[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-rene-industries-limited-and-uganda-chemical-and-petroleum-workers-union-ucpawu---2014":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":187,"content_type_view":188,"extra_breadcrumbs":189,"body":191,"body_blocks":202,"related_pages":206},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":185,"translations":186},{"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-rene-industries-limited-and-uganda-chemical-and-petroleum-workers-union-ucpawu---2014","27c01234-714a-11e7-859a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-rene-industries-limited-and-uganda-chemical-and-petroleum-workers-union-ucpawu---2014\u002Fcollective-bargaining-agreement-between-rene-industries-limited-and-uganda-chemical-and-petroleum-workers-union-ucpawu---2014\u002F","Collective Bargaining Agreement between Rene Industries Limited and Uganda Chemical and Petroleum Workers’ Union (UCPAWU) - 2014","UGA Rene Industries Limited - 2014","Uganda - UGA Rene Industries Limited - 2014","UGA Rene Industries Limited - 2014 - Manufacturing",{"name":41,"data":42},"CBA RENE IND.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN RENE INDUSTRIES LIMITED AND UGANDA\nCHEMICAL AND PETROLEUM WORKERS’ UNION (UCPAWU) - 2014\u003C\u002Fh1>\n\n\u003Cp>MARCH 2014\u002F2015\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1.0 BACKGROUND\u003C\u002Fh2>\n\n\u003Cp> The Company and the Union having met on voluntary and negotiable matters\nconcerning wages, categories of service and other terms and conditions of\nService for the Unionized employees of the Company as per the Recognition\nAgreement concluded between the Company and the Union as of 12th December 2007\nNOW HEREBY MUTUALLY AGREE AS FOLLOWS:\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.0 PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>1. The scope of this agreement shall cover all unionized employees of the\ncompany as defined in the article 9.02 of the recognition agreement.\u003C\u002Fp>\n\n\u003Cp>2. The job categories in the attached schedule indicate entry points\n[starting point] for each category of workers and the length of services.\nHowever, no employee already in services shall receive remuneration subject to\nthe signing of this agreement less favourable than the remuneration of his\u002Fher\nservice at that date.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>3. New employees shall be engaged for a maximum probationary period of six\nmonths; The Union shall be advised of the Company’s arrangement and as such\nshall have the right to object where it considers probationary period has been\nunfairly extended. For the purposes of this Agreement, probationary employee is\non employed directly by the Company for the purpose of occupying a regular\nposition after appropriate period. After probationary period, the employee\nshall become permanent. Service seniority shall apply from the date of the\nemployee’ s initial engagement on probation. During the training and the\nprobationary period, employees will receive 75% (Seventy five percent) of their\nbasic\u003C\u002Fp>\n\n\u003Cp>salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. This agreement shall be effective from 1st day of March, 2014 for a\nperiod of 2 (two) years and shall continue in force until otherwise amended by\nthe parties. Thirty [30] years-days to the expiry of this agreement, the Union\nshall forward a written notice setting forth the nature of any proposed\namendments and other related matters hereafter to the Company. However, should\neconomic conditions ruling in Uganda take a spectacular and sudden change, a\nnotice may be given by either party to effect changes in the terms of this\nagreement before the expiry of two years.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.0 WAGES\u003C\u002Fh2>\n\n\u003Cp>The Company & the Union agree that when fixing wages the policy to be\nfollowed shall be:\u003C\u002Fp>\n\n\u003Cp>a) To obtain a continuous improvement in worker’ earnings so long as the\nCompany’s profits continue to improve\u003C\u002Fp>\n\n\u003Cp>b) To ensure the high standards for productivity \u003C\u002Fp>\n\n\u003Cp>c) To safeguard the economic and social objectives of the Community\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>d) To ensure the principle of equal pay irrespective of one’s race, sex,\ncreed and colour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.0 EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>The Company shall employ workers in accordance with the law in force. All\ntypes of employment offered by the company shall be in line with the company\npolicy, employment Act and employee regulations.\u003C\u002Fp>\n\n\u003Ch3>4.1 CONTRACT EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>All employees on \u002Fcontractual employment shall enter into an employment\ncontract with the Management and shall be duty signed by both parties.\u003C\u002Fp>\n\n\u003Cp>a. Employment Contract The contract shall conform to the rights and duties\nin employment as stipulated by the law and it shall be drafted in conjunction\nwith the Union. It shall further spell out the Designation, Conditions of\nAssignments and remuneration package.\u003C\u002Fp>\n\n\u003Cp>b. The contract duration shall be between six (6) months to two years\nRenewal.\u003C\u002Fp>\n\n\u003Cp>Note; The said contract shall be binding and shall supersede any previous\ncontacts and terms and conditions of services between the employer and the\nemployee and should be read together with the CBA and the Company\nrules\u002Fpolicies in place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 5.0 TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Ch3>5.1 Hours of Work\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a. The normal standard working hours per week, shall be a maximum of 48\n(Forty eight)\u003C\u002Fp>\n\n\u003Cp>hours; excluding meals time for all workers of the Company._\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. In case there is need for the Company to regulate daily or weekly hours\nof work in order to suit peculiar work requirements such schedules shall first\nbe discussed between the Company and the Union. Such hours so regulated shall,\nhowever, remain within the limitation of clause 1.01 (a) above and 1.02 below.\nIn any case, no employee(s) shall be asked by the Company to report on a broken\nshift of more than once a day.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>c. Each week shall include a period of one day off of not less than 24 hours\n(twenty four) hours of continuous rest.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>5.2 Overtime\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>a. An employee’s overtime should be authorized in writing by the Head of\ndepartment in\u003C\u002Fp>\n\n\u003Cp>conjunction with Human Resource\u002FPlant Manager, b. Overtime worked shall be\npaid on 1.5(one and a half) times hourly rate of gross pay. c. Overtime worked\non rest days shall be paid at 2 (two) times hourly rate of gross hourly rate or\ntime off in lieu. All overtime earned in a given month, is taxable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Note: Overtime rates shall apply only where at least 1 hour have been worked\nin excess of one’s normal daily working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ARTICLE 6.0 PAYMENT OF SALARIES\u002FWAGES\u003C\u002Fp>\n\n\u003Cp>i. Salaries\u002Fwages will be paid either by cheque, bank or cash.\u003C\u002Fp>\n\n\u003Cp>ii. All employees will be required to open a salary account with a bank\nnominated by the company in Uganda where salaries\u002Fwages may be paid. The\nemployment must notify the Management of the company stating the account\nnumber, branch and address of the bank to which payment is to be made.\u003C\u002Fp>\n\n\u003Cp>iii. Bank charges arising from the salaries\u002Fwages payment to the workers\nshall be met by the renewal, cash withdrawal charges, annual bank charges for\nmaintaining accounts and all other charges arising from loss of ATM cards.\u003C\u002Fp>\n\n\u003Cp>iv. All salaries and wages shall be paid on 2nd or before second of every\nmonth.\u003C\u002Fp>\n\n\u003Cp>ARTICLE 7.0 PUBLIC HOLIDAY\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>All Uganda gazetted public and other recognized public holidays as may\nappear in the Ugandan gazette, announced in the media and recognized nationally\nand internationally from time to time, shall be considered public holiday(s)\nand shall receive overtime pay in accordance with clause 5.2c (five two c)\nabove of all hours worked.\u003C\u002Fp>\n\n\u003Cp>a. An employee shall have the option together with the employer to either\ngrant a day off or payment in lieu of the public holiday worked as provided in\nthe employment act and employees regulations.\u003C\u002Fp>\n\n\u003Cp>b. No employee shall refuse the request of the management to work on a\npublic holiday or during holidays except those with genuine reasons.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 8.0 LEAVE \u003C\u002Fh2>\n\n\u003Ch3>8.1 Annual Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Every employee shall be entitled to annual leave as follows:\u003C\u002Fp>\n\n\u003Cp>a) An employee having offered unbroken service from 1 to 7 years, shall be\nentitled to 21 working days of leave annually.\u003C\u002Fp>\n\n\u003Cp>An employee having offered unbroken service from 7 and above years shall be\nentitled to 22 working days of leave annually.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>c) All permanent employees shall have transport allowance of UGX 25,000\u002F=\neffective the month of March 2014.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Wages and any allowance for leave will be paid prior to the date the\nleave commences.\u003C\u002Fp>\n\n\u003Cp>e) An employee on leave who requires an extension should apply at least 48\nhours before the expiry of the leave to his\u002Fher head of department and such\nextension will only be valid when approved but the extension is without pay.\u003C\u002Fp>\n\n\u003Cp>f) Leave shall be sanctioned based on exigencies of work\u002Fbusiness at the\ntime of application. at departmental level considering the seriousness of the\ncase, mutual agreement between parties i.e. employee and management\n(employer).all rules governing leave shall be observed as per the employment\nact and employee regulations. All leave shall expire by 31st December of every\ncalendar year.\u003C\u002Fp>\n\n\u003Cp>g) In the exigencies of the Company service, an employee may be recalled to\nduty before the expiry of his\u002Fher leave except in case of maternity\u002F paternity\nleave, in which case the balance of the leave days will be carried forward or\npaid for in cash, at the rate of two times his\u002Fher hourly salary rate.\u003C\u002Fp>\n\n\u003Ch3>8.2 SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Sick leave shall be granted to employees of the company in line with the\nemployment act and employee regulations and company medical policy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>8.3 INJURY- ON- DUTY LEAVE (SICKNESS DUE TO INDUSTRIAL ACCIDENT S)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In case of absence from duty as a result of an accident at the work place,\ninjuries on duty leave shall be given and full salary\u002Fwages will be paid until\nperson returns to work. The Workman s Compensation act shall Be applied.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>8.4 MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>a) Female employees shall be granted maternity leave on full pay as per the\nlegislation in force. Currently, this amounts to Ten (10) consecutive weeks\nexcluding public holidays. This leave can be extended by a period not exceeding\nthat as may be recommended by a medical doctor\u002Fpractitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>However, any further request by the employee to extend the maternity leave\nmay be granted on such terms as Management may decide.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b) Paternity leave per birth in a year shall be granted to an employee\n(husband) when his declared wife has had baby to enable him provide the\nrequired assistance at home. This leave shall be taken at the time of birth as\nper the legislation i.e. four (4) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>8.5 COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>In special circumstances and upon application in writing, an employee may be\ngranted compassionate leave for a period agreed upon between the employee and\nthe supervisor according to the circumstances in each case.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>In case of loss of a close relative, the employee shall be granted\ncompassionate paid leave of 4 (four) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Close relative in this case shall include the employees recognized spouse,\n(husband or wife), biological child, father and mother.\u003C\u002Fp>\n\n\u003Cp>In other circumstances, the employee may be allowed to proceed on an unpaid\ncompassionate leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>8.6 LEAVE FOR UNION BUSSINES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Both the Company and the Union realize the need for a strong Union with well\ntrained Union officials\u002Fmembers responsible to execute the affairs of the Union\nin the interest of both parties hereto and to the nation as a whole and\ntherefore agree that the following leaves will be granted by the Company to the\nUnion officials or any of the employees (Union members) of the Company and\nshall be without loss of pay;\u003C\u002Fp>\n\n\u003Cp>a. Leave to attend Union business shall be applicable to the Union executive\nmembers and such leaves shall be on full pay provided that the employer has\ngranted prior permission. Such permission shall not be unreasonable\nwithheld.\u003C\u002Fp>\n\n\u003Cp>b. The employee seeking such leave will give the employer at least forty\neight (48) hours notice but in case of an emergency meeting, a notice of twenty\n24 hours shall be given.\u003C\u002Fp>\n\n\u003Cp>c. Confirmation of all leave granted by the Company to any of its employee\n(s) under this clause shall be given to the employee(s). Upon return to work,\nthe employee will provide a letter from the Union confirming that she\u002Fhe\nattended to the Union business.\u003C\u002Fp>\n\n\u003Cp>d. Any employee(s) granted leave under this clause shall not accept\nemployment elsewhere during such period.\u003C\u002Fp>\n\n\u003Cp>e. Such leave shall be a maximum of 5 days in each calendar year except for\nthose on executive committee\u002Fcouncil.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>8.7 LEAVE WITHOUT PAY\u003C\u002Fh3>\n\n\u003Cp>Leave without pay may be granted by mutual agreement between the employee\nand Management depending on the nature of the case.\u003C\u002Fp>\n\n\u003Ch3>8.8 STUDY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The Managing Director upon recommendation of the Head of Department may\nauthorize the granting of leave with or without pay to an employee for purposes\nof further training or Education.\u003C\u002Fp>\n\n\u003Cp>The Company’s mission will be used to determine the relevance of the\ncourses however; the granting of any such leave will be strictly at the\nCompany’s discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 9.0 EMPLOYEE BENEFITS\u002FEXPENSES\u003C\u002Fh2>\n\n\u003Ch3>9.1 Death benefits\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>If the case of death of an employee, the Company shall pay benefits as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>a) If the employee dies, Ugx. 500,000\u002F= (Five hundred thousand shillings\nonly) shall be given to the bereaved family.\u003C\u002Fp>\n\n\u003Cp>b) If it is the employee’s registered spouse Ugx 200,000\u002F= (Two 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 4 (four) of the registered children less than\n18 years of age, Ugx\u003C\u002Fp>\n\n\u003Cp>100,000\u002F= (One hundred thousand shillings only shall be given to the\nemployee for burial expenses.\u003C\u002Fp>\n\n\u003Cp>d) An employee who dies while in employment with a minimum of five years of\ncontinuous service to the Company, shall be paid 4% 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\u003C\u002Fp>\n\n\u003Cp>attained ten and more years of service whose benefits fall under the\nretirement provisions.\u003C\u002Fp>\n\n\u003Cp>e) The Management shall permit at least two employees to represent\nManagement and the Union at the burial of the employee for a maximum of two\ndays and any facilitation shall be at the discretion of management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>9.2 RETIREMENT BENEFITS\u002FREDUNDANCY\u002FLAYOFF AND RESIGNATION\u003C\u002Fh3>\n\n\u003Cp> 9.2.1 Retirement\u003C\u002Fp>\n\n\u003Cp>Employee retirement policy of the company under this clause shall apply in\nthe following cases\u003C\u002Fp>\n\n\u003Cp>>Old age of 55 (Fifty five) years and given benefits as follows;\u003C\u002Fp>\n\n\u003Cp>a. 8 % of employees annual gross pay times the years worked.\u003C\u002Fp>\n\n\u003Cp>> Medical unfitness as per the employment act and employee regulations.\nThe benefits shall be as follows;\u003C\u002Fp>\n\n\u003Cp>b. 5% of the annual gross pay times the years worked.\u003C\u002Fp>\n\n\u003Cp>> Voluntary at 50 (Fifty) years of age and the benefits shall be as\nfollows;\u003C\u002Fp>\n\n\u003Cp>c. 7% of the annual gross pay times the years worked.\u003C\u002Fp>\n\n\u003Cp>9.2.2 Redundancy and Layoff\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>The company shall apply and observe all procedures governing the above issue\nin lieu of notice and pay as provided in the employment act and employee\nregulations;\u003C\u002Fp>\n\n\u003Cp>a. When an employee is discharged under this clause all entitlements and\nbenefits due to him\u002Fher e.g. annual leave, public holidays, overtime and\ntransport allowances plus one months’ salary pay shall be paid to the\nemployee on the date on which the lay-off notice\u003C\u002Fp>\n\n\u003Cp>expires, except where the employee has been discharged outside this clause,\nthe benefits shall be at the discretion of management.\u003C\u002Fp>\n\n\u003Cp>b. During the period of notice the employee shall as far as it is\npracticable be entitled to reasonable amount of time off without loss of pay in\norder to look for another employment.\u003C\u002Fp>\n\n\u003Cp>c. Shop steward will be consulted during the layoff process.\u003C\u002Fp>\n\n\u003Cp>d. An offer of re-engagement to an employee laid off will be made by\nManagement in the event of a suitable vacancy arising with 6 (six) months of\nthe date of the employees lay off. The onus of leaving a forwarding address\nlies with employee and if a reply from the employee is not received within 15\n(fifteen) days from the date of the Management s notification, the vacancy may\nbe from other sources.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Note; Early retirement or delay retirement will be at the discretion of\nManagement and the Union upon employee request.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_dismissal_type\">\u003Cp>9.2.3 Resignation\u003C\u002Fp>\n\n\u003Cp>Employee resignation shall be handled as per the employment act, company\npolicy and employee regulations shall be applied i.e. either party shall give\nthe other notice or pay in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 10.0 LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>For the purpose of appreciating, motivating, consolidating loyalty and\nrecognizing the services of a worker to the Company:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype2\">\u003Cp>a) An employee who has continuously served the Company for 7 (seven) years,\nshall be given an award of 150,000\u002F= (One hundred fifty thousand shillings\nonly) and\u002For its equivalence as a token of appreciation for the years he\u002Fshe\nhas worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) An employee who has continuously served the Company for 12 (twelve)\nyears, shall be given an award of 200,000\u002F= (Two hundred thousand shillings\nonly) and\u002For its equivalence as a token of appreciation for 12 (twelve) years\nof service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 11.0 JOB VACANCY AND PROMOTIONS\u003C\u002Fh2>\n\n\u003Cp>The Management shall give top priority to the existing qualified or\nqualifiable employees for any post that may fall vacant. No employee shall be\nsubject to probationary period on promotion.\u003C\u002Fp>\n\n\u003Cp>During the recruitment process of new unionisable staff, the union\nrepresentative shall be co opted on the interviewing panel to select employees\nof the Company for positions other than those of Management staff however, this\nwill be applicable effective the next CBA.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12.0 STAFF MEALS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>The Company shall provide descent meals to all its employees whilst on duty\nas specified below. Morning shift - Morning tea with a bite and Lunch\nEvening\u002FNight shift - Evening tea with a bite and dinner in cash form The\nCompany shall provide free and descent meals to all its employees whilst on\nduty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 13.0 TRAVELING ON DUTY\u003C\u002Fh2>\n\n\u003Cp>Management shall meet all necessary expenses of an employee while travelling\non duty. \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14.0 OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The company shall provide suitable uniforms, protective gears and clothing.\nThere shall be a Safety and Health Committee, which shall regularly review all\nmatters relating to health and safety. Two members shall represent the Union on\nthe said committee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthful and safe working devices and practices\nfor the purpose of promoting healthful and safe working conditions and shall\nwith occupational Safety and Health Act 2006.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15.0 UNION OFFICE\u003C\u002Fh2>\n\n\u003Cp>A room within the company premises shall be used by the union\nrepresentatives to conduct particular affairs upon request and getting\npermission from management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16.0 SEXUAL HARRASMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>If an employee is sexually harassed while in the course of his\u002Fher\nemployment, either by the employer or his representative or a follow employee,\nthe one at the fault shall be dealt with in accordance with the law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 17.0 HIV & AIDS POLICY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Company shall establish HIV & AIDS policy at the workplace and a\ncommittee shall be established for purposes of implantation and Management of\nthis policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 18.0 COMMUTER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The Company shall provide transport back home to all staff whose work ends\nafter 10:00pm\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19.0 MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The company shall provide a clinic with a qualified Medical practitioner to\nprovide first aid, medical treatment, to all employees during working hours\nfrom Monday to Saturday as per the annexed medical policy agreed upon between\nthe Union and the Management. The clinic shall be in operation from 8:00am to\n5:00pm every day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 20.0 ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>It is agreed that where an employee is required to act in a position of\nhigher grade over and above that which is substantive to him\u002Fher for a period\nin excess of 30 (thirty) days, the employee shall be paid the lowest slab of\nthe grade in which he\u002Fshe is acting as long as its higher than his\u002Fher current\nsalary. This requirement shall be made in writing by the head of department and\napproved by the Human Resource Manager.\u003C\u002Fp>\n\n\u003Cp>Should an employee act for three months other than a normal promotion then\nhe shall be confirmed in that position.\u003C\u002Fp>\n\n\u003Cp>All rules governing acting positions and allowances offered shall be handled\nunder this clause in line with the employment act.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21.0 CONTRIBUTIONS AND DEDUCTIONS\u003C\u002Fh2>\n\n\u003Cp>Employees shall be required to make contributions and deductions shall be\nmade on gross salaries to ensure that all taxes and contributions required by\nstatutory organizations are met when required;\u003C\u002Fp>\n\n\u003Cp>a. The Company and all employees shall be required to contribute to the\nNational Social Security Fund (NSSF) as by law establish.\u003C\u002Fp>\n\n\u003Cp>b. Statutory taxes such as Local Service Tax, Pay As You Earn (PAYE) shall\nalso be met by eligible employees.\u003C\u002Fp>\n\n\u003Cp>c. Union deductions from unionized members shall be made every end of the\nmonths at a percentage agreed upon members and the secretariat.\u003C\u002Fp>\n\n\u003Cp>d. All deductions made on salaries\u002Fwages shall be included in the employee\npay slips as stipulated by law.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22.0 BETTER TERMS AND CONDITIONS OF WORK\u003C\u002Fh2>\n\n\u003Cp>It is mutually agreed and understood that no clause of this agreement shall\nprejudice or deprive an employee(s) of any benefit(s) offered by the Company\nwhich are established and are better than those provided in this agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23.0 CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>When an employee leaves the Company’s services on his own accord, or\nhis\u002Fher service terminated under the provisions of this agreement, he\u002Fshe shall\nbe issued with a certificate of service. He\u002Fshe will also be issued with a\nrecommendation on request. Certificate of service will include name and address\nof employee, name of employee, dates of commencement and termination of service\nand type of work performed.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24.0 EXEMPTION OF LATE NIGHT DUTY\u003C\u002Fh2>\n\n\u003Cp>All Female employees with babies of below one (1) year old shall not be\nallowed to work for night shifts, provided that the Management of the Company\nis informed.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25.0 NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who works night shift shall be paid a night allowance of UGX\n1,000\u002F= (one thousand shillings only) per night worked for the twelve working\nhours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 26.0 BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Company shall provide an annual bonus\u002Fincentive at its discretion\ndepending on the achievements of the Company’s goals and objectives of each\ncalendar year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 27.0 EMPLOYEE DISCIPLINE AND GRIEVANCE HANDLING\u003C\u002Fh2>\n\n\u003Cp>It is intention of the Management and the Union that disciplinary action\nshall have the goal of correcting or improving performance and conduct; where\nbreaches of discipline do not warrant instant dismissals as laid down in the\nrules and regulations.\u003C\u002Fp>\n\n\u003Cp>All disciplinary actions are to be recorded in the employee’s personal\nfile, prepared by the Human Resource Department in conjunction with the\nrelevant Department Heads. Such disciplinary action shall be dully signed by\nthe employee and copied to the chief shop steward.\u003C\u002Fp>\n\n\u003Cp>27.1 Procedures\u003C\u002Fp>\n\n\u003Cp>To ensure that all disciplinary actions are carried out in a fair, just,\nconsistent and professional manner. All disciplinary procedures shall be\nobserved by all parties and respective authorities shall follow procedures\nlegally recognized in executing day to day disciplinary actions,\u003C\u002Fp>\n\n\u003Cp>All procedures contained in the human resources manual shall be observed in\nresolving disagreements between employee and employer representative or\nsupervisor i.e.\u003C\u002Fp>\n\n\u003Cp>27.1.1. Warnings\u003C\u002Fp>\n\n\u003Cp>a. Information\u002FVerbal Warning. A minor breach of rules will result in an\ninformal warning by the supervisor. The supervisor and the member of staff\nshould examine what\u003C\u002Fp>\n\n\u003Cp>dismissals under the grievance procedure established in our Recognition\nAgreement In case where the act of the Company win be proven to constitute an\nact of wongful repudiation.\u003C\u002Fp>\n\n\u003Cp>27.1.2. Instant dismissal\u003C\u002Fp>\n\n\u003Cp>Should an employee commit any of the following offences he\u002Fshe will be\nliable for instar dismissal by the Management of the Company.\u003C\u002Fp>\n\n\u003Cp>i. Fraud (proven)\u003C\u002Fp>\n\n\u003Cp>ii. Proven gross insubordination within ones normal scope of duties\u003C\u002Fp>\n\n\u003Cp>iii. Assault to others\u003C\u002Fp>\n\n\u003Cp>v. Bringing dangerous weapons into the Company\u003C\u002Fp>\n\n\u003Cp>vi. Drug abuse\u003C\u002Fp>\n\n\u003Cp>vii. Willful damage of Company property\u003C\u002Fp>\n\n\u003Cp>viii. Prolonged absenteeism without cause\u003C\u002Fp>\n\n\u003Cp>ix. Divulging confidential Company information\u003C\u002Fp>\n\n\u003Cp>x. Illegal strike\u003C\u002Fp>\n\n\u003Cp>xi. Proven Sexual Immorality on Company premises\u003C\u002Fp>\n\n\u003Cp>For instant dismissal due to dishonesty, the employee entitlement shall be\nrestricted to leave days earned, salary arrears, - and overtime and public\nholidays in lieu.\u003C\u002Fp>\n\n\u003Cp>Note; The handling of severe offences like Theft (proven) shall be at the\ndiscretion of management. The union shall consider the culprit instantly\ndismissed from duty\u003C\u002Fp>\n\n\u003Cp>a) Termination of services\u003C\u002Fp>\n\n\u003Cp>b) Demotion\u003C\u002Fp>\n\n\u003Cp>c) Reduction in wages\u003C\u002Fp>\n\n\u003Cp>d) Suspension without pay\u003C\u002Fp>\n\n\u003Cp>e) Stoppage of increment\u003C\u002Fp>\n\n\u003Cp>f) Reprimand\u003C\u002Fp>\n\n\u003Cp>27.2 The Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>The disciplinary committee shall handle major or continuous cases of\nindiscipline The disciplinary committee shall comprise of five (5) members as\nfollows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Management:\u003C\u002Ftd>\n      \u003Ctd>2 Permanent representatives\n\n        \u003Cp>1 variable (departmental heads)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Union:\u003C\u002Ftd>\n      \u003Ctd>2 Permanent representatives\n\n        \u003Cp>(Chairperson and Secretary’s offices)\u003C\u002Fp>\n\n        \u003Cp>1 variable (departmental shop steward)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>27.2 Suspension Pending Investigations\u003C\u002Fp>\n\n\u003Cp>Where it requires Management to make investigations in case of an offence\nwith no clear evidence, an employee may be suspended. Such suspension shall be\nin writing and copied to chief Shop Steward.\u003C\u002Fp>\n\n\u003Cp>Suspension under this clause shall not exceed 2(two) weeks. The salary of\nthe employee on suspension shall be reduced by half the basic pay. After 2(two)\nweeks, if the investigations into the employee’s case is not yet completed,\nthe suspension period will be extended in writing for another 2(two) weeks.\u003C\u002Fp>\n\n\u003Cp>After 2 (two) weeks extension if the employee is not proven guilty of the\noffence, he\u002Fshe shall be assumed to have no case to answer and therefore,\nhe\u002Fshe has to resume duties with full pay as form the day of suspension.\u003C\u002Fp>\n\n\u003Ch2>28.0 ABSCONDEMENT FROM DUTY\u003C\u002Fh2>\n\n\u003Cp>An employee shall be considered as having absconded from duty after\nabsenting himself or herself from his\u002Fher workplace for 6 (six) consecutive\ndays without permission from his\u002Fher employer or Supervisor or without a\njustifiable cause of reason.\u003C\u002Fp>\n\n\u003Cp>The person in question forfeits his\u002Fher termination notice dues. The\ndisciplinary committee will take into account extenuation circumstances.\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF:\u003C\u002Fp>\n\n\u003Cp>RENE INDUSTRIES LIMITED - MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>UGANDA CHEMICAL, PETROLEUM & ALLIED WORKERS' UNION - SECRETARY\nGENERAL\u003C\u002Fp>\n\n\u003Cp>DATE: 17\u002F03\u002F2014.\u003C\u002Fp>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>APPENDIX ‘A’\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE BARGAINING AGREEMENT\u003C\u002Fp>\n\n\u003Cp>BETWEEN\u003C\u002Fp>\n\n\u003Cp>RENE INDUSTRIES LIMITED P 0 BOX 6034, KAMPALA\u003C\u002Fp>\n\n\u003Cp>(Hereinafter called the “Company” on one part)\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>UGANDA CHEMICAL AND PETROLEUM WORKERS’ UNION (UCPAWU)\u003C\u002Fp>\n\n\u003Cp>P O BOX 16429 KAMPALA\u003C\u002Fp>\n\n\u003Cp>(Hereinafter called the “Union” on other one part)\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER APPENDIX ‘A’\u003C\u002Fp>\n\n\u003Cp>1. All salaries of employees shall be increased by 30,000\u002F= (Thirty\nthousand) across the board effective the Month of March 2014 for the period of\none year.\u003C\u002Fp>\n\n\u003Cp>2. The parties hereto, agreed that the agreement referred to 1 above, shall\nbe effective from the 1st day of March, 2014 for a period of one year which\nshall be reviewed in 2015 on condition that the market forces of demand and\nsupply remain favourable and production levels are above those of 2012.\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF:\u003C\u002Fp>\n\n\u003Cp>RENE INDUSTRIES LIMITED - MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>UGANDA CHEMICAL, PETROLEUM & ALLIED WORKERS' UNION - SECRETARY\nGENERAL\u003C\u002Fp>\n\n\u003Cp>DATE: 17\u002F03\u002F2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"sexualhar":48,"paidmaternityleaveduration":52,"WAGES_determined":56,"ONCERISE_trigger":60,"sicknessmaxdays":64,"childcare":68,"severance_dismissal_type":72,"funeralpay":76,"MEALALL_trigger":80,"maternityotherclause":84,"hourspday_select":88,"OVERTIME_trigger":92,"paidmaternityleavepay":96,"healthcareaccess":98,"COMMUTE_trigger":102,"SUNDAY_trigger":106,"ANNLEAVE_trigger":109,"protectiveclothing":113,"healthandsafetypolicy":117,"eqpay":120,"contracttrial":124,"sicknesspay":128,"longserviceallowancetype2":130,"TRADEUNLEAV_trigger":134,"SCHEDULE_trigger":138,"paidpaternityleave":142,"schedulesrestpw":146,"NOCTPREM_trigger":148,"bankholidays1":152,"hivpolicy":156,"SENIOR_trigger":160,"trainingprogrammes":164,"paidmaternityleave":168,"contractseverancepay":171,"PAIDLEAV_trigger":175,"deathrelatives":179,"hourspweek_select":183},{"bindId":45,"name":46,"text":47},"disabilitypay","In case of absence from duty as a result","In case of absence from duty as a result of an accident at the work place,\ninjuries on duty leave shall be given and full salary\u002Fwages will be paid until\nperson returns to work. The Workman s Compensation act shall Be applied.",{"bindId":49,"name":50,"text":51},"sexualhar","If an employee is sexually harassed whil","If an employee is sexually harassed while in the course of his\u002Fher\nemployment, either by the employer or his representative or a follow employee,\nthe one at the fault shall be dealt with in accordance with the law.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","a) Female employees shall be granted mat","a) Female employees shall be granted maternity leave on full pay as per the\nlegislation in force. Currently, this amounts to Ten (10) consecutive weeks\nexcluding public holidays. This leave can be extended by a period not exceeding\nthat as may be recommended by a medical doctor\u002Fpractitioner.",{"bindId":57,"name":58,"text":59},"WAGES_determined","All employees on \u002Fcontractual employment","All employees on \u002Fcontractual employment shall enter into an employment\ncontract with the Management and shall be duty signed by both parties.\n\na. Employment Contract The contract shall conform to the rights and duties\nin employment as stipulated by the law and it shall be drafted in conjunction\nwith the Union. It shall further spell out the Designation, Conditions of\nAssignments and remuneration package.\n\nb. The contract duration shall be between six (6) months to two years\nRenewal.\n\nNote; The said contract shall be binding and shall supersede any previous\ncontacts and terms and conditions of services between the employer and the\nemployee and should be read together with the CBA and the Company\nrules\u002Fpolicies in place.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","The Company shall provide an annual bonu","The Company shall provide an annual bonus\u002Fincentive at its discretion\ndepending on the achievements of the Company’s goals and objectives of each\ncalendar year.",{"bindId":65,"name":66,"text":67},"sicknessmaxdays","Sick leave shall be granted to employees","Sick leave shall be granted to employees of the company in line with the\nemployment act and employee regulations and company medical policy.",{"bindId":69,"name":70,"text":71},"childcare","In special circumstances and upon applic","In special circumstances and upon application in writing, an employee may be\ngranted compassionate leave for a period agreed upon between the employee and\nthe supervisor according to the circumstances in each case.\n\nIn case of loss of a close relative, the employee shall be granted\ncompassionate paid leave of 4 (four) days.\n\nClose relative in this case shall include the employees recognized spouse,\n(husband or wife), biological child, father and mother.\n\nIn other circumstances, the employee may be allowed to proceed on an unpaid\ncompassionate leave.",{"bindId":73,"name":74,"text":75},"severance_dismissal_type","9.2.3 Resignation Employee resignation s","9.2.3 Resignation\n\nEmployee resignation shall be handled as per the employment act, company\npolicy and employee regulations shall be applied i.e. either party shall give\nthe other notice or pay in lieu.",{"bindId":77,"name":78,"text":79},"funeralpay","If the case of death of an employee, the","If the case of death of an employee, the Company shall pay benefits as\nfollows:-\n\na) If the employee dies, Ugx. 500,000\u002F= (Five hundred thousand shillings\nonly) shall be given to the bereaved family.\n\nb) If it is the employee’s registered spouse Ugx 200,000\u002F= (Two hundred\nthousand shillings only shall be given to the employee for burial expenses.\n\nc) If it is the employee’s 4 (four) of the registered children less than\n18 years of age, Ugx\n\n100,000\u002F= (One hundred thousand shillings only shall be given to the\nemployee for burial expenses.\n\nd) An employee who dies while in employment with a minimum of five years of\ncontinuous service to the Company, shall be paid 4% 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\n\nattained ten and more years of service whose benefits fall under the\nretirement provisions.\n\ne) The Management shall permit at least two employees to represent\nManagement and the Union at the burial of the employee for a maximum of two\ndays and any facilitation shall be at the discretion of management.",{"bindId":81,"name":82,"text":83},"MEALALL_trigger","The Company shall provide descent meals ","The Company shall provide descent meals to all its employees whilst on duty\nas specified below. Morning shift - Morning tea with a bite and Lunch\nEvening\u002FNight shift - Evening tea with a bite and dinner in cash form The\nCompany shall provide free and descent meals to all its employees whilst on\nduty.",{"bindId":85,"name":86,"text":87},"maternityotherclause","However, any further request by the empl","However, any further request by the employee to extend the maternity leave\nmay be granted on such terms as Management may decide.",{"bindId":89,"name":90,"text":91},"hourspday_select","a. The normal standard working hours per","a. The normal standard working hours per week, shall be a maximum of 48\n(Forty eight)\n\nhours; excluding meals time for all workers of the Company._",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","a. An employee’s overtime should be auth","a. An employee’s overtime should be authorized in writing by the Head of\ndepartment in\n\nconjunction with Human Resource\u002FPlant Manager, b. Overtime worked shall be\npaid on 1.5(one and a half) times hourly rate of gross pay. c. Overtime worked\non rest days shall be paid at 2 (two) times hourly rate of gross hourly rate or\ntime off in lieu. All overtime earned in a given month, is taxable.\n\nNote: Overtime rates shall apply only where at least 1 hour have been worked\nin excess of one’s normal daily working hours.",{"bindId":97,"name":54,"text":55},"paidmaternityleavepay",{"bindId":99,"name":100,"text":101},"healthcareaccess","The company shall provide a clinic with ","The company shall provide a clinic with a qualified Medical practitioner to\nprovide first aid, medical treatment, to all employees during working hours\nfrom Monday to Saturday as per the annexed medical policy agreed upon between\nthe Union and the Management. The clinic shall be in operation from 8:00am to\n5:00pm every day.",{"bindId":103,"name":104,"text":105},"COMMUTE_trigger","The Company shall provide transport back","The Company shall provide transport back home to all staff whose work ends\nafter 10:00pm",{"bindId":107,"name":94,"text":108},"SUNDAY_trigger","a. An employee’s overtime should be authorized in writing by the Head of\ndepartment in\n\nconjunction with Human Resource\u002FPlant Manager, b. Overtime worked shall be\npaid on 1.5(one and a half) times hourly rate of gross pay. c. Overtime worked\non rest days shall be paid at 2 (two) times hourly rate of gross hourly rate or\ntime off in lieu. All overtime earned in a given month, is taxable.",{"bindId":110,"name":111,"text":112},"ANNLEAVE_trigger","c) All permanent employees shall have tr","c) All permanent employees shall have transport allowance of UGX 25,000\u002F=\neffective the month of March 2014.",{"bindId":114,"name":115,"text":116},"protectiveclothing","The company shall provide suitable unifo","The company shall provide suitable uniforms, protective gears and clothing.\nThere shall be a Safety and Health Committee, which shall regularly review all\nmatters relating to health and safety. Two members shall represent the Union on\nthe said committee.",{"bindId":118,"name":115,"text":119},"healthandsafetypolicy","The company shall provide suitable uniforms, protective gears and clothing.\nThere shall be a Safety and Health Committee, which shall regularly review all\nmatters relating to health and safety. Two members shall represent the Union on\nthe said committee.\n\nThe company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthful and safe working devices and practices\nfor the purpose of promoting healthful and safe working conditions and shall\nwith occupational Safety and Health Act 2006.",{"bindId":121,"name":122,"text":123},"eqpay","d) To ensure the principle of equal pay ","d) To ensure the principle of equal pay irrespective of one’s race, sex,\ncreed and colour.",{"bindId":125,"name":126,"text":127},"contracttrial","3. New employees shall be engaged for a ","3. New employees shall be engaged for a maximum probationary period of six\nmonths; The Union shall be advised of the Company’s arrangement and as such\nshall have the right to object where it considers probationary period has been\nunfairly extended. For the purposes of this Agreement, probationary employee is\non employed directly by the Company for the purpose of occupying a regular\nposition after appropriate period. After probationary period, the employee\nshall become permanent. Service seniority shall apply from the date of the\nemployee’ s initial engagement on probation. During the training and the\nprobationary period, employees will receive 75% (Seventy five percent) of their\nbasic\n\nsalary.",{"bindId":129,"name":66,"text":67},"sicknesspay",{"bindId":131,"name":132,"text":133},"longserviceallowancetype2","a) An employee who has continuously serv","a) An employee who has continuously served the Company for 7 (seven) years,\nshall be given an award of 150,000\u002F= (One hundred fifty thousand shillings\nonly) and\u002For its equivalence as a token of appreciation for the years he\u002Fshe\nhas worked.",{"bindId":135,"name":136,"text":137},"TRADEUNLEAV_trigger","Both the Company and the Union realize t","Both the Company and the Union realize the need for a strong Union with well\ntrained Union officials\u002Fmembers responsible to execute the affairs of the Union\nin the interest of both parties hereto and to the nation as a whole and\ntherefore agree that the following leaves will be granted by the Company to the\nUnion officials or any of the employees (Union members) of the Company and\nshall be without loss of pay;\n\na. Leave to attend Union business shall be applicable to the Union executive\nmembers and such leaves shall be on full pay provided that the employer has\ngranted prior permission. Such permission shall not be unreasonable\nwithheld.\n\nb. The employee seeking such leave will give the employer at least forty\neight (48) hours notice but in case of an emergency meeting, a notice of twenty\n24 hours shall be given.\n\nc. Confirmation of all leave granted by the Company to any of its employee\n(s) under this clause shall be given to the employee(s). Upon return to work,\nthe employee will provide a letter from the Union confirming that she\u002Fhe\nattended to the Union business.\n\nd. Any employee(s) granted leave under this clause shall not accept\nemployment elsewhere during such period.\n\ne. Such leave shall be a maximum of 5 days in each calendar year except for\nthose on executive committee\u002Fcouncil.",{"bindId":139,"name":140,"text":141},"SCHEDULE_trigger","c. Each week shall include a period of o","c. Each week shall include a period of one day off of not less than 24 hours\n(twenty four) hours of continuous rest.",{"bindId":143,"name":144,"text":145},"paidpaternityleave","b) Paternity leave per birth in a year s","b) Paternity leave per birth in a year shall be granted to an employee\n(husband) when his declared wife has had baby to enable him provide the\nrequired assistance at home. This leave shall be taken at the time of birth as\nper the legislation i.e. four (4) days.",{"bindId":147,"name":140,"text":141},"schedulesrestpw",{"bindId":149,"name":150,"text":151},"NOCTPREM_trigger","An employee who works night shift shall ","An employee who works night shift shall be paid a night allowance of UGX\n1,000\u002F= (one thousand shillings only) per night worked for the twelve working\nhours.",{"bindId":153,"name":154,"text":155},"bankholidays1","All Uganda gazetted public and other rec","All Uganda gazetted public and other recognized public holidays as may\nappear in the Ugandan gazette, announced in the media and recognized nationally\nand internationally from time to time, shall be considered public holiday(s)\nand shall receive overtime pay in accordance with clause 5.2c (five two c)\nabove of all hours worked.\n\na. An employee shall have the option together with the employer to either\ngrant a day off or payment in lieu of the public holiday worked as provided in\nthe employment act and employees regulations.\n\nb. No employee shall refuse the request of the management to work on a\npublic holiday or during holidays except those with genuine reasons.",{"bindId":157,"name":158,"text":159},"hivpolicy","The Company shall establish HIV & AIDS p","The Company shall establish HIV & AIDS policy at the workplace and a\ncommittee shall be established for purposes of implantation and Management of\nthis policy.",{"bindId":161,"name":162,"text":163},"SENIOR_trigger","For the purpose of appreciating, motivat","For the purpose of appreciating, motivating, consolidating loyalty and\nrecognizing the services of a worker to the Company:-\n\na) An employee who has continuously served the Company for 7 (seven) years,\nshall be given an award of 150,000\u002F= (One hundred fifty thousand shillings\nonly) and\u002For its equivalence as a token of appreciation for the years he\u002Fshe\nhas worked.\n\nb) An employee who has continuously served the Company for 12 (twelve)\nyears, shall be given an award of 200,000\u002F= (Two hundred thousand shillings\nonly) and\u002For its equivalence as a token of appreciation for 12 (twelve) years\nof service.",{"bindId":165,"name":166,"text":167},"trainingprogrammes","The Managing Director upon recommendatio","The Managing Director upon recommendation of the Head of Department may\nauthorize the granting of leave with or without pay to an employee for purposes\nof further training or Education.\n\nThe Company’s mission will be used to determine the relevance of the\ncourses however; the granting of any such leave will be strictly at the\nCompany’s discretion.",{"bindId":169,"name":54,"text":170},"paidmaternityleave","a) Female employees shall be granted maternity leave on full pay as per the\nlegislation in force. Currently, this amounts to Ten (10) consecutive weeks\nexcluding public holidays. This leave can be extended by a period not exceeding\nthat as may be recommended by a medical doctor\u002Fpractitioner.\n\nHowever, any further request by the employee to extend the maternity leave\nmay be granted on such terms as Management may decide.",{"bindId":172,"name":173,"text":174},"contractseverancepay","The company shall apply and observe all ","The company shall apply and observe all procedures governing the above issue\nin lieu of notice and pay as provided in the employment act and employee\nregulations;\n\na. When an employee is discharged under this clause all entitlements and\nbenefits due to him\u002Fher e.g. annual leave, public holidays, overtime and\ntransport allowances plus one months’ salary pay shall be paid to the\nemployee on the date on which the lay-off notice\n\nexpires, except where the employee has been discharged outside this clause,\nthe benefits shall be at the discretion of management.\n\nb. During the period of notice the employee shall as far as it is\npracticable be entitled to reasonable amount of time off without loss of pay in\norder to look for another employment.\n\nc. Shop steward will be consulted during the layoff process.\n\nd. An offer of re-engagement to an employee laid off will be made by\nManagement in the event of a suitable vacancy arising with 6 (six) months of\nthe date of the employees lay off. The onus of leaving a forwarding address\nlies with employee and if a reply from the employee is not received within 15\n(fifteen) days from the date of the Management s notification, the vacancy may\nbe from other sources.",{"bindId":176,"name":177,"text":178},"PAIDLEAV_trigger","Every employee shall be entitled to annu","Every employee shall be entitled to annual leave as follows:\n\na) An employee having offered unbroken service from 1 to 7 years, shall be\nentitled to 21 working days of leave annually.\n\nAn employee having offered unbroken service from 7 and above years shall be\nentitled to 22 working days of leave annually.",{"bindId":180,"name":181,"text":182},"deathrelatives","In case of loss of a close relative, the","In case of loss of a close relative, the employee shall be granted\ncompassionate paid leave of 4 (four) days.",{"bindId":184,"name":90,"text":91},"hourspweek_select","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Rene Industries Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-03-17\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-03-16\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: → 2014-03-17\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of basic pharmaceutical products and pharmaceutical preparations\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                        Rene Industries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        UCPAWU - Uganda Chemical and Petroleum 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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \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: → Yes\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\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 500000.0\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: → 10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → It depends on the duration of hospitalization days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → Not specified days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → No provision 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: → No\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: → 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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (December 25), Easter Sunday (first Sunday after the full moon following 21st March), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 5.0 days\n            \u003C\u002Fdiv>\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            \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: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → UGX  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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 25000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → UGX 150000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: →  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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\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",[190],{"title":37,"slug":33},[192],{"type":193,"data":194},"call_to_action_body_block",{"title":195,"description":196,"variant":197,"link":198},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":195,"url":199,"description":195,"rel":200,"type":201},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[203],{"type":193,"data":204},{"title":195,"description":196,"variant":197,"link":205},{"title":195,"url":199,"description":195,"rel":200,"type":201},[]]