \u003Ctd align=\"center\">\u003Cstrong>Within Same Zone\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"center\">\u003Cstrong>Different Zones\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"4\" align=\"center\">No Allowance\u003C\u002Ftd>\n    \u003Ctd align=\"left\">One Month Basic Salary\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\">\u003Cstrong>Zones\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\">A. Victoria\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\">B. Oasis, Lugogo, Acacia,   Arena, Metroplex, Village\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>Section 50. Social Security Fund\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Company and all Employees shall be required to contribute to the National Social Security Fund (NSSF) in accordance with the law in force.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 51. Certificate off Service.\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>When an Employee leaves the Company’s services of his own accord, or his\u002Fher service terminated under the provisions of this agreement, he\u002Fshe shall be issued with a certificate of service. He\u002Fshe will also be issued with a recommendation on request. Certificate of service will include name and address of Employee, name of Employee, dates of commencement and termination of service and type of work performed.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 52. End of year hamper\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a) The Company shall provide a gift hamper at the end of the year to all employees.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 53. Staff Benefits on Family Functions\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>a) The parties hereto also agreed that for the 1st time official wedding of an employee of the Majid Al Futtaim Hypermarkets Uganda Limited, that shall be Christian, Civil, Muslim or Hindu only and those who bear a new born baby, shall be awarded benefits by the company as indicated in the matrix herein below.\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"176\">\n  \u003Ccol width=\"173\">\n  \u003Ccol width=\"341\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd align=\"left\" width=\"176\">\u003Cstrong>Wedding\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"173\">Gift   of choice\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"341\">UGX   325,900 & a Card\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd colspan=\"3\" width=\"690\"> \u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"2\" align=\"left\" width=\"176\">\u003Cstrong>New Bom Baby\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"173\">1 x   Cussons Gift Hamper\u003C\u002Ftd>\n    \u003Ctd rowspan=\"2\" align=\"left\" width=\"341\">UGX. 85,000 & a Card\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"173\">1 x Pumpers pack\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>Section 54. Dispute Resolution\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tThe parties shall endeavour to settle amicably any dispute or controversy between them arising out of this pledge or in connection therewith. To this end, at the initiative of any party, the parties shall meet promptly to discuss the dispute and, if requested by the initiating party in writing, the other party shall reply in writing to any submission made by the initiating party concerning the dispute or controversy.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tIn the event that such measures as may be undertaken by the parties fail to lead to a settlement of the dispute or controversy within 30(thirty) days, then either party will be at liberty to seek redress in the courts of law of the Republic of Uganda.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 55. Pandemic or Epidemic or Calamity Situation\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a) That in cases of outbreak of pandemic and or epidemic which adversely affect part(s) of this agreement, the parties hereto agree that shall with  written notice by either party, mutually engage to review any such aspect of this agreement which may require to be reviewed.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>b) That those changes shall be done to address or mitigate the effects of the situation as caused by the pandemic, epidemic and or calamity as a temporally responsive measure\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>\u003C\u002Fh2>\u003Ch2>PART FIVE - SALARIES:\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>Preamble\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>It is the intention of the company and the union to operate a structure as flat as possible to, as well as having employees who are able to multitask\u002Fskill and adds value in various areas in order to bridge the gap between salaries and to reduce the salary imbalances amongst staff while ensuring adequate remuneration of the employees of the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>Section 56.\tSalary Review\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Considering the current situations that has effects and implications on both the employer and the employees, the parties agree that the general salary increase for Majid Al Futtaim Hypermarket bargaining unit employees shall be in accordance to the company annual review procedure. Information on the yearly increment amounts (if any) will be shared with the trade union.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The parties to this agreement further agreed hereto, that this CBA shall be effective from the 4th day of April, 2023 for all categories of staff for two years and shall continue in force until otherwise mutually amended by the parties thereto.\u003C\u002Fp>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 57.\tSeverability\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>If any clause in this CBA addendum is found to be unenforceable for any reason, that particular provision shall be severed and the rest of the CBA addendum provisions shall remain standing and enforceable.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 58.\tConfidentiality:\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>It is agreed and understood that all communication and information between the parties shall be handed in strict confidentiality by both parties and shall not, at any time whatsoever, be disclosed by either party to a third party or published without the prior written consent of the parties hereto.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 59. Bi-partite Consultations\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>That future engagements on these matters by the parties hereto shall continue in furtherance of interests of the company, its employees and the union.\u003C\u002Fp>\n\u003Ch3>Section. 60. Interpretation\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tInterpretation of this Collective Bargaining Agreement shall remain the responsibility of the chief negotiators of this agreement or their representatives.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tWhere the two parties herein fail or disagree on the meaning or application of the clauses of this agreement, the Registrar of Labour Unions shall have the responsibility to interpret this CBA.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section. 61. Governing Law\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This Agreement shall be governed by the laws of Uganda and shall however continue in force until otherwise amended by the parties thereto.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Section 62. Execution\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>IN WITNESS WHEREOF\u003C\u002Fstrong>, the Parties hereto agree that this CBA is entered into and have set their respective hands and seals on .4th day of April, 2023 at \u003Cstrong>MAJID AL FUTTAIM HYPERMARKET UGANDA LIMITED OFFICE AT KAMPALA\u003C\u002Fstrong>. \u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"SOCSEC_trigger":48,"contractseverancepay":52,"contractseverancepay1":56,"severance_dismissal_type":60,"severance_number":64,"severance_number_1_tenure":67,"SICDIS_trigger":70,"sicknessmaxdaysnr":74,"disabilitypay":78,"healthandsafetypolicy":82,"protectiveclothing":86,"healthcareaccess":90,"hiv":94,"funeralpay":98,"WORKFAM_trigger":102,"paidmaternityleave":106,"paidmaternityleaveduration":110,"paidmaternityleaveall":114,"paidmaternityleavepay":116,"paidmaternityleavepayperc":118,"maternityotherclause":120,"pregnancy":124,"breastfeeding_dangerouswork":128,"screeningnonstandard":132,"paidpaternityleave":134,"paidpaternityleaveduration":138,"nursingmothers":140,"maternity_nursing_breaks_length":142,"nursingfacilities":144,"GENEQ_trigger":148,"eqpay":152,"gender":156,"sexualhar":158,"violence":160,"hourspweek":164,"holidaysdays":168,"holidaysweeks":172,"bankholidays1":176,"schedulesrestpw":180,"WAGES_determined":184,"STRUCINCR_trigger":188,"OVERTIME_trigger":192,"overtimeallowancetype_general":196,"overtimeallowanceperc1_general":198,"SUNDAY_trigger":200,"COMMUTE_trigger":204,"strikes_trigger":208},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","MAJID AL FUTTAIM HYPERMARKET UGANDA LIMI","MAJID AL FUTTAIM HYPERMARKET UGANDA LIMITED, P. O. BOX 12295, KAMPALA",{"bindId":49,"name":50,"text":51},"SOCSEC_trigger","Section 50. Social Security Fund The Com","Section 50. Social Security Fund\n\nThe Company and all Employees shall be required to contribute to the National Social Security Fund (NSSF) in accordance with the law in force.",{"bindId":53,"name":54,"text":55},"contractseverancepay","b) Death, Retirement; Lay-off; Redundanc","b)\tDeath, Retirement; Lay-off; Redundancy; Severance pay\n  \nThe parties to this agreement hereby agree that for any employee who qualifies for any of the above categories herein (Sec.42 b) herein above shall be paid benefits in accordance to the matrix here below times the number of years the employee has served the company.\nThis shall mean that the qualifying employee shall be paid the percentage provided of one's annual gross pay times the number of years of service with the company at the employee's current pay.\n\n  \n  \n  \n  \n  \n  \n    Period worked\n    Old age 55 years\n    Medical   unfitness\n    Layoff\u002FRedundancy \u002Fseverance\n    Death\n  \n  \n    1 to 5 years\n    N\u002FA\n    MAP Workers compensation insurance\n    One month’s gross salary\n    As per the Company bereavement policy and group life   insurance policy\n  \n  \n    5 to 10 years\n    N\u002FA\n    MAF Workers compensation insurance\n    One month's gross salary\n    As per the Company bereavement policy and group life   insurance policy",{"bindId":57,"name":58,"text":59},"contractseverancepay1","Period worked Old age 55 years Medical u","Period worked\n    Old age 55 years\n    Medical   unfitness\n    Layoff\u002FRedundancy \u002Fseverance\n    Death\n  \n  \n    1 to 5 years\n    N\u002FA\n    MAP Workers compensation insurance\n    One month’s gross salary\n    As per the Company bereavement policy and group life   insurance policy\n  \n  \n    5 to 10 years\n    N\u002FA\n    MAF Workers compensation insurance\n    One month's gross salary\n    As per the Company bereavement policy and group life   insurance policy",{"bindId":61,"name":62,"text":63},"severance_dismissal_type","k) \"Severance Pay” This refers to paymen","k)\t\"Severance Pay” This refers to payment to an employee under the situation where the employer for his\u002Fher own reasons terminates the services of an employee who is still willing to continue in employment and has not committed an offence under the circumstances.",{"bindId":65,"name":66,"text":66},"severance_number","One month's gross salary",{"bindId":68,"name":69,"text":69},"severance_number_1_tenure","One month’s gross salary",{"bindId":71,"name":72,"text":73},"SICDIS_trigger","Section 31. Sick Leave","Section 31.\tSick Leave",{"bindId":75,"name":76,"text":77},"sicknessmaxdaysnr","b) The employee shall receive full pay f","b) The employee shall receive full pay for the first 2 (Two) months of illness.",{"bindId":79,"name":80,"text":81},"disabilitypay","b) In case of absence from duty as a res","b)\tIn case of absence from duty as a result of an industrial accident (that does not result into permanent total or permanent partial incapacity} at the work place, full salary\u002Fwages will be paid until person returns to work in accordance to the Workman’s Compensation Act 2000 and or as may be amended.",{"bindId":83,"name":84,"text":85},"healthandsafetypolicy","Section 19. Occupational Health, Safety ","Section 19.\tOccupational Health, Safety and Uniforms\n\na)\tThe Company shall continue to maintain all existing devices and practices for the purpose of promoting healthful and safe working conditions and shall comply with Occupational Safety and Health Act 2006.\n\nb)\tThe Company shall provide suitable uniforms, protective gears and clothing.\n\nc)\tThe Company shall insure all its employees for purposes of ensuring safety and healthy for the Employees as well as avoiding fines and penalties in cases of industrial accidents.\n\nd)\tThere shall be a Safety and Health Committee, led by the business Unit (Store Manager), Risk & Compliance, HC which shall regularly review all matters relating to health and safety. Two members shall represent the Union on the said committee.\n\ne)\tThe committee shall meet twice a year and or as pertinent matters may arise. Reports from these meetings will be shared with Management and the Union.",{"bindId":87,"name":88,"text":89},"protectiveclothing","b) The Company shall provide suitable un","b)\tThe Company shall provide suitable uniforms, protective gears and clothing.",{"bindId":91,"name":92,"text":93},"healthcareaccess","a) The company shall provide medical ass","a)\tThe company shall provide medical assistance in accordance with the workman’s compensation Act 2000 to employees who are injured on duty.",{"bindId":95,"name":96,"text":97},"hiv","b) The Company in consultation with the ","b) The Company in consultation with the Union shall establish and publish a Sexual harassment and HIV\u002FAIDS policy at the workplace and the Safety and Health Committee shall ensure the implementation and Management of the said policies thereof.",{"bindId":99,"name":100,"text":101},"funeralpay"," Section 38. Death\u002FObituary Benefits a) ","  Section 38.\tDeath\u002FObituary Benefits\n\na)\tThe parties hereto also agreed that in case of death of an employee of the Majid Al Futtaim Hypermarkets Uganda Limited and\u002For bereavement of the employee’s Spouse, Child or parent, the company shall provide and\u002For pay death benefits as indicated in the matrix herein below.\nb)\n\n  \n  \n  \n  \n    Need Type\n    Support\n    Amount   (UGX)\n    Remarks\n  \n  \n    Death of a worker\n    Casket\n    6,51,800\n    1 employee to attend funeral at the cost of the company\n  \n  \n    Hearse Transport\n    651,800-2,607,200   UGX (Distance based)\n  \n  \n    Condolence Cash\n    UGX. 3,259,000\n  \n  \n     \n  \n  \n    Bereavement\n    Spouse\n    3,259,000 UGX   standard\n    1 employee to attend funeral at the cost of the company",{"bindId":103,"name":104,"text":105},"WORKFAM_trigger","Section 13. Protection of female employe","Section 13.\tProtection of female employees\n\na)\tManagement shall design favorable duty roster for pregnant women and breast-feeding mothers so as to allow them easy access to their babies for feeding purposes.\n\nb)\tManagement shall consider to provide breast feeding rooms where possible.\n\nc)\tDays off duty for antenatal services and those for post-natal including days for immunization of a child shall not be deducted from mother as absence as long as proof of attendance is provided to management i.e. antenatal record and immunization card. However, the weekly off duty may be rescheduled to cover such scheduled hospital visits.\n\nd)\tFemale employees with babies of below one I (one) year old shall have the option of whether to or not to work night shift. Night shift shall mean the hours between 7pm to 7am",{"bindId":107,"name":108,"text":109},"paidmaternityleave","Section 33. Maternity \u002FPaternity Leave a","Section 33. Maternity \u002FPaternity Leave\n\na)\tA female Employee shall as a consequence of pregnancy, be entitled to 90 (ninety) calendar days’ maternity leave on full pay. This leave may be extended upon a recommendation of a Doctor under sick leave provision in this CBA.",{"bindId":111,"name":112,"text":113},"paidmaternityleaveduration","a) A female Employee shall as a conseque","a)\tA female Employee shall as a consequence of pregnancy, be entitled to 90 (ninety) calendar days’ maternity leave on full pay. This leave may be extended upon a recommendation of a Doctor under sick leave provision in this CBA.",{"bindId":115,"name":112,"text":113},"paidmaternityleaveall",{"bindId":117,"name":112,"text":113},"paidmaternityleavepay",{"bindId":119,"name":112,"text":113},"paidmaternityleavepayperc",{"bindId":121,"name":122,"text":123},"maternityotherclause","c) Days off duty for antenatal services ","c)\tDays off duty for antenatal services and those for post-natal including days for immunization of a child shall not be deducted from mother as absence as long as proof of attendance is provided to management i.e. antenatal record and immunization card. However, the weekly off duty may be rescheduled to cover such scheduled hospital visits.",{"bindId":125,"name":126,"text":127},"pregnancy","a) Management shall design favorable dut","a)\tManagement shall design favorable duty roster for pregnant women and breast-feeding mothers so as to allow them easy access to their babies for feeding purposes.\n\nb)\tManagement shall consider to provide breast feeding rooms where possible.",{"bindId":129,"name":130,"text":131},"breastfeeding_dangerouswork","d) Female employees with babies of below","d)\tFemale employees with babies of below one I (one) year old shall have the option of whether to or not to work night shift. Night shift shall mean the hours between 7pm to 7am",{"bindId":133,"name":122,"text":123},"screeningnonstandard",{"bindId":135,"name":136,"text":137},"paidpaternityleave","c) A male Employee shall, immediately af","c)\tA male Employee shall, immediately after the delivery or miscarriage of his declared wife, be granted (5) five calendar days of paternity leave.",{"bindId":139,"name":136,"text":137},"paidpaternityleaveduration",{"bindId":141,"name":126,"text":127},"nursingmothers",{"bindId":143,"name":126,"text":127},"maternity_nursing_breaks_length",{"bindId":145,"name":146,"text":147},"nursingfacilities","b) Management shall consider to provide ","b)\tManagement shall consider to provide breast feeding rooms where possible.",{"bindId":149,"name":150,"text":151},"GENEQ_trigger","Section 20. Gender Based Violence, Sexua","Section 20. Gender Based Violence, Sexual Harassment, HIV\u002FAIDS & Pandemic Policy\n\na) That the Company and the Union do agree that they both shall promote efforts to control and or eliminate Gender Based Violence (GBV) at workplace through awareness raising and putting in place mechanisms to deal with GBV and its\n\nb) The Company in consultation with the Union shall establish and publish a Sexual harassment and HIV\u002FAIDS policy at the workplace and the Safety and Health Committee shall ensure the implementation and Management of the said policies thereof.\n\nc) The parties here undertake to put in place mechanisms of how best to control and mitigate effects of the pandemic and other related occurrences at work place and promote implementation and or adherence to established SOPs at work place.",{"bindId":153,"name":154,"text":155},"eqpay","d) Equal work for equitable pay irrespec","d)\tEqual work for equitable pay irrespective of the Employees’ race, sex, creed and color.",{"bindId":157,"name":154,"text":155},"gender",{"bindId":159,"name":150,"text":151},"sexualhar",{"bindId":161,"name":162,"text":163},"violence","e) \"Gender Based Violence\" (GBV) Refers ","e)\t\"Gender Based Violence\" (GBV) Refers to physical, sexual, economic or psychological violations which are subjected to individuals or groups of persons based on social expectations of men\u002Fboys and women\u002Fgirls.",{"bindId":165,"name":166,"text":167},"hourspweek","Section 15. Hours of Work a) The normal ","Section 15.\tHours of Work\n\na)\tThe normal working hours per week will be 48 (forty-eight) hours for all Employees of the Company.",{"bindId":169,"name":170,"text":171},"holidaysdays","Section 30. Annual Leave Every Employee ","Section 30.\tAnnual Leave\n\nEvery Employee shall be entitled to annual leave as follows: -\n\na)\tAn Employee who has completed 6 months to 5 (five) years of continuous service shall be entitled to 21 (twenty-one) consecutive calendar days of annual leave.",{"bindId":173,"name":174,"text":175},"holidaysweeks","a) An Employee who has completed 6 month","a)\tAn Employee who has completed 6 months to 5 (five) years of continuous service shall be entitled to 21 (twenty-one) consecutive calendar days of annual leave.",{"bindId":177,"name":178,"text":179},"bankholidays1","Section 18. Public Holidays a) All Ugand","Section 18.\tPublic Holidays\n\na)\tAll Uganda gazetted public holidays and other recognized holidays shall be recognized by the Company and Employees and shall receive overtime pay in accordance with Seel 6. herein for any overtime worked on such days.\n\nb)\tSubject to what may be agreed upon between an Employee and the Company, an Employee will have the option of taking either a day off or payment in lieu for the public holidays he\u002Fshe worked. No Employee shall refuse the request of the management to work on a public holiday or holidays.",{"bindId":181,"name":182,"text":183},"schedulesrestpw","c) Each week shall include a period of o","c)\tEach week shall include a period of one day off of not less than 24 (twenty-four) hours of continuous rest,",{"bindId":185,"name":186,"text":187},"WAGES_determined","It is the intention of the company and t","It is the intention of the company and the union to operate a structure as flat as possible to, as well as having employees who are able to multitask\u002Fskill and adds value in various areas in order to bridge the gap between salaries and to reduce the salary imbalances amongst staff while ensuring adequate remuneration of the employees of the company.",{"bindId":189,"name":190,"text":191},"STRUCINCR_trigger","Section 56. Salary Review Considering th","Section 56.\tSalary Review\n\nConsidering the current situations that has effects and implications on both the employer and the employees, the parties agree that the general salary increase for Majid Al Futtaim Hypermarket bargaining unit employees shall be in accordance to the company annual review procedure. Information on the yearly increment amounts (if any) will be shared with the trade union.",{"bindId":193,"name":194,"text":195},"OVERTIME_trigger","b) Any overtime worked shall be calculat","b)\tAny overtime worked shall be calculated at 1.5 (one and a half) times the hourly rate of gross pay.",{"bindId":197,"name":194,"text":195},"overtimeallowancetype_general",{"bindId":199,"name":194,"text":195},"overtimeallowanceperc1_general",{"bindId":201,"name":202,"text":203},"SUNDAY_trigger","d) Any overtime worked on rest days shal","d)\tAny overtime worked on rest days shall be calculated at 2 (two) times the gross hourly rate or time off in lieu.",{"bindId":205,"name":206,"text":207},"COMMUTE_trigger","Section 45. Staff Transport The company ","Section 45. Staff Transport\n\nThe company shall provide physical transport to workplace for employees who do early morning shift and transport back home for those who leave duty late in the night atl 0:00 pm.",{"bindId":209,"name":210,"text":211},"strikes_trigger","b) The parties hereto agree that wheneve","b)\tThe parties hereto agree that whenever any difference or dispute arises between the Company and the Union or any employee or employees as to the meaning, interpretation, implementation, enforcement, the alleged violation or non- compliance with the provisions of this agreement (“a dispute”), there shall be no slow-down or suspension of work on account of such difference or dispute, but the parties shall in good faith use best endeavors to settle such disputes.\n\nc)\tIt is also agreed that earnest efforts shall be undertaken by the parties hereto to first resolve the grievance or dispute at department level with the appropriate head of department\u002Fsection head. In such cases, the relevant shop steward shall be available to work with the parties to resolve the grievances or dispute.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Agreement Carryfour_2023_2025 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-04-04\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Department stores and supermarkets\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                        \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                        HTS-Union Uganda Hotels, Food, Tourism, Supermarkets & 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: → No\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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision, Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX 3259.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 30 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 30 days\n            \u003C\u002Fdiv>\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: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 19.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → 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                \n                \n                \n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[217],{"title":37,"slug":33},[219],{"type":220,"data":221},"call_to_action_body_block",{"title":222,"description":223,"variant":224,"link":225},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":222,"url":226,"description":222,"rel":227,"type":228},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[230],{"type":220,"data":231},{"title":222,"description":223,"variant":224,"link":232},{"title":222,"url":226,"description":222,"rel":227,"type":228},[]]