[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-laico-lake-victoria-hotel-entebbe-and-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts--union---2016":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":129,"content_type_view":130,"extra_breadcrumbs":131,"body":133,"body_blocks":144,"related_pages":148},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":127,"translations":128},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-between-laico-lake-victoria-hotel-entebbe-and-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts--union---2016","998a79c0-7eb7-11e7-a52a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-laico-lake-victoria-hotel-entebbe-and-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts--union---2016\u002Fcollective-bargaining-agreement-between-laico-lake-victoria-hotel-entebbe-and-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts--union---2016\u002F","Collective Bargaining Agreement Between Laico Lake Victoria Hotel, Entebbe And Uganda Hotels, Food, Tourism, Supermarkets & Allied Workers' Union (HTS- Union) - 2016","UGA Laico Lake Victoria Hotel - 2017","Uganda - UGA Laico Lake Victoria Hotel - 2017","UGA Laico Lake Victoria Hotel - 2017 - Hospitality, catering, tourism",{"name":41,"data":42},"CBA for Laico.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>THE REPUBLIC OF UGANDA\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF THE EMPLOYMENT ACT, 2006 AND LABOUR UNIONS' ACT, 2006\u003C\u002Fp>\n\n\u003Ch1 style=\"text-align:justify;\">IN THE MATTER OF THE COLLECTIVE BARGAINING\nAGREEMENT (CBA) BETWEEN HTS-Union AND LAICO LAKE VICTORIA HOTEL, ENTEBBE AND\nUGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS' UNION (HTS-\nUnion) - 2016\u003C\u002Fh1>\n\n\u003Cp>NOVEMBER, 2016 \u003C\u002Fp>\n\n\u003Cp>AGREEMENT PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Agreement is made between LAICO LAKE VICTORIA HOTEL on one part\nhereinafter referred to as \"The Employer\" or \"The Company\" and; Uganda Hotels,\nFood, Tourism, Supermarkets & Allied Workers' Union (HTS-Union) hereinafter\nreferred to as \"The Union\" on the other part.\u003C\u002Fp>\n\n\u003Cp>It is made on behalf of unionisable employees of LAICO LAKE VICTORIA HOTEL\nas a Supplementary Agreement to the Collective Bargaining Agreement between\nUganda Hotels Owners Association (UHOA) and Uganda Hotels, Food, Tourism,\nSupermarkets & Allied Workers' Union (HTS-Union) referred to as SCHEDULE\u003C\u002Fp>\n\n\u003Cp>\"C\". It is voluntarily entered into by the parties to review the existing\none that was signed in 2013.\u003C\u002Fp>\n\n\u003Ch2>SECTION 1: TERMS OF REFERENCE\u003C\u002Fh2>\n\n\u003Cp>In matters of Recognition and Negotiation procedure the parties to this\nAgreement, meeting together in free and voluntary negotiation agree:-\u003C\u002Fp>\n\n\u003Cp>1. Whereas UHOA negotiated the said CBA on behalf of its member\nestablishments with HTS-Union, section (ii) of its preamble, provides for\nindividual Company to negotiate with the Union supplementary agreements to the\nCBA on matters relating to wages and benefits.\u003C\u002Fp>\n\n\u003Cp>2. That the terms and conditions of employment stipulated in the said CBA\nbetween UHOA and HTS-Union; shall be binding as the main CBA and together with\nthis Supplementary Agreement, they both shall be legal agreements stipulating\nterms and conditions of employment for all Unionisable employees of LAICO LAKE\nVICTORIA HOTEL\u003C\u002Fp>\n\n\u003Cp>3. To negotiate this supplementary agreement to regulate LAICO LAKE VICTORIA\nHOTEL unionisable employees' salaries and benefits not determined in the CBA\nbetween UHOA on behalf of its member establishments.\u003C\u002Fp>\n\n\u003Cp>4. That reference to \"The Union\" in this agreement refers to HTS-Union. The\nUNION shall be the sole body representing such employees.\u003C\u002Fp>\n\n\u003Cp>5. That both HTS-Union shall form a committee of a minimum number of four\n(4) representatives and maximum of six (6) for purposes of negotiation of this\nsupplementary agreement and all other subsequent agreements.\u003C\u002Fp>\n\n\u003Cp>6. That the employer on the other hand shall nominate not less than three\nmanagement staff members one of which must be from the Human Resource\ndepartment, who jointly with the committee from \"The Union\" shall form what is\nreferred to as a Joint Consultative Committee\u002F Negotiation Committee that will\nbe responsible for all CBA matters including disputes, perceived or real to the\nimplementation of this supplementary agreement.\u003C\u002Fp>\n\n\u003Cp>7. That all grievances real or perceived shall be discussed with LAICO LAKE\nVICTORIA HOTEL by the Union's Works Committee.\u003C\u002Fp>\n\n\u003Cp>8. The Employer undertakes to use every endeavor to ensure that all\nmanagement staff are fully aware of the full recognition accorded to the\nUnion.\u003C\u002Fp>\n\n\u003Cp>9. The Company and the Union subscribe to joint consultation with each other\nthrough the established Joint Consultative Committee and both parties agree\u003C\u002Fp>\n\n\u003Cp>to co-operate to bring about the maintenance of effective labour relations\nin the work place.\u003C\u002Fp>\n\n\u003Ch2>SECTION 2: GUIDING PRINCIPLE\u003C\u002Fh2>\n\n\u003Cp>The employer and the union agree that when negotiating this agreement, the\nguidinq principle shall be;-\u003C\u002Fp>\n\n\u003Cp>1. To regulate relations between them in the interest of mutual\nunderstanding and co-operation.\u003C\u002Fp>\n\n\u003Cp>ii. To ensure the speedy and impartial settlement of real or alleged\ndisputes or grievances.\u003C\u002Fp>\n\n\u003Cp>iii. To obtain a continuous improvement in workers' earnings. Based on the\nability of the salary guidelines should this be put in place, \u003C\u002Fp>\n\n\u003Cp>iv. To ensure high standards for productivity\u003C\u002Fp>\n\n\u003Ch2>SECTION 3: DEATH BENEFITS\u002FEXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a) In the case of death of an employee, the Company shall transport the\ndeceased's body to its place of final rest free of charge, provide a coffin,\nwrapping materials, a wreath, condolence fee of one month's pay and pay all the\ndeceased's dues to the Administrator General or Executor (Next of Kin) to the\ndeceased's estates. Such dues shall include but not limited to; outstanding\npay, leave and gratuity.\u003C\u002Fp>\n\n\u003Cp>b) If it is the employee's registered spouse UGX. 600,000\u002F= (six hundred\nthousand shillings only) shall be given to the employee for burial expenses.\u003C\u002Fp>\n\n\u003Cp>c) If it is the employee's registered child of less than 18 years of age\nand\u002For up to 21 years if the child is still going to school, UGX. 600,000\u002F=\n(six hundred thousand shillings only) shall be given to the employee for burial\nexpenses.\u003C\u002Fp>\n\n\u003Cp>d) An employee who dies while in employment with a minimum of five 5 years\nof continuous service to the company, shall be paid 7% of his annual gross pay\ntimes the number of years worked on top of the entitlements under this clause,\nsave for those who shall have attained ten and more years of service whose\nbenefits fall under the retirement provisions.\u003C\u002Fp>\n\n\u003Cp>e) Management shall facilitate at least two employees to represent\nManagement and the Union at the burial of the employee for a maximum of two\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 4: LEAVE BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee of the company proceeding on annual leave shall be entitled to\nbetween UGX. 250,000 and 350,000 in accordance with the management's set grades\nto cater for transport for self, spouse and dependent children below 18 years\nof age to his\u002Fher home.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 5: REPATRIATION ALLOWANCE\u002FFEES\u003C\u002Fh2>\n\n\u003Cp>An employee upon leaving employment and who is eligible for repatriation as\nin accordance with the Employment Act 2006, i.e. upon death; or one appointed\naway from the workplace and has served for more than ten years; shall be paid\nrepatriation allowance of UGX. 400,000\u002F- (four hundred thousand shillings\nonly)\u003C\u002Fp>\n\n\u003Ch2>SECTION 6.1: RETIREMENT\u002FRESIGNATION\u002FLAYOFF\u002FREDUNDANCY\u002FSEVERANCE\u003C\u002Fh2>\n\n\u003Cp>Termination notice under this clause shall apply in the following cases:\u003C\u002Fp>\n\n\u003Cp>a) Retirement\u003C\u002Fp>\n\n\u003Cp>- Old age of 55 (fifty five)\u003C\u002Fp>\n\n\u003Cp>- Medical unfitness\u003C\u002Fp>\n\n\u003Cp>- Voluntary at 50 (fifty) years of age, after working for more than 10\nyears\u003C\u002Fp>\n\n\u003Cp>- Voluntary after working for more than 15 years irrespective of one's\nage\u003C\u002Fp>\n\n\u003Cp>b) Resignation\u003C\u002Fp>\n\n\u003Cp>c) Layoff\u003C\u002Fp>\n\n\u003Cp>d) Redundancy\u003C\u002Fp>\n\n\u003Ch2>SECTION 6.2: RETIREMENT BENEFITS\u003C\u002Fh2>\n\n\u003Cp>An employee having served the Company shall be entitled to the following\nretirement benefits upon leaving the Company as a result of attaining old age\nand medical unfitness:-\u003C\u002Fp>\n\n\u003Cp>a) 8% (eight percent) of the employee's annual gross pay times the number of\nyean worked with the company.\u003C\u002Fp>\n\n\u003Cp>b) However this retirement package shall be paid to an employee up to a\nperiod of 15 years of service with the company using the employee's current\npay.\u003C\u002Fp>\n\n\u003Ch2>SECTION 6.3: VOLUNTARY AT 50 YEARS OF AGE AND AFTER WORKING FOR 10 YEARS\nCONSECUTIVELY\u003C\u002Fh2>\n\n\u003Cp>a) An employee having served the Company for at least 10(ten) consecutive\nyear: and also attained 50 years of age shall be entitled to a retirement\npackage calculated at 5% (five percent) of the employees current annual gross\npay times the number of years worked with the company up to a maximum of 15\nyears.\u003C\u002Fp>\n\n\u003Cp>b) However, the decision to accept this retirement shall be at the\ndiscretion of the company and the Union.\u003C\u002Fp>\n\n\u003Ch2>SECTION 6.4: VOLUNTARY AFTER WORKING FOR 15 YEARS IRRESPECTIVE OF ONE'S\nAGE\u003C\u002Fh2>\n\n\u003Cp>a) An employee having served the Company for at least 15 consecutive years\nshall be entitled to a retirement package calculated at 6% (six percent) of the\nemployees current annual gross pay times the number of years worked up to a\nmaximum of 15 years.\u003C\u002Fp>\n\n\u003Cp>b) However, acceptance of an employees' retirement application under this\nclause, shall be at the discretion of the company and the Union.\u003C\u002Fp>\n\n\u003Ch2>SECTION 6.5: RESIGNATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>An employee having served the company for at least five years, shall qualify\nto be paid resignation benefit, upon tendering in a resignation with full\nnotice in accordance with the law as here below provided:-\u003C\u002Fp>\n\n\u003Cp>a) At least 5 - 9 years of service; Two months' lump sum salary shall be\npaid.\u003C\u002Fp>\n\n\u003Cp>b) After the employee serving for more than ten (10 - 14) years, he\u002Fshe\nshall be paid three months' lump sum.\u003C\u002Fp>\n\n\u003Cp>c) Normal notice pay in lieu in addition to the above provisions shall apply\nif management at its discretion chooses that the employee should not work\nduring the resignation notice period.\u003C\u002Fp>\n\n\u003Ch2>SECTION 6.6: REDUNDANCY\u002FLAYOFF BENEFITS AND SEVERANCE PAY\u003C\u002Fh2>\n\n\u003Cp>An employee shall be entitled to Redundancy\u002FLayoff Benefits as per the\ncurrent CBA in force and that Severance Pay is at the rate of one month's wages\nfor each completed year of service using the current pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 7: LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>a) An employee who has served the Company for ten (10) years respectively\nshall be appreciated with a one month's pay award together with a certificate\nin recognition of the employee's services rendered to the company.\u003C\u002Fp>\n\n\u003Cp>b) In the event the employee is leaving before the close of the year where\nhe\u002Fshe attained the said years' service, then it will be issued at the time of\nend of employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 8: B0NUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a) The Company may provide an annual bonus\u002Fincentive at its discretion\ndepending on the achievements of the Company's goals and objectives as\ncommunicated to the staff at the beginning of each calendar year.\u003C\u002Fp>\n\n\u003Cp>b) The bonus so decided will be distributed equally among all employees.\nThis shall include casuals who have served for at least six months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 9: OUT OF STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Out of station subsistence allowance shall be paid to an employee when\nhe\u002Fshe is required to carry out official duties 20 (twenty) Kilometers and\nbeyond away from his\u002Fher work station in the following manner:-\u003C\u002Fp>\n\n\u003Cp>(i) UGX. 10,000\u002F= (ten thousand) shillings per day.\u003C\u002Fp>\n\n\u003Cp>(ii) UGX. 60,000\u002F= (sixty thousand) shillings per night.\u003C\u002Fp>\n\n\u003Cp>(iii) Out Of Station Subsistence allowance outside Uganda, shall be as the\ncompany policy.\u003C\u002Fp>\n\n\u003Ch2>SECTION 10: STAFF MEDICAL BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Management shall continue to offer medical services\u002Fbenefits to its\nemployees. It shall be revised from time to time based on the company's ability\nto pay in consultation with the Union.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 11: SERVICE CHARGE\u003C\u002Fh2>\n\n\u003Cp>The Company shall levy a 5% service charge on all its services e.g. laundry,\nrent, conference, food, beverages, recreation, banquets, etc; which shall be\ndistributed equally among all the staff who are contracted by the company.\u003C\u002Fp>\n\n\u003Ch2>SECTION 12: PREVILLAGES OF FEMALE EMPLOYEES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>a) A pregnant woman whose pregnancy is above 6 (six) months shall be\nexempted from night duty.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>b) Days off duty for antenatal services and those for post-natal including\ndays for immunization of a child shall not be deducted from a mother as absence\nas long as proof of attendance is provided to management i.e. antenatal record\nand immunization card.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>c) Management shall design favorable duty roster for breast feeding mothers\nso as to allow them easy access to their babies for feeding purposes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cp>d) Female employees with babies of below one l(one) year old shall have the\noption of whether to or not to work night shift, provided they have been in\nservice for at least 1 year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 13: OCCUPATIONAL HEALTH, SAFETY AND UNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cp>The company shall continue to maintain all existing devices and practices\nfor the purposes of promoting safe and Healthy working conditions in conformity\nwith the Occupational Safety and Health Act 2006.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>There shall be a safety and Health Committee, which shall regularly review\nall matters relating to safety and health (staff who lift heavy objects e.g.\nhousekeepers, should be targeted as priority). One member shall represent the\nunion on the said committee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The employer shall provide at any given time an applicable uniform and\u002For\nappliances, safety clothing and gadgets to the staff as a requirement of law\nand policy in order to perform the job diligently.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>a) Uniforms will remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>b) Loss or willful damage by the employee may be charged to that employee\nfor replacement or repairs as the case maybe.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 14: THE RIGHT TO STOP AND SEARCH STAFF\u003C\u002Fh2>\n\n\u003Cp>Both parties to this Agreement do recognize the importance and the right of\nsecurity personnel of the Company to carry out the Stop and Search practice,\nhowever the act of carrying out this practice shall be done in the most humane\nand professional manner possible so as to avoid causing embarrassment to the\nperson being subjected to the said search.\u003C\u002Fp>\n\n\u003Ch2>SECTION 15: HIV\u002FAIDS POLICY.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Company shall establish an HIV\u002FAIDS policy at the work place and shall\nensure its implementation as per Appendix ”B\" here attached.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 16: ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An Employee who is acting in a particular position\u002Fjob for more than one (1)\nmonth shall be paid an additional 100,000\u002F= per month as acting allowance.\u003C\u002Fp>\n\n\u003Cp>CONCLUDED AND SIGNED ON THIS 30th DAY OF DECEMBER 2016\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the Company, Laico Lake Victoria Hotel\u003C\u002Fp>\n\n\u003Cp>Marc Peters - General Manager\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the Union, Uganda Hotels, Food, Tourism, Supermarkets\n& Allied Workers' Union (HTS-Union)\u003C\u002Fp>\n\n\u003Cp>Mugole Stephen - General Secretary\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>SCHEDULE 1: SALARY REVIEW\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>1. The Minimum Salary of UGX. 300,000\u002F- that is provided by the company to a\nnew employee on contract or permanent basis that was effective September 2013,\nshall continue in force until reviewed in the same way.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-wageincreaseperc1\">\u003Cp>2. The parties to this agreement do hereby agree that salary increment of 7%\nshall be effected on staff wages\u002Fsalaries. This increment is for the period\n2017 - 2018.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cp>It shall take effect on 1st January 2017 and shall stay in force up to end\nof 2018.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>This increment shall apply to permanent and contract employees that have\nbeen in the employment of Laico Lake Victoria Hotel for at least one year.\u003C\u002Fp>\n\n\u003Cp>3. The above salary review does not cover management staff whose salaries\nare determined by Top Management.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>SCHEDULE 2: CASUAL\u002FWAGE CLAIM EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>(a) All casual staff shall receive 1500\u002F= per hour worked.\u003C\u002Fp>\n\n\u003Cp>(b) All casual staffs that attain at least 4 months of continuous service\nshall be Terminated or awarded a contract of employment.\u003C\u002Fp>\n\n\u003Cp>SCHEDULE 3: UNION CHECK-OFF AND REMITTANCES\u003C\u002Fp>\n\n\u003Cp>a) Any employee recruited to fill and or employed in any of the unionisable\ngrades 2011 the union in accordance with the labour Unions (Check Off)\nRegulations,\u003C\u002Fp>\n\n\u003Cp>b) Management shall deduct and remit a levy prescribed in the above said\nRegulations together with union dues after receiving consent forms from the\nemployees who have agreed to join the union including Employees who are not\nmembers of the union but benefit from the terms of this CBA.\u003C\u002Fp>\n\n\u003Cp>c) It shall be the responsibility of the Union to inform the employees of\nthe two available options, whether to join and subscribe the 2% as Union Dues\nor opt not to join and be levied the 1% herein above referred to.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>d) New employees shall only be subjected to this levy after their\nprobation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) All other employees who retire and are paid gratuity as per this CBA\nshall be subjected to 2% deduction to the Union.\u003C\u002Fp>\n\n\u003Cp>f) Negotiated gratuity on voluntary retirement shall attract a 2% deduction\nto the union.\u003C\u002Fp>\n\n\u003Cp>SCHEDULE 4: REVIEW PERIOD\u003C\u002Fp>\n\n\u003Cp>The Company and the Union concluded negotiations on Schedule \"1\" in relation\nto benefits, salaries and allowances and the parties further hereto, agreed\nthat this agreement shall be effective from the 1st January, 2017 for a period\nof two (2) Years and shall be due for review on the 1st January, 2019 unless\neconomic conditions ruling in Uganda or the Company take spectacular and\u002For\nsudden change.\u003C\u002Fp>\n\n\u003Cp>CONCLUDED AND SIGNED ON THIS 30th DAY OF DECEMBER 2016.\u003C\u002Fp>\n\n\u003Cp>*For and on behalf of the Company: Laico Lake Victoria Hotel\u003C\u002Fp>\n\n\u003Cp>General Manager: Marc Peters\u003C\u002Fp>\n\n\u003Cp>Financial Controller (Management): Kyoloobi John\u003C\u002Fp>\n\n\u003Cp>Human Resource Manager: Katushabe Doreen\u003C\u002Fp>\n\n\u003Cp>*For and on behalf of the Union: Uganda Hotels, Food, Tourism, Supermarkets\nand Allied Workers' Union (HTS-Union)\u003C\u002Fp>\n\n\u003Cp>General Secretary: Mugole Stephen\u003C\u002Fp>\n\n\u003Cp>General Treasurer: Sabiti Elijah\u003C\u002Fp>\n\n\u003Cp>Director Planning and Operations: Mauku Moses\u003C\u002Fp>\n\n\u003Cp>******************\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"B\"\u003C\u002Fp>\n\n\u003Cp>HIV\u002FAIDS POLICY OF LAICO LAKE VICTORIA HOTEL (LLVH) AGREED UPON BY Laico\nLake Victoria Hotel and Uganda Hotels, Food, Tourism, Supermarkets and Allied\nWorkers' Union (HTS-Union)\u003C\u002Fp>\n\n\u003Cp>Introduction\u003C\u002Fp>\n\n\u003Cp>LAICO lake victoria Hotel, the Board of Directors, Management and the Union\nacknowledge the seriousness of the HIV\u002FAIDS epidemic in Uganda and its\nsignificant impact on the workplace. it shares the understanding of AIDS as a\nchronic, life threatening diseases with social, economic and human rights\nimplications. The hotel seeks to minimize these implications through\ncomprehensive and productive HIV\u002FAIDS programs. management commits itself to\nproviding leadership in implementing programs such as trainings for peer\neducators, provision of more techical staff within Entebbe community. This\nHIV\u002FAIDS workplace policy has been developed and will be implemented in\nconsultation with stake holders of the Hotel. (Board, employers, employees\netc).\u003C\u002Fp>\n\n\u003Cp>Policy Principles\u003C\u002Fp>\n\n\u003Cp>1. Confidentiality:\u003C\u002Fp>\n\n\u003Cp>All information and test results of an employee concerning HIV and AIDS are\nconfidential. An employee may give information or written consent to release\nsuch information to individuals specifically identified by an employee.\u003C\u002Fp>\n\n\u003Cp>2. Counseling & Testing (Pre -Test, Post-Test, Follow-up)\u003C\u002Fp>\n\n\u003Cp>The Hotel rejects HIV testing as a pre-requisite for recruitment, access to\ntraining or for promotion. However, the hotel will promote and facilitate\naccess to Voluntary (vct) for all employees.\u003C\u002Fp>\n\n\u003Cp>3. Occupational Health and Safety\u003C\u002Fp>\n\n\u003Cp>Risk of HIV infection at the workplace is managed through following standard\nOHS at work and in case of emergency the company will provide medical personnel\nto handle emergencies.\u003C\u002Fp>\n\n\u003Cp>4. Prevention\u003C\u002Fp>\n\n\u003Cp>The company will participate in preventing HIV\u002FAIDS by provision of basic\ninformation on HIV \u002FAIDS and its modes of transmission. The company will in\nthis respect train workers as peer educators who will spear head the education\nprocess. Recognizing the need for all employees\u002F to be accurately informed by\npeer educator about HIV infection and AIDS, management will make information\nand educational materials and seminars available. Co-workers concerns will be\nhandled in an educational fashion. The Human Resources Department can provide\ninformation and educational materials.\u003C\u002Fp>\n\n\u003Cp>5. Creating a non-Discriminatory and Caring Environment\u003C\u002Fp>\n\n\u003Cp>The hotel does discriminate against employees\u002F or applicants living with or\naffected by HIV (Human Immunodeficiency Virus) or AIDS (Acquired Immune\nDeficiency. Employees living with HIV\u002FAIDS have the same rights and obligations\nas all staff members and they will be protected against all forms of unfair\ndiscrimination based on their HIV status.\u003C\u002Fp>\n\n\u003Cp>6. Collaborating with Partners\u003C\u002Fp>\n\n\u003Cp>LLVH will collaborate with other providers of health services to maximize\navailability of services to workers. In addition, the names of community-based\norganizations in our operating areas are appended. Consult one of these groups\nfor support and information. Supervisors and managers are encouraged to contact\nthe Human Resources Department for assistance in providing employees with\ninformation and assistance.\u003C\u002Fp>\n\n\u003Cp>7. Treatment\u003C\u002Fp>\n\n\u003Cp>The company will make the necessary referrals where necessary and may treat\nopportunistic infections where possible. The company will work with partners to\nprovide ARVs where possible.\u003C\u002Fp>\n\n\u003Cp>8. Creating a non-Discriminatory and Caring Environment\u003C\u002Fp>\n\n\u003Cp>LLVH does not unlawfully discriminate against employees\u002F or applicants\nliving with or affected by HIV (Human Immunodeficiency Virus) or AIDS (Acquired\nImmune Deficiency Syndrome). LLVH recognizes that HIV infection and AIDS, the\nmost serious stage of disease progression resulting from HIV infection, pose\nsignificant and delicate issues. Accordingly, we have established the following\nguidelines and principles to serve as the basis for handling employee\nsituations and concerns related to HIV infection and AIDS.\u003C\u002Fp>\n\n\u003Cp>I. \u003C\u002Fp>\n\n\u003Cp>LLVH is committed to maintaining a safe and healthy work environment for all\nemployees. This commitment stands on the recognition that HIV\u002F AIDS, is not\ntransmitted through any casual contact.\u003C\u002Fp>\n\n\u003Cp>II.\u003C\u002Fp>\n\n\u003Cp>LLVH will treat HIV\u002F AIDS the same as other illnesses in terms of all\nemployee policies and benfit including NSSF and leaves of absence. Employees\nliving with or affected by HIV\u002F AIDS will be treated with compassion and\nunderstanding, as would employees with other disabling conditions.\u003C\u002Fp>\n\n\u003Cp>III.\u003C\u002Fp>\n\n\u003Cp>Co-workers are expected to continue working relationships with any employee\nwho has HIV\u002F AIDS. Co-workers, who refuse to work with, withhold services from,\nharass or otherwise discriminate against an employee with HIV\u002F AIDS will be\nsubject to the same disciplinary procedures that apply to other policy\nviolations.\u003C\u002Fp>\n\n\u003Cp>IV.\u003C\u002Fp>\n\n\u003Cp>Information about an employee's medical condition is private and must be\ntreated in a confidential manner. In most cases, only mangers directly involved\nin providing a reasonable accommodation or arranging benefits may need to know\nan employee's diagnosis. Others who acquire such information, even if obtained\npersonally from the individual, should respect the confidentiality of the\nmedical information.\u003C\u002Fp>\n\n\u003Cp>V.\u003C\u002Fp>\n\n\u003Cp>Recognizing the need for all employees to be counseled especially with\npeople living with HIV\u002FAIDS.\u003C\u002Fp>\n\n\u003Cp>VI\u003C\u002Fp>\n\n\u003Cp>LLVH maintains an \"open-door\" policy. Employees living with or affected by\nHIV infection and AIDS, and those who have any related concerns, are encouraged\nto contact their supervisor, their Head of Department, the Human Resources\nManager or the General Manager to discuss their concerns and obtain\ninformation.\u003C\u002Fp>\n\n\u003Cp>If you have questions about this policy, its interpretation, or the\ninformation upon which it is based, please contact any of the individuals\nlisted in item 7 above.\u003C\u002Fp>\n\n\u003Cp>This policy will be reviewed annually and revised as necessary in the light\nof chanqing conditions and the findings of surveys\u002Fstudies conducted.\u003C\u002Fp>\n\n\u003Cp>Signed\u003C\u002Fp>\n\n\u003Cp>Marc Peters: General Manager\u003C\u002Fp>\n\n\u003Cp>Stephen Mugole: General Secretary\u003C\u002Fp>\n\n\u003Cp>*******************\u003C\u002Fp>\n\n\u003Cp>BASIC INFORMATION ON HIV\u002FAIDS\u003C\u002Fp>\n\n\u003Cp>i. What is HIV?\u003C\u002Fp>\n\n\u003Cp>HIV is a blood borne virus and is spread only through intimate contact with\nblood semen vaginal secretions, and breast milk. For over ten years, scientists\nhave made new discoveries about HIV infection and AIDS. But one piece of\ninformation has never changed - how the disease spreads. Scientists have\nrecognized this fact since 1982. The basic facts about HIV transmission and\nprevention are sound.\u003C\u002Fp>\n\n\u003Cp>This virus slowly weakens a person's ability to fight off other diseases, by\nattaching itself to and destroying important cells that control and support the\nhuman immune system (CD 4+ cells). After a person is infected with HIV, he or\nshe, although infectious to others, can look and feel fine for many years\nbefore AIDS is develops.\u003C\u002Fp>\n\n\u003Cp>ii. HIV causes AIDS\u003C\u002Fp>\n\n\u003Cp>AIDS is a disease that affects thousands of Ugandans It is caused by a virus\ncalled HIV which stands for Human Immunodeficiency Virus. There is no question\namong the majority of the worlds scientists that HIV causes AIDS. The average\nperiod between getting infected with HIV and developing AIDS is 7 to 9 years in\nthe absence of treatment. AIDS is an abbreviation for Acquired Immune\nDeficiency Syndrome, which is a term to describe a set of opportunistic\ninfections and cancers, which would not be life- threatening, if HIV had not\ndestroyed the body's immune system in the first place.\u003C\u002Fp>\n\n\u003Cp>iii. Transmission and factors fuelling the epidemic\u003C\u002Fp>\n\n\u003Cp>There is very little chance of HIV being transmitted in the workplace. In\norder for a person to be infected, the virus must gain entrance into a person's\nblood stream These are limited number of modes of transmission. The modes of\ntransmission in order of importance are:\u003C\u002Fp>\n\n\u003Cp>• Unprotected sex with an HIV infected person.\u003C\u002Fp>\n\n\u003Cp>• feeding) infected mother to her child LLVH (during pregnancy, at birth,\nthrough breast.\u003C\u002Fp>\n\n\u003Cp>• Transfusion with infected blood and blood products.\u003C\u002Fp>\n\n\u003Cp>• Intravenous drug use with contaminated needles.\u003C\u002Fp>\n\n\u003Cp>• Unsafe unprotected contact with infected blood and the bleeding wounds\nof an infected person.\u003C\u002Fp>\n\n\u003Cp>Other circumStanCes Which increase the risk of HIV transmission and the\ndevelopment of AIDS include among others, factors related to poverty\n(overcrowding, poor housing, hiqh prevalence of tuberculosis, etc), limited\naccess to health and social services (untreated STDs, drug shortages, etc),\nmigrant labour, rapid urbanization, unemployment, poor education, and the\ninferior position of women in society (sexual violence, powerless to insist on\ncondoms, etc). These continue to fuel the epidemic in spite of individual\nbehaviour modification attempts.\u003C\u002Fp>\n\n\u003Cp>iv. Treatment\u003C\u002Fp>\n\n\u003Cp>There is no cure or vaccine for HIV\u002FAIDS, yet. However, there are some major\nadvances in medical treatment. Antiviral drug combinations are available, which\nwhen property used result in significantly prolonged survival of people living\nwith HIV. Holistic care of people living with AIDS (PWA) and comprehensive\ntreatment of opportunistic infections dramatically improves quality of life.\u003C\u002Fp>\n\n\u003Cp>V. Counseling & Testing (Pre -Test, Post-Test, Follow-up)\u003C\u002Fp>\n\n\u003Cp>LLVH rejects HIV testing as a pre-requisite for recruitment access to\ntraining, or for\u003C\u002Fp>\n\n\u003Cp>promotion. However, LLVH promotes and facilitates access to voluntary\ncounselling and Testing (VCT) for all employees\u002Fcommunity counseling includes\npre-test and post-test counselling.\u003C\u002Fp>\n\n\u003Cp>vi. Occupational Health and Safety\u003C\u002Fp>\n\n\u003Cp>Risk of HIV infection at the workplace is managed through the following\nmeans:\u003C\u002Fp>\n\n\u003Cp>a) Standard procedures are applied to reduce risk following injury at work\ninvolving blood, and potential exposure to blood borne pathogens, including\nHIV. Appropriate HIV\u002FAIDS information is included into occupational health\ntraining and First Aids training. Post exposure prophylaxis will be provided\naccording to standard protocols including ensuring the administration of\nrequired antiretroviral drugs within a 72 hour period.\u003C\u002Fp>\n\n\u003Cp>b) Emergency care treatment for LLVH medical personnel and people performing\nFirst Aid in and after medical HIV exposure will be provided.\u003C\u002Fp>\n\n\u003Cp>DATE: 30th DAY OF DECEMBER 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"ONCERISE_trigger":44,"wageincreaseperc1":48,"pregnancy":52,"equalityotherclause":56,"STRUCINCR_trigger":60,"nursingmothers":63,"funeralpay":67,"LOWWAGE_provision":71,"healthcareaccess":75,"healthinsurance":79,"ANNLEAVE_trigger":81,"protectiveclothing":85,"healthandsafetypolicy":89,"nursingdifferenttrigger":93,"breastfeeding_dangerouswork":95,"contracttrial":97,"healthandsafetyext":101,"LOWWAGE_trigger":104,"timeoff":107,"hivpolicy":111,"SENIOR_trigger":115,"wageincreasedate":119,"contractseverancepay":123},{"bindId":45,"name":46,"text":47},"ONCERISE_trigger","a) The Company may provide an annual bon","a) The Company may provide an annual bonus\u002Fincentive at its discretion\ndepending on the achievements of the Company's goals and objectives as\ncommunicated to the staff at the beginning of each calendar year.\n\nb) The bonus so decided will be distributed equally among all employees.\nThis shall include casuals who have served for at least six months.",{"bindId":49,"name":50,"text":51},"wageincreaseperc1","2. The parties to this agreement do here","2. The parties to this agreement do hereby agree that salary increment of 7%\nshall be effected on staff wages\u002Fsalaries. This increment is for the period\n2017 - 2018.",{"bindId":53,"name":54,"text":55},"pregnancy","a) A pregnant woman whose pregnancy is a","a) A pregnant woman whose pregnancy is above 6 (six) months shall be\nexempted from night duty.",{"bindId":57,"name":58,"text":59},"equalityotherclause","d) Female employees with babies of below","d) Female employees with babies of below one l(one) year old shall have the\noption of whether to or not to work night shift, provided they have been in\nservice for at least 1 year.",{"bindId":61,"name":50,"text":62},"STRUCINCR_trigger","2. The parties to this agreement do hereby agree that salary increment of 7%\nshall be effected on staff wages\u002Fsalaries. This increment is for the period\n2017 - 2018.\n\nIt shall take effect on 1st January 2017 and shall stay in force up to end\nof 2018.\n\nThis increment shall apply to permanent and contract employees that have\nbeen in the employment of Laico Lake Victoria Hotel for at least one year.\n\n3. The above salary review does not cover management staff whose salaries\nare determined by Top Management.",{"bindId":64,"name":65,"text":66},"nursingmothers","c) Management shall design favorable dut","c) Management shall design favorable duty roster for breast feeding mothers\nso as to allow them easy access to their babies for feeding purposes.",{"bindId":68,"name":69,"text":70},"funeralpay","a) In the case of death of an employee, ","a) In the case of death of an employee, the Company shall transport the\ndeceased's body to its place of final rest free of charge, provide a coffin,\nwrapping materials, a wreath, condolence fee of one month's pay and pay all the\ndeceased's dues to the Administrator General or Executor (Next of Kin) to the\ndeceased's estates. Such dues shall include but not limited to; outstanding\npay, leave and gratuity.\n\nb) If it is the employee's registered spouse UGX. 600,000\u002F= (six hundred\nthousand shillings only) shall be given to the employee for burial expenses.\n\nc) If it is the employee's registered child of less than 18 years of age\nand\u002For up to 21 years if the child is still going to school, UGX. 600,000\u002F=\n(six hundred thousand shillings only) shall be given to the employee for burial\nexpenses.\n\nd) An employee who dies while in employment with a minimum of five 5 years\nof continuous service to the company, shall be paid 7% of his annual gross pay\ntimes the number of years worked on top of the entitlements under this clause,\nsave for those who shall have attained ten and more years of service whose\nbenefits fall under the retirement provisions.\n\ne) Management shall facilitate at least two employees to represent\nManagement and the Union at the burial of the employee for a maximum of two\ndays.",{"bindId":72,"name":73,"text":74},"LOWWAGE_provision","1. The Minimum Salary of UGX. 300,000\u002F- ","1. The Minimum Salary of UGX. 300,000\u002F- that is provided by the company to a\nnew employee on contract or permanent basis that was effective September 2013,\nshall continue in force until reviewed in the same way.",{"bindId":76,"name":77,"text":78},"healthcareaccess","Management shall continue to offer medic","Management shall continue to offer medical services\u002Fbenefits to its\nemployees. It shall be revised from time to time based on the company's ability\nto pay in consultation with the Union.",{"bindId":80,"name":77,"text":78},"healthinsurance",{"bindId":82,"name":83,"text":84},"ANNLEAVE_trigger","An employee of the company proceeding on","An employee of the company proceeding on annual leave shall be entitled to\nbetween UGX. 250,000 and 350,000 in accordance with the management's set grades\nto cater for transport for self, spouse and dependent children below 18 years\nof age to his\u002Fher home.",{"bindId":86,"name":87,"text":88},"protectiveclothing","The employer shall provide at any given ","The employer shall provide at any given time an applicable uniform and\u002For\nappliances, safety clothing and gadgets to the staff as a requirement of law\nand policy in order to perform the job diligently.",{"bindId":90,"name":91,"text":92},"healthandsafetypolicy","The company shall continue to maintain a","The company shall continue to maintain all existing devices and practices\nfor the purposes of promoting safe and Healthy working conditions in conformity\nwith the Occupational Safety and Health Act 2006.\n\nThere shall be a safety and Health Committee, which shall regularly review\nall matters relating to safety and health (staff who lift heavy objects e.g.\nhousekeepers, should be targeted as priority). One member shall represent the\nunion on the said committee.\n\nThe employer shall provide at any given time an applicable uniform and\u002For\nappliances, safety clothing and gadgets to the staff as a requirement of law\nand policy in order to perform the job diligently.\n\nProvided that:\n\na) Uniforms will remain the property of the employer.\n\nb) Loss or willful damage by the employee may be charged to that employee\nfor replacement or repairs as the case maybe.",{"bindId":94,"name":58,"text":59},"nursingdifferenttrigger",{"bindId":96,"name":54,"text":55},"breastfeeding_dangerouswork",{"bindId":98,"name":99,"text":100},"contracttrial","d) New employees shall only be subjected","d) New employees shall only be subjected to this levy after their\nprobation.",{"bindId":102,"name":91,"text":103},"healthandsafetyext","The company shall continue to maintain all existing devices and practices\nfor the purposes of promoting safe and Healthy working conditions in conformity\nwith the Occupational Safety and Health Act 2006.",{"bindId":105,"name":73,"text":106},"LOWWAGE_trigger","1. The Minimum Salary of UGX. 300,000\u002F- that is provided by the company to a\nnew employee on contract or permanent basis that was effective September 2013,\nshall continue in force until reviewed in the same way.\n\n2. The parties to this agreement do hereby agree that salary increment of 7%\nshall be effected on staff wages\u002Fsalaries. This increment is for the period\n2017 - 2018.\n\nIt shall take effect on 1st January 2017 and shall stay in force up to end\nof 2018.\n\nThis increment shall apply to permanent and contract employees that have\nbeen in the employment of Laico Lake Victoria Hotel for at least one year.\n\n3. The above salary review does not cover management staff whose salaries\nare determined by Top Management.",{"bindId":108,"name":109,"text":110},"timeoff","b) Days off duty for antenatal services ","b) Days off duty for antenatal services and those for post-natal including\ndays for immunization of a child shall not be deducted from a mother as absence\nas long as proof of attendance is provided to management i.e. antenatal record\nand immunization card.",{"bindId":112,"name":113,"text":114},"hivpolicy","The Company shall establish an HIV\u002FAIDS ","The Company shall establish an HIV\u002FAIDS policy at the work place and shall\nensure its implementation as per Appendix ”B\" here attached.",{"bindId":116,"name":117,"text":118},"SENIOR_trigger","a) An employee who has served the Compan","a) An employee who has served the Company for ten (10) years respectively\nshall be appreciated with a one month's pay award together with a certificate\nin recognition of the employee's services rendered to the company.\n\nb) In the event the employee is leaving before the close of the year where\nhe\u002Fshe attained the said years' service, then it will be issued at the time of\nend of employment.",{"bindId":120,"name":121,"text":122},"wageincreasedate","It shall take effect on 1st January 2017","It shall take effect on 1st January 2017 and shall stay in force up to end\nof 2018.",{"bindId":124,"name":125,"text":126},"contractseverancepay","An employee having served the company fo","An employee having served the company for at least five years, shall qualify\nto be paid resignation benefit, upon tendering in a resignation with full\nnotice in accordance with the law as here below provided:-\n\na) At least 5 - 9 years of service; Two months' lump sum salary shall be\npaid.\n\nb) After the employee serving for more than ten (10 - 14) years, he\u002Fshe\nshall be paid three months' lump sum.\n\nc) Normal notice pay in lieu in addition to the above provisions shall apply\nif management at its discretion chooses that the employee should not work\nduring the resignation notice period.\n\nSECTION 6.6: REDUNDANCY\u002FLAYOFF BENEFITS AND SEVERANCE PAY\n\nAn employee shall be entitled to Redundancy\u002FLayoff Benefits as per the\ncurrent CBA in force and that Severance Pay is at the rate of one month's wages\nfor each completed year of service using the current pay.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Laico Lake Victoria Hotel - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2017-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2016-12-30\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\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                        Laico Lake Victoria Hotel\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Uganda Hotel Food, Tourism and Allied Workers Union (UHFTAWU)\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        \n\n        \n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → 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: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 60 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → No provision 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        \n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → UGX 300000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2017-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → UGX 250000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[132],{"title":37,"slug":33},[134],{"type":135,"data":136},"call_to_action_body_block",{"title":137,"description":138,"variant":139,"link":140},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":137,"url":141,"description":137,"rel":142,"type":143},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[145],{"type":135,"data":146},{"title":137,"description":138,"variant":139,"link":147},{"title":137,"url":141,"description":137,"rel":142,"type":143},[]]