[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-tropic-inn-hotel-limited-and-national-union-of-theatrical-domestic-and-general-workers":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":257,"content_type_view":258,"extra_breadcrumbs":259,"body":261,"body_blocks":272,"related_pages":276},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":255,"translations":256},{"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-tropic-inn-hotel-limited-and-national-union-of-theatrical-domestic-and-general-workers","8a572474-f9d4-11e2-86a7-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-tropic-inn-hotel-limited-and-national-union-of-theatrical-domestic-and-general-workers\u002Fcollective-bargaining-agreement-between-tropic-inn-hotel-limited-and-national-union-of-theatrical-domestic-and-general-workers\u002F","Collective Bargaining Agreement between Tropic Inn Hotel Limited and National Union of Theatrical, Domestic And General Workers - 2012","UGA Tropic Inn Hotel Limited - MASAKA - 2012","Uganda - UGA Tropic Inn Hotel Limited - MASAKA - 2012","UGA Tropic Inn Hotel Limited - MASAKA - 2012 - Hospitality, catering, tourism",{"name":41,"data":42},"Collective Bargaining Agreement between Tropic Inn Hotel Limited and National Union Of Theatrical, Domestic And General Workers.html","\n              \n              \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>New6\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT (CBA) BETWEEN TROPIC INN HOTEL LIMITED\n-MASAKA AND NATIONAL UNION OF THEATRICAL, DOMESTIC AND GENERAL WORKERS\n(HEREINAFTER CALLED THE “UNION ON THE OTHER PAN”)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JULY 2012\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>(1) PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>This collective bargaining agreement (CBA) is made between TROPIC INN HOTEL\nherein after referred to as “The Company” and national Union of Theatrical\nDomestic and General Workers Union (NUTDOW) referred to as “The Union”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>(102\u003C\u002Fh3>\n\n\u003Cp>) This agreement that shall be referred to as the “union\u002Fcompany CBA” on\nterms and conditions of service shall guide the parties to govern and\u002For\nrepresent the employees of the company with utmost discipline and fairness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>(103)\u003C\u002Fh3>\n\n\u003Cp> In entering this agreement both parties (i.e. the union and the company)\nappreciate that is in their interest to ensure stability in production and,\ncontinuous reliable employment for the benefit of employees, management and\ngood service delivery to the public.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>(104) \u003C\u002Fh3>\n\n\u003Cp>To attain this objective, both parties further recognize the need for union\nofficials to interact with workers at any time at their work place freely,\nexpeditious and peaceful resolution of grievances that arise in the course of\nmanagement\u002Femployee relations. Both parties, therefore, hereby agree to resolve\ndifferences that arise through such means as provided for in this agreement and\nany other agreements legally and mutually entered into.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>(105)\u003C\u002Fh3>\n\n\u003Cp> Therefore, the company and the union having met in a free and friendly\natmosphere in accordance to the relevant Labour laws and recognition and\nprocedural agreement between both parties to consider improvement in workers’\nsalaries and their general terms and conditions of service, and to agree on the\nrules and regulations that shall promote efficiency and effectiveness of labour\nfor increased prod hereby mutually agree as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(2) JOB VACANCY\u003C\u002Fh2>\n\n\u003Cp>2.01 In the event of any office falling vacant, management shall make an\nearnest effort to engage personnel on merit; however, first consideration shall\nbe given to the existing employees that may possess the necessary and required\nqualifications. All job vacancies shall be advertised both internally and\nexternally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(3). APPOINTMENT\u003C\u002Fh2>\n\n\u003Ch3>3. 01\u003C\u002Fh3>\n\n\u003Cp> Where the company undertakes to employ more than two employees within a\nperiod of three months, it shall in ample time notify the union of its\nintentions to do so for purposes of ascertaining that the appointment\n\u002Femployment does not in any way disadvantage or unreasonably deny rights to the\nexisting employees. In guaranteeing fairness during this process) the company\nundertakes to ensure that one senior union representative shall always be a\nmember of the interviewing panel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3,02\u003C\u002Fh3>\n\n\u003Cp> Upon satisfying the company’s interview panel and having passed any\nrequired lawful medical examinations the successful applicant shall be engaged\nand issued with an appointment letter detailing out his\u002Fher duties accompanied\nby a copy of the company’s terms and condition of service or CBA prior to\ncommencement of employment in the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.03\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_determined\">\u003Cp> The new employee shall on acceptance of the appointment be issued with an\nidentity card of the company and shall undergo any appropriate and required\ninductions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.04 \u003C\u002Fh3>\n\n\u003Cp>The company’s vision, mission and values shall be explained to the\nemployee during the induction process.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.05\u003C\u002Fh3>\n\n\u003Cp> The Company recognizes it as of mutual benefit for its employees to be\nrepresented by a properly constituted labour Union and hereby agrees that it\nshall avail opportunities to the workers (both existing and new) to receive\nexplanations and updates from the union in regard to the objectives and purpose\nof the union at workplace as a means to inform their decisions in regard to\ncollective bargaining, and related union matters.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.06\u003C\u002Fh3>\n\n\u003Cp> The union undertakes to inform all employees about this Collective\nBargaining Agreement upon commencement of their employment and to urge all\nworkers to join and remain fully paid up members of the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.07\u003C\u002Fh3>\n\n\u003Cp> It is understood that no employee shall be engaged in the service of the\ncompany for a period exceeding one month without an appointment letter. In the\nevent that an employee is engaged into service for a period beyond one month\nsuch an employee shall be deemed appointed and shall be entitled to benefits of\na permanent employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.08\u003C\u002Fh3>\n\n\u003Cp> No appointment letter shall be given to any employee when such appointment\nletter contains provisions that conflict with the contents of this CBA or any\nother agreements that may be mutually entered into by both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.09\u003C\u002Fh3>\n\n\u003Cp> Should management wish to set terms for non unionized employees, such terms\nshall not in any way exceed what is provided for in this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(4). PROMOTIONS\u003C\u002Fh2>\n\n\u003Ch3>4.01 \u003C\u002Fh3>\n\n\u003Cp>An employee of the company may be promoted in accordance to the established\npositions and salary structure or as it may be reviewed from time to time. It\nshall remain the right of management to evaluate and describe jobs and to\nensure that every worker is availed with a clear and detailed job\ndescription.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.02 \u003C\u002Fh3>\n\n\u003Cp>An employee on promotion shall not be subjected to another probationary\nperiod considering that such an employee would have served his\u002Fher probationary\nperiod for the current position and that the promotion would have been\nconsidered in light of the employee’s performance and capabilities to take on\na higher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>4.03.1 Promotions shall be open to all employees of the company without any\ndiscrimination and shall be granted on merit described in an open and clear\nformat agreed upon by both the union and management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.03.2 An employee promoted shall be informed in writing and shall be\nreleased to take up his\u002Fher new position within two weeks from the date of\nbeing informed about the promotion,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(5). STAFF PERFORMANCE APPRAISAL\u003C\u002Fh2>\n\n\u003Ch3>5.01\u003C\u002Fh3>\n\n\u003Cp> All employees of the company shall be appraised annually to assess and\nevaluate their performance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.02\u003C\u002Fh3>\n\n\u003Cp> The appraisal of such employees shall be done in accordance to equitable\nand reasonably acceptable standards developed by management and made available\nand known to the union and to all workers to whom they apply and shall be used\nas the yardstick against which performance of the employees shall be\nassessed.\u003C\u002Fp>\n\n\u003Ch3>5.03\u003C\u002Fh3>\n\n\u003Cp> For the purpose of this exercise the company shall design a form to be\ncompleted by the employees and management and the same standards mentioned\nabove shall be reflected in the questions set in the appraisal form. The form\nshall also give an employee a chance to make observations concerning his\u002Fher\njob, including work tools, personal protective equipment (PPE) etc with some\nsuggestions if any for improvement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.04\u003C\u002Fh3>\n\n\u003Cp> During the appraisal process, all comments about a worker by either the\nimmediate supervisor or any other member of management shall first be discussed\nwith the concerned worker who shall also be informed of management’s ratings\nand there after sign the form certifying that he\u002Fshe is in agreement or\ndisagreement with the ratings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.05 \u003C\u002Fh3>\n\n\u003Cp>In collaboration with the relevant supervisor, the departmental manager\nshall review the performance of each employee under his\u002Fher supervision at\nleast once a year. Such appraisal shall avail status information to enable the\ncompany assess the employee’s performance in any given period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.06\u003C\u002Fh3>\n\n\u003Cp> Where an employee’s performance is said to be unsatisfactory, the\nimmediate supervisor or the concerned manager shall seek to understand the\ncauses and to discuss them with the concerned employee with the view of\nimprovement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.07\u003C\u002Fh3>\n\n\u003Cp> In the event the employee does not improve in his\u002Fher performance after six\nmonths even after such discussion and provision of the necessary tools and\nresources, then management shall notify the employee with a copy of the\nnotification addressed to the union allowing the union to study the matter and\nto give a further six months written notice for the employee to demonstrate\npositive change in performance and show cause why his\u002Fher services in that\nparticular office should not be terminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.07\u003C\u002Fh3>\n\n\u003Cp> Upon receipt of copy of notification to the worker by management, the union\nshall having established its own findings; draw the attention of the worker and\nmanagement with advice for possible solutions to the problem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.08\u003C\u002Fh3>\n\n\u003Cp> Should the employee fail to demonstrate improvement in performance to\nreasonably acceptable set targets or standards, then management may consider\nany actions against such employee in accordance to this agreement and\u002For the\nlaws in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(6) EMPLOYEE BENEFITS\u003C\u002Fh2>\n\n\u003Ch3>6.01\u003C\u002Fh3>\n\n\u003Cp> No employee either already in service or those to be employed hereafter,\nshall work under terms and conditions of service that are less favorable than\nthose provided for in this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.02\u003C\u002Fh3>\n\n\u003Cp> It is also understood and mutually agreed that no clause of this agreement\nshall prejudice or deprive an employee(s) of any benefit(s) already being\noffered by the Company as such benefits shall act as a minimum for setting\nstandards for employees’ benefits,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(7). CATEGORIES OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Employees of the company shall be categorized as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.01.1\u003C\u002Fh3>\n\n\u003Cp> Permanent Employee\u003C\u002Fp>\n\n\u003Cp>A permanent employee shall be that employee who having completed his\u002Fher\nprobationary period is engaged to serve in the posts contained in the\ncompany’s organizational structure and paid a salary in accordance to the\nestablished salary scales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.01.2\u003C\u002Fh3>\n\n\u003Cp> All employees engaged in the service of the company at the coming into\nforce of this agreement are hereby deemed permanent employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.02\u003C\u002Fh3>\n\n\u003Cp> All permanent employees shall be placed in at least one of the salary\nscales as determined in accordance to the nature and status of the job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.03\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp> Contract Employee\u003C\u002Fp>\n\n\u003Cp>This shall be an employee engaged for a limited period of time due to the\nfact that the work to be done by such an employee is available just for that\nlimited period that shall in which case not exceed one year. Such work may\ninclude consultancy, external audits, education and training of employees\netc\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.04.1\u003C\u002Fh3>\n\n\u003Cp> A contract employee shall not occupy an established position and his\u002Fher\nterms and conditions of service shall be provided for in a detailed contract\nletter\u002Fdocument, the basis of which shall be derived from this CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.04.2\u003C\u002Fh3>\n\n\u003Cp> A copy of the contract letter stating the contract employee’s terms and\nconditions of service is hereby attached and marked “Annexure 1”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.04.3\u003C\u002Fh3>\n\n\u003Cp> An employee working on contract for a period beyond one year shall be\ndeemed a permanent employee and shall be entitled to benefits due to an\nemployee in permanent employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.04.4\u003C\u002Fh3>\n\n\u003Cp> Casual or seasonal employee\u003C\u002Fp>\n\n\u003Cp>This shall be an employee engaged on a day to day basis and paid a daily\nwage to handle work whose volume or nature would not necessitate permanent or\nlong term contract employment. This type of employee shall not work for a\ncontinuous period exceeding 30 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.04.5\u003C\u002Fh3>\n\n\u003Cp> If a suitable vacancy comes up within the company, the causal employee\nshall be taken on-provided such employee possesses the necessary\nqualifications\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.04.6\u003C\u002Fh3>\n\n\u003Cp> An employee engaged in the service of the company for a period beyond 30\ndays without notification as to whether or not he\u002Fshe has ceased working as a\ncasual or seasonal employee, shall in the first incidence be automatically be\nconsidered to having been granted a one year’s contract with such\nentitlements as are contained in a standard employment contract referred to in\nAnnexture 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.04.7\u003C\u002Fh3>\n\n\u003Cp> Temporary Employee\u003C\u002Fp>\n\n\u003Cp>This is an employee engaged under a letter of temporary appointment to\nhandle work in a temporarily vacant position due to leave, sickness or\ntemporary indisposition of the substantive employee where there is no suitable\nin-service employee to act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.05.\u003C\u002Fh3>\n\n\u003Cp> It is hereby understood that all employees in the above employment\ncategories posses the right to join the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.06\u003C\u002Fh3>\n\n\u003Cp> An employee in any of the above categories may be discharged from his\u002Fher\nemployment at any time provided there arises any justifiable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(8) GENERAL TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Ch3>8.01\u003C\u002Fh3>\n\n\u003Cp> The company and the union agree that when negotiating general terms and\nconditions of services for the workers, the principles and\u002For policy to be\nfollowed shall be the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a). To ensure continued improvement in high standards of work for continued\nimprovement of productivity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) to safeguard the economic and social interests of both the employees and\nthe company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) To put in place motivational working terms and conditions of service as a\nway of improving performance amongst workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>d) To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed and colour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) To put in place disciplinary codes that shall have the goal of correcting\nand\u002For improving performance and conduct of the workforce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.02.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp> Probation Period and confirmation\u003C\u002Fp>\n\n\u003Cp>a)New employees shall be engaged for a probationary period of three months.\nHowever, at the discretion of Management in consultation with the union and the\nemployee, management can give an extension of up to three months after which an\nemployee may be terminated or confirmed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Upon completion of the probationary period, management shall in writing\nconfirm the employee in service within a period of 10 days after the expiry of\nthe probationary period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) If after expiry of 10 days following the three months of first\nappointment or six months in the case of extension of probationary period, the\nemployee does not get communication from management as to whether or not\nhis\u002Fher services are confirmed, the employee shall be deemed confirmed and\nshall enjoy all benefits commensurate with those of any other confirmed\nemployee in similar position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) The employee on probation shall be paid an equal salary with all the\nother workers in the same salary scale and performing similar duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) During probation period, either party may terminate service by giving the\nother a seven days notice in writing or pays the other an equivalent of seven\ndays in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Management may dismiss the employee on probation without notice in the event\nof gross misconduct as explained in this CBA and the relevant laws.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) In the event of any unfairness in regard to the dismissal, the union\nshall maintain the right to raise a case of any such unfair dismissal under the\ngrievance handling procedure provided for by the recognition agreement and this\nCBA or any other agreements that may be lawfully entered into as guided by the\nrelevant laws.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(9). Termination notes\u003C\u002Fh2>\n\n\u003Ch3>9.01\u003C\u002Fh3>\n\n\u003Cp> Either employee or the company may terminate employment provided each party\nshall be required to give the other notice or pay in lieu thereof as follows:\n-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) During probation - 7(seven) days\u003C\u002Fp>\n\n\u003Cp>b) After 3 months to one year- 30 (thirty) days\u003C\u002Fp>\n\n\u003Cp>c) One year to 5years service -2(two) months\u003C\u002Fp>\n\n\u003Cp>d) Over 5 years to 10 years -3(three) months\u003C\u002Fp>\n\n\u003Cp>e) Ten years and above-4(four) months\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.02.\u003C\u002Fh3>\n\n\u003Cp> Terminal befits\u003C\u002Fp>\n\n\u003Cp>An employee on termination shall be entitled to the following terminal\nbenefits:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Notes as provided for in clause 9.01 above on payment in lieu of notes\u003C\u002Fp>\n\n\u003Cp>b) An adjustment allowance equivalent to two months for every completed year\nin service\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>c) A severance pay equivalent to two months for every completed year in\nservice\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d,) A repatriation allowance of two thousand shillings for every. Kilometer\nto the country home (ancestral home).\u003C\u002Fp>\n\n\u003Cp>e) Certificate of service\u003C\u002Fp>\n\n\u003Cp>f) Payment of any outstanding overtime and days worked calculated at the\nmonthly payment rates divided by the days worked\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>g) One month salary for every outstanding annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.03\u003C\u002Fh3>\n\n\u003Cp> Where an employee does not give appropriate notice as required in 10,1\nabove, an equivalent shall be deducted from his\u002Fher terminal benefits to cater\nfor this notice.\u003C\u002Fp>\n\n\u003Ch2>(10) Hours of work\u003C\u002Fh2>\n\n\u003Ch3>10.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp> The standard working hours per day for all employees shall be eight (8)\nhours from Monday to Friday. Weekends shall be worked as overtime and\ncompensated for in accordance to the format explained below under overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.2.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-shiftstype1\" class=\"cbaClause\">\u003Cp> The daily normal working hours shall be from 0830 hrs to 1730 hrs with a\ndaily lunch break of 60 (sixty minutes) and l5minutes tea break at 10,3Oam and\nl6hrs respectively.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.2.2\u003C\u002Fh3>\n\n\u003Cp> The company may programme workers to work in shifts with a roster for shift\nworkers drawn according to the operational needs of the company, subject to\nstandard working time not exceeding eight (8) hours per day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.3\u003C\u002Fh3>\n\n\u003Cp> In regulating the daily or weekly hours of work in order to suit the\ncompany’s peculiar work requirements, schedules shall first be discussed\nbetween the company and the union considering that they go further to disrupt\nthe employees’ family and other social settings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.4\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp> Each week shall include a period of one day off of not less than 24 (twenty\nfour) hours of continuous rest.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.5 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>Considering that nature and society regards a night as a time of rest and\nfurther ‘ considering that reporting to and from work at night has several\nrisks associated with it, irrespective of the employee’s having worked for\neight hours a day, an employee working on night shift shall be entitled to and\nshall be paid an inconvenience and risk allowance calculated at the rate of\ntwice the daily work rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(11). Overtime work and payments\u003C\u002Fh2>\n\n\u003Ch3>11.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>overtime shall mean the time when an employee is required to continue\nrendering service to the company in excess of eight (8) hours a day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.2\u003C\u002Fh3>\n\n\u003Cp>Overtime work is a practice that must be discouraged as much as possible by\nboth the union and the company. However, where it is absolutely necessary that\nan employee has to work overtime, payment for such overtime shall be made in\naccordance to the following criteria:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Overtime worked on ones normal working day shall be paid at two (2) times\nthe daily gross hourly rate for up to two hours for that day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Overtime worked on gazetted public holidays and\u002For on the employee’s\nrest day shall be paid at three (3) times the daily gross hourly rate for the\nnormal eight working hours of the day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Compensation in days other than money in lieu of overtime worked during\ngazette public holidays and on an employee’s rest days shall be at the same\nrate of 1:3 i.e. one public holiday or rest day to rest days in\ncompensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Overtime rates during normal working days shall apply where an employee\nworks at least 30 minutes in excess of his\u002Fher normal eight working hours and\nsuch overtime worked during a normal working day shall not under any\ncircumstances exceed two (2) hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Overtime worked during public holidays and on the employees rest days\nshall not exceed the normal eight daily working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Where overtime exceeds eight hours on the public holidays and on the\nemployee’s rest days such overtime shall be calculated at the rate of five\n(5) times the daily gross hourly rate up to two hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) It is hereby understood and agreed that under no circumstance shall an\nemployee work for more than ten hours in a day.\u003C\u002Fp>\n\n\u003Cp>h) In all circumstances, working overtime shall remain optional and shall be\nworked through mutual agreement reached between (he responsible manager and the\nemployee. Therefore no employee shall be forced to work overtime or be\nintimidated, victimized or penalized in any way on account of his\u002Fher refusal\nto work overtime.\u003C\u002Fp>\n\n\u003Cp>i) Unless or otherwise stated, overtime worked shall be calculated and paid\ntogether with all other emoluments at the end of the month in which the\novertime was worked,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(12). Gazetted public holidays\u003C\u002Fh2>\n\n\u003Cp>All days recognized as public holidays by the government of the republic of\nUganda shall be rest days and work done on any such days shall be regarded\novertime work that shall be compensated for in accordance to the criteria set\nunder clause 13 above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(13) Salaries and job evaluation\u003C\u002Fh2>\n\n\u003Ch3>13.1\u003C\u002Fh3>\n\n\u003Cp> It is hereby observed and realized that there exists an irrational salary\nand job structure that has caused discontent among the workers especially in\nregard to how workers are assigned jobs and payment of salaries. There are\nreported cases where there are no salary scales and where workers doing the\nsame job different salaries. This is against the principle of “equal pay for\nwork of equal value and promotes injustice against the workers as most\nworkers’ issues are held more or less at individual rather than institutional\nlevel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.2\u003C\u002Fh3>\n\n\u003Cp> Against this back ground both the union and the company agree to work\ntogether towards the harmonization of the salary structure and conduct an\nevaluation to streamline all the jobs in the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.3\u003C\u002Fh3>\n\n\u003Cp> Both parties also note that the process of streamlining the salary\nstructure and Conducting of a detailed job evaluation exercise calls for\nfurther technical input that requires more time if good results are to be\nrealized.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.4\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003Cp> The company and the Union also agree to annually review employees’\nsalaries to enable them (employees) adjust to the ever increasing cost of\nliving. The salary adjustrnen for the year 2009 is hereby attached and marked\nAnnexture 2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.5\u003C\u002Fh3>\n\n\u003Cp> In the meantime it is hereby agreed that the company raises workers’\nsalary by 30% to cater for the above mentioned circumstances\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.6\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp> Employees in continuous service with the employer shall qualify to get\nbonus at the rate of 7% of the employee’s total monthly earnings applicable\nto an employee that has worked with the company for a period of 4 to 9years and\n9% for employees that have worked for a Period above 10 years\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.7\u003C\u002Fh3>\n\n\u003Cp> Tips given by Customers to individual employees in appreciation of the\nservice rendered and kept by the company for equal distribution to all workers\nat a certain period in the month shall be monitored, Supervised and distributed\nby the gender and equality subcommittee to ensure equity in the management of\nthe fund, These tips shall Constitute part of the workers’ welfare and shall\nbe referred to as the “workers’ social welfare and solidarity fund”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.8 \u003C\u002Fh3>\n\n\u003Cp>An employee’s salary shall be paid either by cheque or by bank transfer to\nthe individual employee’s account before the 30th day of the month for which\nthe salary is being paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.9\u003C\u002Fh3>\n\n\u003Cp> An employee shall be required to open a salary account with a bank of\nhis\u002Fher choice in Uganda where salaries\u002Fwages shall be paid, Every employee\nshall as soon as possible furnish the management of the company with details of\nhis\u002Fher account number to enable transfer of the said salaries into the\nemployee’s account or payments by cheque.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.10\u003C\u002Fh3>\n\n\u003Cp> Bank charges arising from the payment of salaries\u002Fwages to the workers\nshall be met by the company,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.11\u003C\u002Fh3>\n\n\u003Cp> Besides increase in salaries that shall be reached as a result of\ncollective bargaining the\u003C\u002Fp>\n\n\u003Cp>Company agrees to make an automatic annual adjustment in regard to workers\nearnings to cater for inflation at the Percentage rate that may be periodically\nannounced by the government or Bank of Uganda,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.12\u003C\u002Fh3>\n\n\u003Cp> It is also hereby agreed that unless or otherwise stated in this agreement\nevery employee shall be entitled to an automatic adjustment in salary from one\nlower notch to the other of a higher level within a given salary scale. This\nadjustment shall not necessarily be subjected to an employee’s being\nappraised first,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.13\u003C\u002Fh3>\n\n\u003Cp> Merit pays based on performance may be granted to an employee at the\ndiscretion of the company this shall however, not alter the employee’s annual\nfixed increase date, unless it involves a promotion to a higher salary scale.\nAn employee granted merit pays shall be informed of it in writing with reasons\nexplaining why the merit pays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.14\u003C\u002Fh3>\n\n\u003Cp> An employee may also be granted an accelerated promotion on the basis of\ngood performance at the discretion of the company. Such employee shall be\nnotified of the accelerated promotion in writing with reasons explain in the\naccelerated Promotion is granted. Upon attainment of the accelerated promotion\nthe employee shall still qualify and be entitled to an annual automatic\nadjustment in salary in accordance to the salary scale and as explained\nabove.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.15 \u003C\u002Fh3>\n\n\u003Cp>In no circumstance shall any employee’s salary be reduced to a figure\nLower than what such employee has earned before or what is supposed to be the\nemployee’s registered and\u002For known monthly earnings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(14) Annual Leave\u003C\u002Fh2>\n\n\u003Ch3>14.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cp> Having worked for six continuous months an employee shall be entitled to a\nthirty days leave herein referred to as annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) The annual leave shall be taken once every calendar year following the\ncompany’s corporate annual Leave Roster for staff that shall be compiled\nbefore the end of the year preceding ones leave commencement. Leave dates shall\nbe fixed in consultation with the beneficiary employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Every employee proceeding on an annual leave shall be entitled to the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>i. A lump sum two months salary paid at the end of the month preceding the\nleave\u003C\u002Fp>\n\n\u003Cp>month to cover the preceding month and the leave month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Transport to the country home calculated at the rate of two thousand\n(2000) shillings per kilometer\u003C\u002Fp>\n\n\u003Cp>iii. The above salaries and allowances for leave shall be paid in a total\nlump sum prior to the date of leave commencement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>iv. Annual leave shall be computed by counting only normal working days. All\noff days such as Saturdays, Sundays and rostered off days for shift workers and\npublic\u003C\u002Fp>\n\n\u003Cp>Holidays that fall within the annual leave period shall not be counted\nwhile\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Computing annual leave days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. An employee intending to proceed on leave shall submit his or her\napplication to the Human resource Manager for approval through his\u002Fher\nimmediate supervisor for recommendation (no objection).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>VI. Annual leave shall be taken within the calendar year and if due to\noperational necessities and emergencies, management calls upon the employee to\nremain on duty during the leave period, then the company shall compensate the\nemployee at the rate of three times the employee’s total monthly earnings\nplus three days off.\u003C\u002Fp>\n\n\u003Cp>vii. Such employee working during the leave period shall be prohibited from\ndoing any overtime work during that leave month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>viii. Any call upon an employee to work during a leave month shall not be\ndone more than once in a three years period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Where an employee’s leave is interrupted (an employee is recalled while\non leave) and he\u002Fshe resumes leave after the interruption, the company shall\nalso pay for the employee’s transport calculated at the rate as indicated\nunder sub clause (c) above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(15) Sick Leave\u003C\u002Fh2>\n\n\u003Ch3>15.1 \u003C\u002Fh3>\n\n\u003Cp>An employee who has been continuously working for the company for more than\nsix (6) months; and who is unable to attend duty because of prolonged illness,\nshall be granted sick leave under the following conditions:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp> One (1) month with full pay, one (1) month with half pay followed with\nanother one month without pay in case of persistent illness and thereafter\ntermination or retirement on medical grounds may be considered.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.2 \u003C\u002Fh3>\n\n\u003Cp>While the employee is on sick leave, he\u002Fshe shall continue to enjoy his\u002Fher\nbenefits in such as service seniority and accumulation of service for annual\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.3\u003C\u002Fh3>\n\n\u003Cp> In case of minor illness that may require off days for rest) such offs\nshall be granted as and when they are needed provided it is on the\nrecommendation of a medical personnel or through mutual agreement between the\nresponsible manager and the affected employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.4\u003C\u002Fh3>\n\n\u003Cp> Period of sickness during an employee’s annual leave shall not be treated\nas sick leave unless it extends beyond the date of expiry of the annual leave.\nIf sickness extends\u003C\u002Fp>\n\n\u003Cp>beyond the period of annual leave, the extended period shall be treated as\nsick leave subject to the employee’s having notified the, company with proof\nof medical report from a certified or registered medical practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.5\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp> In case of sickness resulting from an accident or any other occupational\nhazard, the employer shall treat and compensate the employee in accordance to\nthe Workers Compensation Act:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.6\u003C\u002Fh3>\n\n\u003Cp> In the case of occupational sickness the employee shall remain in\nemployment until he\u002Fshe recovers and duly compensated in accordance to the\nWorkers’ Compensation Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.7\u003C\u002Fh3>\n\n\u003Cp> An employee who gets physically incapacitated while in the service of the\ncompany shall be maintained in the service of the company with lighter duties\nthat he\u002Fshe may be able to perform.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(16) Maternity Leave and rest while on duty\u003C\u002Fh2>\n\n\u003Ch3>16.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv id=\"clause-paidmaternityleavepayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleavepay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cp> A pregnant female employee shall be granted a 90 working days maternity\nleave on full pay that shall include a minimum of six (8) weeks after\ndelivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Ch3>16.2\u003C\u002Fh3>\n\n\u003Cp> Such employee shall be free and allowed to schedule her annual leave to\neither immediately succeed or precede her maternity leave period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.3\u003C\u002Fh3>\n\n\u003Cp> The pregnant female employee shall submit an application for maternity\nleave to the Human Resource Manager or any other responsible manager for the\nleave to commence at least not later than two weeks to the expected period of\ndelivery.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.4\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp> The prenatal portion of maternity leave shall be extended by any period\nelapsing between the presumed date of child birth and the actual date, without\nreduction in any compulsory portion of postnatal leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.5\u003C\u002Fh3>\n\n\u003Cp> Under no circumstance shall maternity leave or parts thereof be replaced by\nany financial offers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.6\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp> No employee either pregnant, on maternity leave or nursing shall be\nterminated except on grounds unrelated to the pregnancy or birth of the child\nor consequences of nursing. The burden of proof that such termination is not\nrelated to pregnancy) child birth or nursing’ consequences shall rest with\nthe company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.7 \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>A female employee shall be guaranteed the right to return to the same or an\nequivalent position aid at the same or higher rate at the end of her maternity\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>16.8\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cp> The company shall provide a special room with all the required facilities\nto enable the pregnant employees to get rests as a medical requirement for\ntheir good health and that of their babies. Such room shall be free from\ninterference by male or any other employees not falling within the category of\npregnant mothers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.9\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp> A pregnant mother shall be granted daily periods of rest during working\nhours as and when required or as may be recommended by a registered medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.10\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp> A pregnant employee shall perform work which is appropriate to her physical\ncapacity and which excludes contact with pesticides) chemicals or radioactive\nrays or any other hazardous substances.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.11\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp> Female employees shall be granted lime off to nurse their young babies with\nfull pay and such employees with babies of below one year old shall be exempted\nfrom working overtime and during late night shifts that exceed 8.00 p.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.12\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp> Special needs of female employees shall be taken into account in relation\nto pregnancy, breastfeeding and reproductive health.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(17) Paternity Leave\u003C\u002Fh2>\n\n\u003Ch3>17.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cp> A male employee shall be granted seven (7) days Paternity leave per each\nchild birth from his registered wife to enable him provide the required\nassistance to the nursing mother and baby.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.2\u003C\u002Fh3>\n\n\u003Cp> A male employee shall submit an application requesting to be granted a\npaternity leave at the time the birth is expected to occur or there after the\nbaby is born.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.3 \u003C\u002Fh3>\n\n\u003Cp>Paternity leave shall not be granted in circumstances where the born baby is\nbeyond five months old.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(18) Compassionate leave.\u003C\u002Fh2>\n\n\u003Ch3>18.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp> In exceptional prevailing circumstances and upon application in writing, an\nemployee will be granted paid compassionate leave for a period agreed upon\nbetween the employee and the Human Resource Manager or any other responsible\nmanager.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.2\u003C\u002Fh3>\n\n\u003Cp> An application for a compassionate leave shall be submitted to the Human\nResources Manager or any other responsible manager through the immediate\nsupervisor stating the reasons why such leave should be granted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(19) Leave for union business and\u002For education\u003C\u002Fh2>\n\n\u003Ch3>19.1\u003C\u002Fh3>\n\n\u003Cp> Both the company and the union recognize as an asset, trained union leaders\nand members and therefore agree to cooperate in promoting workers’ education\nin all areas of workers’ representation and development.\u003C\u002Fp>\n\n\u003Ch3>1 9.2\u003C\u002Fh3>\n\n\u003Cp> Leave to attend union business and\u002For education shall be applicable to\nunion leaders and members that are company employees and such leave shall be on\nfull pay provided that the company shall have granted permission to the\nconcerned union leaders or members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.3\u003C\u002Fh3>\n\n\u003Cp> The company shall not unreasonably withhold permission requested for by the\nunion to enable her members to attend to union business provided that the union\nshould have made such request within a period of 48 hours in normal\ncircumstances or 24 hours in exceptional emergency cases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.4\u003C\u002Fh3>\n\n\u003Cp> Confirmation of all leave of absence granted by the company to any of its\nemployee(s) under this clause shall be given in writing to the employee(s) with\na copy to either the Branch Secretary or the General Secretary whatever the\ncase may be.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(20) Leave without pay\u003C\u002Fh2>\n\n\u003Cp>Leave without pay may be granted by mutual agreement between the employee\nand Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(21) Study leave\u003C\u002Fh2>\n\n\u003Cp>At the discretion of management1 an employee may be granted a study leave\nwith or without pay for such period as it may deem fit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(22) Refresher, skills training and development\u003C\u002Fh2>\n\n\u003Ch3>22.1\u003C\u002Fh3>\n\n\u003Cp> The company undertakes to ensure workers’ education and training for life\nlong learning to enhance improvement in service delivery and the quality of the\nworkers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.2\u003C\u002Fh3>\n\n\u003Cp> In the quest for competence and development, the company shall work to\nenhance:\u003C\u002Fp>\n\n\u003Cp>a) Continuous learning and improvement\u003C\u002Fp>\n\n\u003Cp>b) Identification of training and development needs\u003C\u002Fp>\n\n\u003Cp>c) Sharing of skills through both internal and employee exchange\nprogrammes\u003C\u002Fp>\n\n\u003Cp>d) In-house training programmes\u003C\u002Fp>\n\n\u003Cp>e) Moral and motivation levels amongst employees etc\u003C\u002Fp>\n\n\u003Cp>f) The establishment of an evaluation system that will indicate feasible\nimprovement\u003C\u002Fp>\n\n\u003Cp>g) Pro-active timely corrective actions as opposed to policing and\ncriminalizing of personnel in issues of industrial relations\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(23) Medical care\u003C\u002Fh2>\n\n\u003Ch3>23.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp> It shall be the responsibility of the company to provide medical\ncare\u002Ftreatment to all her employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.2\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp> in doing this, the company shall insure all her employees their registered\nspouse and four (4) dependants with a medical insurance scheme that shall be\ncharged with their medical care and treatment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(24) Housing allowance\u003C\u002Fh2>\n\n\u003Cp>IT he company shall pay an employee housing allowance as per housing\nallowance schedule Annex A to cater for the employee’s housing need.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(25) Daily staff transport allowance\u003C\u002Fh2>\n\n\u003Ch3>25.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-commutingallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp> The company shall pay transport allowance to the employees as per schedule\nAnnex A to cater for his\u002Fher daily transport needs to and from workplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.2\u003C\u002Fh3>\n\n\u003Cp> The company shall incur all travel expenses for employees on official\nduties out side their normal workstations and such travel expenses shall be\nseparate from the employees daily transport of to and from normal\nworkstation,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(26) Meals allowance\u003C\u002Fh2>\n\n\u003Ch3>26.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-mealvoucherstype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cp> The company shall provide three decent meals (mid morning break, lunch with\na soft drink and evening break tea) to all her employees daily or pay a meals\nallowance equivalent to 15% of an employee’s monthly gross earnings to enable\nan employee to meet the cost of his\u002Fher feeding while on duty,.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.2\u003C\u002Fh3>\n\n\u003Cp> The company shall provide clean and safe drinking water to staff at all\ntimes.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(27) Loan Guarantee\u003C\u002Fh2>\n\n\u003Cp>The company shall act as a loan guarantor for employees arid shall when\nrequested issue letters of introduction to any legally recognized bank or\nfinancial institution of an employee’s choice as a guarantee to enable such\nemployees to acquire salary loans from those institutions and in such a manner\nas shall not rest any liability on the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(28) New technology\u003C\u002Fh2>\n\n\u003Ch3>28.1\u003C\u002Fh3>\n\n\u003Cp> Both the company and the union agree positive change through technology\nthat shall improve efficiency provided change shall not create unnecessary\nunemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.2\u003C\u002Fh3>\n\n\u003Cp> Management shall train existing staff on the operations in any new\ntechnologies and shall provide all the necessary literature or information on\nthe operation and safety features on such technologies as a prerequisite for\nfurther excellence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(29) Abscondment from duty\u003C\u002Fh2>\n\n\u003Ch3>29.1\u003C\u002Fh3>\n\n\u003Cp> An employee shall be considered as having absconded from duty after\nabsenting him\u002Fherself from duty for a period of 7 (seven) consecutive working\ndays without any just cause, notification, permission from his\u002Fher, supervisor,\nHuman Resource Manager or any other responsible manager.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.2\u003C\u002Fh3>\n\n\u003Cp> If for reasons of circumstances beyond an employee’s control, such\nemployee reports on duty after seven days and it is established that indeed the\nemployee had no choice but to remain absent for the period beyond seven days\nwithout permission or notification to the company management or to the union,\nsuch employee shall resume duty without loss of pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.3\u003C\u002Fh3>\n\n\u003Cp> An employee found guilty of abscondment shall have terminated him\u002Fher self\nfrom duty and shall not be entitled to claim any terminal benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(30) Occupational Health and Safety (OHS)\u003C\u002Fh2>\n\n\u003Ch3>30.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp> Guided by the existing legislations and agreements in place both the union\nand (he company recognize the need to maintain high occupational health and\nsafety (OHS) standards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.2\u003C\u002Fh3>\n\n\u003Cp> Both the union and the company shall establish and maintain a coherent\npolicy on OHS and working environment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30,3 \u003C\u002Fh3>\n\n\u003Cp>There shall be established a union\u002Fcompany joint OHS sub-committee chaired\nby an OHS officer, which sub-committee shall regularly review all matters\nrelating to safety and health and that shall advice and inform the JNC. The\nsub- committee shall be composed of two representatives each from the union and\nthe company plus the OHS officer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.4 \u003C\u002Fh3>\n\n\u003Cp>The company shall in consultation with the union either on full time or part\ntime engage a qualified safety and health officer to chair the OHS and welfare\ncommittee and to keep a check on the observance of the labour and safety\nregulations and evaluate suggestions for improvements and complaints.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.5\u003C\u002Fh3>\n\n\u003Cp> The company shall provide personal protective equipment (PPEs) to all her\nemployees that are exposed to hazardous substances. These employees that shall\ninclude all those in maintenance etc shall each be entitled to two pairs of\noveralls, two pairs of overcoats, two pairs of strong shoes, two pairs of\ngloves and five pairs of socks annually.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.6\u003C\u002Fh3>\n\n\u003Cp> The Company shall insure alt her workers for purposes of ensuring safety\nand healthy for the workers as well as avoiding fines and penalties in cases of\nIndustrial accidents.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.7\u003C\u002Fh3>\n\n\u003Cp> An employee either handling hazardous substances, working in hazardous\nenvironment or any other employee that feels an ailment that he\u002Fshe considers\nan occupational illness, shall be medically examined periodically and advised\nby a recognized physician at the cost of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.8\u003C\u002Fh3>\n\n\u003Cp> The employee shall have right of choice of the physician he\u002Fshe would wish\nto visit for examination and it shall be the responsibility of the employee to\nask management for the periodical medical examination.\u003C\u002Fp>\n\n\u003Ch3>30.9\u003C\u002Fh3>\n\n\u003Cp> An employee medically confirmed ill resulting from an occupational hazard\nshall immediately be assigned other less or non hazardous duties and at the\nsame time be compensated in accordance to the Workers’ Compensation for the\ninjury caused to him\u002Fher as a result’ of the work he\u002Fshe was engaged in at\nthe company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.10\u003C\u002Fh3>\n\n\u003Cp> No Union leader or manager shall have access or seek to access an\nemployee’s medical reports without the consent and approval of that\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.11 \u003C\u002Fh3>\n\n\u003Cp>A complete continuously updated documentation and statistics shall be kept\nby the company and the union in regard to sickness (including occupational\nailments), accidents, near misses and sickness related absences from work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.12\u003C\u002Fh3>\n\n\u003Cp> The company shall provide first aid facilities at all operating sites where\nat least one person trained in first aid procedures shall be present at all\ntimes of the work process to offer services as and when need arises.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(31) Uniforms\u002FDress codes\u003C\u002Fh2>\n\n\u003Ch3>31.1\u003C\u002Fh3>\n\n\u003Cp> All employees that the company may from time to time recommend shall at all\ntimes be neatly\u002Fsmartly and decently dressed in the company uniforms,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31.2\u003C\u002Fh3>\n\n\u003Cp> In determining the nature of uniforms to be used by these employees, both\nthe company and the union agree to uphold the company image, respect and\nintegrity of the workers by enhancing modesty and decency in the dress\ncodes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31.3\u003C\u002Fh3>\n\n\u003Cp> Employees especially of the female gender shall not be dressed in uniforms\nthat expose their private parts such as breasts and thighs as this is said to\nbe one major cause of sexual harassment at work places and psychological\ntraumas both during and after work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(32) Sexual harassment\u003C\u002Fh2>\n\n\u003Ch3>32.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp> The company and the union agree to establish and maintain a zero tolerance\npolicy against sexual harassment in the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32.2 \u003C\u002Fh3>\n\n\u003Cp>A manager, supervisor, union leader or an employee who sexually harasses any\ncompany employee shall upon proof be dealt with in accordance with this\nagreement and the law in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32.3\u003C\u002Fh3>\n\n\u003Cp> An employee who feels sexually harassed shall have the right to report the\nmatter and have it addressed through the grievance handling procedure\nestablished in the recognition agreement and the laws in force.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(33) Gender and equality\u003C\u002Fh2>\n\n\u003Ch3>33.1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp> Realizing the important roles that both the male and female gender play in\nsustainable development and considering that women have severally been\nmarginalized as a result of the established customs and practices, both the\ncompany and the union agree to establish and maintain a gender and equality\npolicy to ensure proper balance of these roles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>33.2\u003C\u002Fh3>\n\n\u003Cp> Both the Union and the company shall establish a joint gender and equality\nsub-committee composed of two representatives each to study gender and equality\nissues and inform\u002Fadvice the JNC accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(34) HIV \u002F AIDS Policy\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Cp>Realizing the negative effects HIV\u002FAIDS has caused to humanity world over\nand to Uganda, both the company and the union agree to establish and maintain a\nwork place HIV\u002FAIDS policy to protect and safe guide workers against the\nScourge and its related\u003C\u002Fp>\n\n\u003Cp>stigma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(35) Development of policies\u003C\u002Fh2>\n\n\u003Cp>The union in consultation with the Company management undertakes to develop\ndraft proposals of all the policies mentioned above for discuss the subsequent\nJNC meetings. It is hereby agreed that each discussed and agreed upon policy\nshall be a supplement to this CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(36) Statutory deductions\u003C\u002Fh2>\n\n\u003Ch3>36.1\u003C\u002Fh3>\n\n\u003Cp> The Company shall comply with all statutory deductions on behalf .f\nemployees such as National Social Security Fund (NSSF), Union Dues, Pay as you\nearn (PAYE), local service tax etc in accordance with the laws and regulations\nthereof such as NSSF Act, Labour Unions Act, Employment Act, Income Tax Act,\netc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>36.2\u003C\u002Fh3>\n\n\u003Cp> It is hereby understood that all employees of the company shall be under\nobligation to make NSSF contributions and pay the required taxes as prescribed\nby law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>36.2\u003C\u002Fh3>\n\n\u003Cp> The company shall on a quarterly basis, furnish the union with schedules of\nthe workers’ statutory deductions for purposes of responding to complaints\nand monitoring compliance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(37) Death of employee\u003C\u002Fh2>\n\n\u003Ch3>37.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp> In the event of death of an employee, the company shall provide the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>a.) A coffin, wrapping material, embalming of the body, two bags of cement,\nthree square meters of wire mesh, one iron sheet and transport to carry the\nbody of the employee and his\u002Fher personal effects to his\u002Fher native village.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) One million (1,500,000\u002F=) shillings for food and related expenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>37.2\u003C\u002Fh3>\n\n\u003Cp> in case of death of his authorized dependant i.e. spouse, child or parent\nthe assistance will be as follows;\u003C\u002Fp>\n\n\u003Cp>a.) Spouse 700,000\u002F=\u003C\u002Fp>\n\n\u003Cp>b1) Child 500,000\u002F=\u003C\u002Fp>\n\n\u003Cp>c.) Parent 400,000\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(38) Retirement\u003C\u002Fh2>\n\n\u003Ch3>38.1\u003C\u002Fh3>\n\n\u003Cp> An employee may retire as a result of old age at 55 or may for whatever\nreasons he\u002Fshe may have take an early retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>38.2\u003C\u002Fh3>\n\n\u003Cp> An employee retired on grounds of old age shall be notified by the company\nfour months to the date of retirement and shall be paid terminal benefits in\naccordance to clauses (9) above plus an equivalent in cash of any outstanding\nbalances of annual leave, public holidays, overtime etc worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>41.3 Delayed old age retirement of an employee shall be at the discretion of\nthe company but after the payment of all the employee’s old age\nretirement\u002Fterminal benefits and on a fresh contract that shall not exceed two\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>41.3 For whatever reasons, the company may send an employee to an early\nretirement provided such employee shall be entitled to be paid all his\u002Fher\nterminal\u002Fretirement benefits in accordance to clauses (9) above plus thirty\npercent of his\u002Fher total earnings for .the uncompleted years of service leading\nto retirement age.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(39) Resignation\u003C\u002Fh2>\n\n\u003Ch3>39.1\u003C\u002Fh3>\n\n\u003Cp> For whatever reasons, an employee may resign from service by giving the\ncompany written notice in accordance to the number of years worked as provided\nfor in clauses (9) above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>39.2\u003C\u002Fh3>\n\n\u003Cp> Other than payment mo lieu of notice, an employee resigning his or her\nservices shall be entitled to be paid terminal benefits in accordance to\nclauses (9) above plus any other outstanding balances of entitlements provided\nfor in this CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(40) Redundancy or Layoffs\u003C\u002Fh2>\n\n\u003Ch3>40.1\u003C\u002Fh3>\n\n\u003Cp> Should redundancy occur or the need arise for restructuring, the company\nmay lay off certain workers in accordance to clauses (9) above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>40,2\u003C\u002Fh3>\n\n\u003Cp> The company undertakes to give an adequate notice of not less than two\nmonths to the union with reasons explaining the cause of the intended\nlayoff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>40.3.1\u003C\u002Fh3>\n\n\u003Cp> During the period of notice the employee shall as far as it is practicable\nbe entitled to reasonable amount of time off without loss of pay in order to\nlook for an alternative employment or make necessary adjustments for a new\nlife.\u003C\u002Fp>\n\n\u003Ch3>40.3.2\u003C\u002Fh3>\n\n\u003Cp> All union Leaders shall automatically assume top seniority in which case if\nlayoff occurs, no shopsteward in spite of his\u002Fher actual period of time worked\nin the company shall be laid off until all the other employees of the company\nhave been laid off subject to skills and ability to do the job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(41) Long service recognition and awards\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-longserviceallowancetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Cp>The company shall give long service awards to employees that would have\nworked with the company for a period of ten (10) continuous years and above.\nSuch awards shall be in the form of physical items such as iron sheets,\ncookers, cement, TVs etc.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(42) Repatriation\u003C\u002Fh2>\n\n\u003Cp>Repatriation allowance shall be paid to employees who have been terminated\nfrom their services as result of no fault of their own. This allowance is\nintended at transporting the employee together with the family to his or her\ncountry home.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(43) Certificate of service\u003C\u002Fh2>\n\n\u003Cp>An employee terminated from service for any other reason other than gross\nmisconduct shall be entitled to and shall be issued with a certificate of\nservice together with recommendation letter on request. Certificate of service\nshall include the name and address of employer, name of employee, dates of\ncommencement and termination of service and type of work performed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(44) Disciplinary code\u003C\u002Fh2>\n\n\u003Ch3>44.1\u003C\u002Fh3>\n\n\u003Cp> Warnings and terminations: It is the intention of the company and the Union\nthat disciplinary action taken against an employee shall have the goal of\ncorrecting or improving performance and conduct, where breaches of discipline\ndo not warrant instant dismissals as laid down in this CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.2\u003C\u002Fh3>\n\n\u003Cp> It is also the intention of both the company and the union that no\ndisciplinary action shall be taken against an employee for no just cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.3\u003C\u002Fh3>\n\n\u003Cp> All disciplinary actions shall be taken by the Human Resource Manager\nacting on the recommendations of the relevant departmental heads or taken by\nany other manager with the approval of the Human Resource Manager.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.4\u003C\u002Fh3>\n\n\u003Cp> A letter of disciplinary action taken against an employee may be in writing\nand shall be dully signed by the employee, copied to the union’s Branch\nSecretary and recorded in the employee’s personal file for reference.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.5\u003C\u002Fh3>\n\n\u003Cp> A disciplinary action taken against an employee without the employee’s\nsignature and recorded on the employee’s file shall be regarded as malicious\nand shall be considered null and void.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.6\u003C\u002Fh3>\n\n\u003Cp> An employee shall not refuse to sign a letter stating any disciplinary\naction taken against him\u002Fher as such refusal may attract a much more serious\ndisciplinary action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.7 \u003C\u002Fh3>\n\n\u003Cp>An employee who having received a letter containing any disciplinary action\nand considers the accusation therein as untrue, shall have the right to write a\ndefence in reply with a copy to the superior manager and union and requesting\nthat the disciplinary action be nullified.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.8\u003C\u002Fh3>\n\n\u003Cp> The employee shall also ensure that the manager that issued him\u002Fher with\nthe letter of disciplinary action acknowledges receipt of his\u002Fher defence\nletter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.9 \u003C\u002Fh3>\n\n\u003Cp>Such manager shall not refuse to acknowledge receipt of the defence letter\nand should ensure the defence letter is also kept on the employee’s file,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.10\u003C\u002Fh3>\n\n\u003Cp> At this stage the matter should be taken up as a grievance and be dealt\nwith in accordance to the grievance handling procedure contained in the\nrecognition agreement, and this CBA. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>45) disciplinary actions\u003C\u002Fh2>\n\n\u003Cp>all disciplinary actions are carried out in a fair and just, consistent\nmanner, done through a Disciplinary Sub-Committee, comprising of three each\nfrom both the company and the Union including one departmental\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.02 PROCEDURE:\u003C\u002Fh3>\n\n\u003Cp>The following are the disciplinary procedures for offences involving\nmisconduct (other than gross misconduct)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.03 INFORMAL WARNING\u003C\u002Fh3>\n\n\u003Cp>A minor breach of rules or failure to meet or maintain standards will result\nin an informal warning by the supervisor. This shall not be recorded but the\nsupervisor and the staff in question shall examine the necessary steps to\ncorrect the fault.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.04 RECORDED VERBAL WARNING\u003C\u002Fh3>\n\n\u003Cp>If similar or more serious breaches of indiscipline occur, the supervisor\nshall give the details of the offence to the head of department. The head of\ndepartment shall investigate the matter and if the employee’s explanation is\nfound to be unsatisfactory, a recorded verbal warning will be issued to the\nemployee by the department head with copy to the union’s branch secretary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.05 FIRST WRITTEN WARNING\u003C\u002Fh3>\n\n\u003Cp>If an employee commits the same offence or any other breach of disciplinary\ncode the departmental head shall give the details of the offence to the Human\nResources Manager. The Human Resource Manger shall investigate the matter and\nif the employee’s explanation is found to be unsatisfactory, the first\nwritten warning will be issued by the Human Resource manager.\u003C\u002Fp>\n\n\u003Ch3>45.06 SECONDWRITTEN WARNING\u003C\u002Fh3>\n\n\u003Cp>Further breach of discipline shall result into a second written warning\nbeing issued to the employee. The employee must be warned that any further\nbreach may lead to third and final written warning. The procedures will be the\nsame as the first written warning.\u003C\u002Fp>\n\n\u003Cp>shall be representatives shopsteward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.07 THIRD FINAL WRITTEN WARNING\u003C\u002Fh3>\n\n\u003Cp>A further breach of discipline will result into a third and final written\nwarning. If despite of the previous warnings the employee fails to meet the\nprescribed standards. The employee must be informed at this stage that any\nfurther breach may lead to termination of service. The procedure will be the\nsame as for the first and second written warnings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.08\u003C\u002Fh3>\n\n\u003Cp> At every stage, a copy of the written warning must be filed in the\nemployee’s personal file. No written warning shall be valid for more than 6\n(six) months. Such warning shall be cancelled after (6) six months from the\ndate of issue. No further references shall be made on all “lapsed”\nwarnings. This is so far the reason that the employee shall have been\nconsidered reformed if no similar breach of conduct is made within six months\nmentioned above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.09 WARNINGS:\u003C\u002Fh3>\n\n\u003Cp>Written warnings be given for the following offences:\u003C\u002Fp>\n\n\u003Cp>a) Absenteeism from duty without permission or just cause\u003C\u002Fp>\n\n\u003Cp>b) Failure to comply with lawful instructions or refusal by an employee to\nexecute a reasonable instruction given by the relevant manager or his\u002Fher\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>c) Neglect of work for which one has been employed.\u003C\u002Fp>\n\n\u003Cp>d) Being intoxicated while on duty or working.\u003C\u002Fp>\n\n\u003Cp>e) Inciting abuse of lawful orders and instructions of management or its\nrepresentative(s).\u003C\u002Fp>\n\n\u003Cp>f) Forging particulars or presenting forged particulars in any office at\nwork for any purpose.\u003C\u002Fp>\n\n\u003Cp>g) Inflating commodity prices for personal gain.\u003C\u002Fp>\n\n\u003Cp>h)Misusing Company property or work equipment or using them for private\npurposes without permission\u002Fauthorization.\u003C\u002Fp>\n\n\u003Cp>i) Negligence or carelessness at work causing damage or loss to the\nCompany\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.10 INSTANT DISMISSAL\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>Should an employee commit any of the following offences he\u002Fshe will be\nliable to instant dismissal by the Management of the Company.\u003C\u002Fp>\n\n\u003Cp>a)Theft\u003C\u002Fp>\n\n\u003Cp>b) Fraud\u003C\u002Fp>\n\n\u003Cp>c) Proven gross insubordination within ones normal scope of duties.\u003C\u002Fp>\n\n\u003Cp>d) Assault of any person at the workplace. e) Drunkenness on duty witnessed\nby a senior Management staff and a Union representative.\u003C\u002Fp>\n\n\u003Cp>f) Bringing unauthorized dangerous weapons into the Company\u003C\u002Fp>\n\n\u003Cp>g) Drug abuse whilst on duty.\u003C\u002Fp>\n\n\u003Cp>h) Willful damage of Company property\u003C\u002Fp>\n\n\u003Cp>I) Rudeness to customers for no just cause.\u003C\u002Fp>\n\n\u003Cp>j) Prolonged absenteeism without cause.\u003C\u002Fp>\n\n\u003Cp>k) Divulging confidential Company information\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.11\u003C\u002Fh3>\n\n\u003Cp> in all cases leading to warnings, termination or instant dismissal,\ninvestigations shall just be conducted and an employee granted a chance to\ndefend hi\u002Fher self first before any action is taken\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.12\u003C\u002Fh3>\n\n\u003Cp> Notwithstanding, the provisions of preceding sub clauses of this Para;\nnothing in this agreement shall preclude any employee involved, from raising\nthe matter of such warning, suspension, termination or dismissals under the\ngrievance procedure established by the Recognition Agreement and this CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.13\u003C\u002Fh3>\n\n\u003Cp> In cases where the employee in question strongly feels dissatisfied by the\ndecision of the disciplinary sub-committee, he\u002Fshe will have the iight to\nappeal to the Joint Negotiation Council (JNC)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.14\u003C\u002Fh3>\n\n\u003Cp> In a case where the action of the Company is proven to constitute an act of\nwrongful repudiation of contract by the employer, the employee involved shall\nbe reinstated without loss of pay or seniority rights.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45,15\u003C\u002Fh3>\n\n\u003Cp> Further, notwithstanding the foregoing provisions, the Company may inflict\nupon any employee who has been subjected to the disciplinary procedure, the\nfollowing lesser severe punishments:\u003C\u002Fp>\n\n\u003Cp>a) Termination of services\u003C\u002Fp>\n\n\u003Cp>b) Demotion but without reduction in salaries or wages\u003C\u002Fp>\n\n\u003Cp>d) Suspension without pay for a period not exceeding one month,\u003C\u002Fp>\n\n\u003Cp>e) Stoppage of increment\u003C\u002Fp>\n\n\u003Cp>f) Reprimand.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.16 SUSPENSION FOR INVESTGATIONS\u003C\u002Fh3>\n\n\u003Cp>a) Where it requires Management to make investigations in case of an\noffence, an employee may be suspended on the basis of a preliminary\ninvestigation apart showing likely breach of a disciplinary code. Such\nsuspension shall be in writing and copied to (the Branch Secretary b)\nSuspension under this clause shall not exceed I (one) week. The salary of the\nemployee on suspension shall be reduced by half the basic pay. After I (one)\nweek, if the investigations into the employee’s case are not yet completed,\nthe suspension period will be extended in writing for another I (one) Week.\nAfter 1 (one) week extension if the employee is not proven guilty of the\noffence, he\u002Fshe will? be assumed to have no case to answer and therefore, he\u002F\nshe shall resume duties with full pay as from the day of suspension.\u003C\u002Fp>\n\n\u003Ch3>45.17 SUSPENSION FOR INDISCIPLINE\u003C\u002Fh3>\n\n\u003Cp>Suspension for indiscipline shall be given to employees whose discipline is\nindeed wanting as shall be determined by the disciplinary sub-committee but not\nexceeding seven days and shall be without pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>(46) OMISSION\u003C\u002Fh2>\n\n\u003Cp>The JNC shall provide for situation where this CBA remains silent and no\nsingle party herein shall determine any terms and conditions relatino,4o an\nemployee unless in reference to the law and for which the parties hereto\nrecognize that provides minimum basic standards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>47) DURATION AND EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Ch3>47.01\u003C\u002Fh3>\n\n\u003Cp>The company and the union have concluded negotiations on the above general\nterms and conditions of service hereby, agree that this agreement referred\nabove, shall be effective from the 17 of the month of July 2012 for a period of\n2 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>47.02 \u003C\u002Fh3>\n\n\u003Cp>This agreement hereby repeal all the existing human resource manual and any\nother employment contract entered into between the employee and company.\u003C\u002Fp>\n\n\u003Ch3>47.03 \u003C\u002Fh3>\n\n\u003Cp>This agreement shall be reviewed thirty (30) days to expiry date following\nthe union's written notes setting forth the nature of any proposed amendments\nand other related matters hereof addressed to the company.\u003C\u002Fp>\n\n\u003Ch3>47.04\u003C\u002Fh3>\n\n\u003Cp>If for circumstances beyond the control of both the company and the union\nthere is experienced a delay in the review of this agreement, this agreement\nshall continue being in force untill amended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>General Manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF NATIONAL UNION OF THEATRICAL\u003C\u002Fp>\n\n\u003Cp>General Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17\u002F07\u002F2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"disabilitypay":44,"hourspday_select":48,"trainingprogrammes":52,"dayspweek_select":56,"contracttrialperiod":59,"maxsicknesspay":63,"maternitydiscrimination":67,"maternity_nursing_breaks_length":71,"alternatives":75,"sexualhar":79,"schedulesrestpw":83,"childcare":87,"pregnancy":91,"equalityotherclause":95,"nursingmothers":99,"funeralpay":101,"MEALALL_trigger":105,"paidmaternityleaveduration":109,"maternityotherclause":113,"discrimination":117,"paidmaternityleavepayperc":121,"OVERTIME_trigger":123,"holidaysdays":127,"SENIOR_trigger":131,"COSTLIV_trigger":135,"healthcareaccess":139,"healthinsurance":143,"COMMUTE_trigger":147,"ANNLEAVE_trigger":151,"mealvoucherstype1":155,"WAGES_determined":157,"healthandsafetypolicy":161,"breastfeeding_dangerouswork":165,"commutingallowancetype1":169,"ONCERISE_trigger":171,"sicknesspay":175,"longserviceallowancetype1":177,"longserviceallowancetype2":179,"healthinsurancerelatives":181,"paidmaternityleaveall":183,"SCHEDULE_trigger":185,"contracttrial":187,"paidpaternityleave":189,"breastfeeding_workingtime":193,"eqpay":195,"PAIDLEAV_trigger":199,"NOCTPREM_trigger":202,"healthcareaccessrelatives":206,"nursingfacilities":208,"gender":212,"violence":214,"timeoff":218,"contractseverancepay1":222,"bankholidays1":226,"hivpolicy":230,"paidmaternityleavepay":234,"mealvouchers":236,"sicknessmaxdays":238,"paidmaternityleave":240,"shiftstype1":242,"contractseverancepay":246,"jobsecuritymothers":248,"paidpaternityleaveduration":252},{"bindId":45,"name":46,"text":47},"disabilitypay"," In case of sickness resulting from an a"," In case of sickness resulting from an accident or any other occupational\nhazard, the employer shall treat and compensate the employee in accordance to\nthe Workers Compensation Act:\n\n\n\n15.2.6\n\n In the case of occupational sickness the employee shall remain in\nemployment until he\u002Fshe recovers and duly compensated in accordance to the\nWorkers’ Compensation Act.\n\n\n\n15.2.7\n\n An employee who gets physically incapacitated while in the service of the\ncompany shall be maintained in the service of the company with lighter duties\nthat he\u002Fshe may be able to perform.",{"bindId":49,"name":50,"text":51},"hourspday_select"," The standard working hours per day for "," The standard working hours per day for all employees shall be eight (8)\nhours from Monday to Friday. Weekends shall be worked as overtime and\ncompensated for in accordance to the format explained below under overtime.\n\n\n\n10.2.1\n\n The daily normal working hours shall be from 0830 hrs to 1730 hrs with a\ndaily lunch break of 60 (sixty minutes) and l5minutes tea break at 10,3Oam and\nl6hrs respectively.",{"bindId":53,"name":54,"text":55},"trainingprogrammes"," Contract Employee This shall be an empl"," Contract Employee\n\nThis shall be an employee engaged for a limited period of time due to the\nfact that the work to be done by such an employee is available just for that\nlimited period that shall in which case not exceed one year. Such work may\ninclude consultancy, external audits, education and training of employees\netc",{"bindId":57,"name":50,"text":58},"dayspweek_select"," The standard working hours per day for all employees shall be eight (8)\nhours from Monday to Friday. Weekends shall be worked as overtime and\ncompensated for in accordance to the format explained below under overtime.",{"bindId":60,"name":61,"text":62},"contracttrialperiod"," Probation Period and confirmation a)New"," Probation Period and confirmation\n\na)New employees shall be engaged for a probationary period of three months.\nHowever, at the discretion of Management in consultation with the union and the\nemployee, management can give an extension of up to three months after which an\nemployee may be terminated or confirmed.",{"bindId":64,"name":65,"text":66},"maxsicknesspay"," One (1) month with full pay, one (1) mo"," One (1) month with full pay, one (1) month with half pay followed with\nanother one month without pay in case of persistent illness and thereafter\ntermination or retirement on medical grounds may be considered.",{"bindId":68,"name":69,"text":70},"maternitydiscrimination","A female employee shall be guaranteed th","A female employee shall be guaranteed the right to return to the same or an\nequivalent position aid at the same or higher rate at the end of her maternity\nleave.",{"bindId":72,"name":73,"text":74},"maternity_nursing_breaks_length"," Female employees shall be granted lime "," Female employees shall be granted lime off to nurse their young babies with\nfull pay and such employees with babies of below one year old shall be exempted\nfrom working overtime and during late night shifts that exceed 8.00 p.m.",{"bindId":76,"name":77,"text":78},"alternatives"," A pregnant mother shall be granted dail"," A pregnant mother shall be granted daily periods of rest during working\nhours as and when required or as may be recommended by a registered medical\npractitioner.\n\n\n\n16.10\n\n A pregnant employee shall perform work which is appropriate to her physical\ncapacity and which excludes contact with pesticides) chemicals or radioactive\nrays or any other hazardous substances.\n\n\n\n16.11\n\n Female employees shall be granted lime off to nurse their young babies with\nfull pay and such employees with babies of below one year old shall be exempted\nfrom working overtime and during late night shifts that exceed 8.00 p.m.",{"bindId":80,"name":81,"text":82},"sexualhar"," The company and the union agree to esta"," The company and the union agree to establish and maintain a zero tolerance\npolicy against sexual harassment in the company.\n\n\n\n32.2 \n\nA manager, supervisor, union leader or an employee who sexually harasses any\ncompany employee shall upon proof be dealt with in accordance with this\nagreement and the law in force.\n\n\n\n32.3\n\n An employee who feels sexually harassed shall have the right to report the\nmatter and have it addressed through the grievance handling procedure\nestablished in the recognition agreement and the laws in force.",{"bindId":84,"name":85,"text":86},"schedulesrestpw"," Each week shall include a period of one"," Each week shall include a period of one day off of not less than 24 (twenty\nfour) hours of continuous rest.",{"bindId":88,"name":89,"text":90},"childcare"," In exceptional prevailing circumstances"," In exceptional prevailing circumstances and upon application in writing, an\nemployee will be granted paid compassionate leave for a period agreed upon\nbetween the employee and the Human Resource Manager or any other responsible\nmanager.",{"bindId":92,"name":93,"text":94},"pregnancy"," Special needs of female employees shall"," Special needs of female employees shall be taken into account in relation\nto pregnancy, breastfeeding and reproductive health.",{"bindId":96,"name":97,"text":98},"equalityotherclause"," Realizing the important roles that both"," Realizing the important roles that both the male and female gender play in\nsustainable development and considering that women have severally been\nmarginalized as a result of the established customs and practices, both the\ncompany and the union agree to establish and maintain a gender and equality\npolicy to ensure proper balance of these roles.\n\n\n\n33.2\n\n Both the Union and the company shall establish a joint gender and equality\nsub-committee composed of two representatives each to study gender and equality\nissues and inform\u002Fadvice the JNC accordingly.",{"bindId":100,"name":73,"text":74},"nursingmothers",{"bindId":102,"name":103,"text":104},"funeralpay"," In the event of death of an employee, t"," In the event of death of an employee, the company shall provide the\nfollowing:\n\na.) A coffin, wrapping material, embalming of the body, two bags of cement,\nthree square meters of wire mesh, one iron sheet and transport to carry the\nbody of the employee and his\u002Fher personal effects to his\u002Fher native village.\n\n\n\nb) One million (1,500,000\u002F=) shillings for food and related expenses.\n\n\n\n37.2\n\n in case of death of his authorized dependant i.e. spouse, child or parent\nthe assistance will be as follows;\n\na.) Spouse 700,000\u002F=\n\nb1) Child 500,000\u002F=\n\nc.) Parent 400,000\u002F=",{"bindId":106,"name":107,"text":108},"MEALALL_trigger"," The company shall provide three decent "," The company shall provide three decent meals (mid morning break, lunch with\na soft drink and evening break tea) to all her employees daily or pay a meals\nallowance equivalent to 15% of an employee’s monthly gross earnings to enable\nan employee to meet the cost of his\u002Fher feeding while on duty,.\n\n\n\n26.2\n\n The company shall provide clean and safe drinking water to staff at all\ntimes.",{"bindId":110,"name":111,"text":112},"paidmaternityleaveduration"," A pregnant female employee shall be gra"," A pregnant female employee shall be granted a 90 working days maternity\nleave on full pay that shall include a minimum of six (8) weeks after\ndelivery.",{"bindId":114,"name":115,"text":116},"maternityotherclause","16.2 Such employee shall be free and all","16.2\n\n Such employee shall be free and allowed to schedule her annual leave to\neither immediately succeed or precede her maternity leave period.\n\n\n\n16.3\n\n The pregnant female employee shall submit an application for maternity\nleave to the Human Resource Manager or any other responsible manager for the\nleave to commence at least not later than two weeks to the expected period of\ndelivery.\n\n\n\n16.4\n\n The prenatal portion of maternity leave shall be extended by any period\nelapsing between the presumed date of child birth and the actual date, without\nreduction in any compulsory portion of postnatal leave.\n\n\n\n16.5\n\n Under no circumstance shall maternity leave or parts thereof be replaced by\nany financial offers.",{"bindId":118,"name":119,"text":120},"discrimination","4.03.1 Promotions shall be open to all e","4.03.1 Promotions shall be open to all employees of the company without any\ndiscrimination and shall be granted on merit described in an open and clear\nformat agreed upon by both the union and management.",{"bindId":122,"name":111,"text":112},"paidmaternityleavepayperc",{"bindId":124,"name":125,"text":126},"OVERTIME_trigger","overtime shall mean the time when an emp","overtime shall mean the time when an employee is required to continue\nrendering service to the company in excess of eight (8) hours a day.\n\n\n\n11.2\n\nOvertime work is a practice that must be discouraged as much as possible by\nboth the union and the company. However, where it is absolutely necessary that\nan employee has to work overtime, payment for such overtime shall be made in\naccordance to the following criteria:\n\n\n\na) Overtime worked on ones normal working day shall be paid at two (2) times\nthe daily gross hourly rate for up to two hours for that day.\n\n\n\nb) Overtime worked on gazetted public holidays and\u002For on the employee’s\nrest day shall be paid at three (3) times the daily gross hourly rate for the\nnormal eight working hours of the day.\n\n\n\nc) Compensation in days other than money in lieu of overtime worked during\ngazette public holidays and on an employee’s rest days shall be at the same\nrate of 1:3 i.e. one public holiday or rest day to rest days in\ncompensation.\n\n\n\nd) Overtime rates during normal working days shall apply where an employee\nworks at least 30 minutes in excess of his\u002Fher normal eight working hours and\nsuch overtime worked during a normal working day shall not under any\ncircumstances exceed two (2) hours.\n\n\n\ne) Overtime worked during public holidays and on the employees rest days\nshall not exceed the normal eight daily working hours.\n\n\n\nf) Where overtime exceeds eight hours on the public holidays and on the\nemployee’s rest days such overtime shall be calculated at the rate of five\n(5) times the daily gross hourly rate up to two hours.\n\n\n\ng) It is hereby understood and agreed that under no circumstance shall an\nemployee work for more than ten hours in a day.\n\nh) In all circumstances, working overtime shall remain optional and shall be\nworked through mutual agreement reached between (he responsible manager and the\nemployee. Therefore no employee shall be forced to work overtime or be\nintimidated, victimized or penalized in any way on account of his\u002Fher refusal\nto work overtime.\n\ni) Unless or otherwise stated, overtime worked shall be calculated and paid\ntogether with all other emoluments at the end of the month in which the\novertime was worked,",{"bindId":128,"name":129,"text":130},"holidaysdays"," Having worked for six continuous months"," Having worked for six continuous months an employee shall be entitled to a\nthirty days leave herein referred to as annual leave.",{"bindId":132,"name":133,"text":134},"SENIOR_trigger","The company shall give long service awar","The company shall give long service awards to employees that would have\nworked with the company for a period of ten (10) continuous years and above.\nSuch awards shall be in the form of physical items such as iron sheets,\ncookers, cement, TVs etc.",{"bindId":136,"name":137,"text":138},"COSTLIV_trigger"," The company and the Union also agree to"," The company and the Union also agree to annually review employees’\nsalaries to enable them (employees) adjust to the ever increasing cost of\nliving. The salary adjustrnen for the year 2009 is hereby attached and marked\nAnnexture 2.",{"bindId":140,"name":141,"text":142},"healthcareaccess"," It shall be the responsibility of the c"," It shall be the responsibility of the company to provide medical\ncare\u002Ftreatment to all her employees.\n\n\n\n23.2\n\n in doing this, the company shall insure all her employees their registered\nspouse and four (4) dependants with a medical insurance scheme that shall be\ncharged with their medical care and treatment.",{"bindId":144,"name":145,"text":146},"healthinsurance"," in doing this, the company shall insure"," in doing this, the company shall insure all her employees their registered\nspouse and four (4) dependants with a medical insurance scheme that shall be\ncharged with their medical care and treatment.",{"bindId":148,"name":149,"text":150},"COMMUTE_trigger"," The company shall pay transport allowan"," The company shall pay transport allowance to the employees as per schedule\nAnnex A to cater for his\u002Fher daily transport needs to and from workplace.\n\n\n\n25.2\n\n The company shall incur all travel expenses for employees on official\nduties out side their normal workstations and such travel expenses shall be\nseparate from the employees daily transport of to and from normal\nworkstation,",{"bindId":152,"name":153,"text":154},"ANNLEAVE_trigger","g) One month salary for every outstandin","g) One month salary for every outstanding annual leave.",{"bindId":156,"name":107,"text":108},"mealvoucherstype1",{"bindId":158,"name":159,"text":160},"WAGES_determined"," The new employee shall on acceptance of"," The new employee shall on acceptance of the appointment be issued with an\nidentity card of the company and shall undergo any appropriate and required\ninductions.",{"bindId":162,"name":163,"text":164},"healthandsafetypolicy"," Guided by the existing legislations and"," Guided by the existing legislations and agreements in place both the union\nand (he company recognize the need to maintain high occupational health and\nsafety (OHS) standards.\n\n\n\n30.2\n\n Both the union and the company shall establish and maintain a coherent\npolicy on OHS and working environment.\n\n\n\n30,3 \n\nThere shall be established a union\u002Fcompany joint OHS sub-committee chaired\nby an OHS officer, which sub-committee shall regularly review all matters\nrelating to safety and health and that shall advice and inform the JNC. The\nsub- committee shall be composed of two representatives each from the union and\nthe company plus the OHS officer.\n\n\n\n30.4 \n\nThe company shall in consultation with the union either on full time or part\ntime engage a qualified safety and health officer to chair the OHS and welfare\ncommittee and to keep a check on the observance of the labour and safety\nregulations and evaluate suggestions for improvements and complaints.\n\n\n\n30.5\n\n The company shall provide personal protective equipment (PPEs) to all her\nemployees that are exposed to hazardous substances. These employees that shall\ninclude all those in maintenance etc shall each be entitled to two pairs of\noveralls, two pairs of overcoats, two pairs of strong shoes, two pairs of\ngloves and five pairs of socks annually.\n\n\n\n30.6\n\n The Company shall insure alt her workers for purposes of ensuring safety\nand healthy for the workers as well as avoiding fines and penalties in cases of\nIndustrial accidents.\n\n\n\n30.7\n\n An employee either handling hazardous substances, working in hazardous\nenvironment or any other employee that feels an ailment that he\u002Fshe considers\nan occupational illness, shall be medically examined periodically and advised\nby a recognized physician at the cost of the company.\n\n\n\n30.8\n\n The employee shall have right of choice of the physician he\u002Fshe would wish\nto visit for examination and it shall be the responsibility of the employee to\nask management for the periodical medical examination.\n\n30.9\n\n An employee medically confirmed ill resulting from an occupational hazard\nshall immediately be assigned other less or non hazardous duties and at the\nsame time be compensated in accordance to the Workers’ Compensation for the\ninjury caused to him\u002Fher as a result’ of the work he\u002Fshe was engaged in at\nthe company.\n\n\n\n30.10\n\n No Union leader or manager shall have access or seek to access an\nemployee’s medical reports without the consent and approval of that\nemployee.\n\n\n\n30.11 \n\nA complete continuously updated documentation and statistics shall be kept\nby the company and the union in regard to sickness (including occupational\nailments), accidents, near misses and sickness related absences from work.\n\n\n\n30.12\n\n The company shall provide first aid facilities at all operating sites where\nat least one person trained in first aid procedures shall be present at all\ntimes of the work process to offer services as and when need arises.",{"bindId":166,"name":167,"text":168},"breastfeeding_dangerouswork"," A pregnant employee shall perform work "," A pregnant employee shall perform work which is appropriate to her physical\ncapacity and which excludes contact with pesticides) chemicals or radioactive\nrays or any other hazardous substances.",{"bindId":170,"name":149,"text":150},"commutingallowancetype1",{"bindId":172,"name":173,"text":174},"ONCERISE_trigger"," Employees in continuous service with th"," Employees in continuous service with the employer shall qualify to get\nbonus at the rate of 7% of the employee’s total monthly earnings applicable\nto an employee that has worked with the company for a period of 4 to 9years and\n9% for employees that have worked for a Period above 10 years",{"bindId":176,"name":65,"text":66},"sicknesspay",{"bindId":178,"name":133,"text":134},"longserviceallowancetype1",{"bindId":180,"name":133,"text":134},"longserviceallowancetype2",{"bindId":182,"name":145,"text":146},"healthinsurancerelatives",{"bindId":184,"name":111,"text":112},"paidmaternityleaveall",{"bindId":186,"name":85,"text":86},"SCHEDULE_trigger",{"bindId":188,"name":61,"text":62},"contracttrial",{"bindId":190,"name":191,"text":192},"paidpaternityleave"," A male employee shall be granted seven "," A male employee shall be granted seven (7) days Paternity leave per each\nchild birth from his registered wife to enable him provide the required\nassistance to the nursing mother and baby.\n\n\n\n17.2\n\n A male employee shall submit an application requesting to be granted a\npaternity leave at the time the birth is expected to occur or there after the\nbaby is born.\n\n\n\n17.3 \n\nPaternity leave shall not be granted in circumstances where the born baby is\nbeyond five months old.",{"bindId":194,"name":73,"text":74},"breastfeeding_workingtime",{"bindId":196,"name":197,"text":198},"eqpay","d) To ensure the principle of equal work","d) To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed and colour.",{"bindId":200,"name":129,"text":201},"PAIDLEAV_trigger"," Having worked for six continuous months an employee shall be entitled to a\nthirty days leave herein referred to as annual leave.\n\na) The annual leave shall be taken once every calendar year following the\ncompany’s corporate annual Leave Roster for staff that shall be compiled\nbefore the end of the year preceding ones leave commencement. Leave dates shall\nbe fixed in consultation with the beneficiary employee.\n\n\n\nb) Every employee proceeding on an annual leave shall be entitled to the\nfollowing:\n\ni. A lump sum two months salary paid at the end of the month preceding the\nleave\n\nmonth to cover the preceding month and the leave month.\n\n\n\nii. Transport to the country home calculated at the rate of two thousand\n(2000) shillings per kilometer\n\niii. The above salaries and allowances for leave shall be paid in a total\nlump sum prior to the date of leave commencement.\n\n\n\niv. Annual leave shall be computed by counting only normal working days. All\noff days such as Saturdays, Sundays and rostered off days for shift workers and\npublic\n\nHolidays that fall within the annual leave period shall not be counted\nwhile\n\nComputing annual leave days.\n\n\n\nv. An employee intending to proceed on leave shall submit his or her\napplication to the Human resource Manager for approval through his\u002Fher\nimmediate supervisor for recommendation (no objection).\n\n\n\nVI. Annual leave shall be taken within the calendar year and if due to\noperational necessities and emergencies, management calls upon the employee to\nremain on duty during the leave period, then the company shall compensate the\nemployee at the rate of three times the employee’s total monthly earnings\nplus three days off.\n\nvii. Such employee working during the leave period shall be prohibited from\ndoing any overtime work during that leave month.\n\n\n\nviii. Any call upon an employee to work during a leave month shall not be\ndone more than once in a three years period.\n\n\n\nc) Where an employee’s leave is interrupted (an employee is recalled while\non leave) and he\u002Fshe resumes leave after the interruption, the company shall\nalso pay for the employee’s transport calculated at the rate as indicated\nunder sub clause (c) above.",{"bindId":203,"name":204,"text":205},"NOCTPREM_trigger","Considering that nature and society rega","Considering that nature and society regards a night as a time of rest and\nfurther ‘ considering that reporting to and from work at night has several\nrisks associated with it, irrespective of the employee’s having worked for\neight hours a day, an employee working on night shift shall be entitled to and\nshall be paid an inconvenience and risk allowance calculated at the rate of\ntwice the daily work rate.",{"bindId":207,"name":145,"text":146},"healthcareaccessrelatives",{"bindId":209,"name":210,"text":211},"nursingfacilities"," The company shall provide a special roo"," The company shall provide a special room with all the required facilities\nto enable the pregnant employees to get rests as a medical requirement for\ntheir good health and that of their babies. Such room shall be free from\ninterference by male or any other employees not falling within the category of\npregnant mothers.",{"bindId":213,"name":197,"text":198},"gender",{"bindId":215,"name":216,"text":217},"violence","Should an employee commit any of the fol","Should an employee commit any of the following offences he\u002Fshe will be\nliable to instant dismissal by the Management of the Company.\n\na)Theft\n\nb) Fraud\n\nc) Proven gross insubordination within ones normal scope of duties.\n\nd) Assault of any person at the workplace. e) Drunkenness on duty witnessed\nby a senior Management staff and a Union representative.\n\nf) Bringing unauthorized dangerous weapons into the Company\n\ng) Drug abuse whilst on duty.\n\nh) Willful damage of Company property\n\nI) Rudeness to customers for no just cause.\n\nj) Prolonged absenteeism without cause.\n\nk) Divulging confidential Company information",{"bindId":219,"name":220,"text":221},"timeoff"," The prenatal portion of maternity leave"," The prenatal portion of maternity leave shall be extended by any period\nelapsing between the presumed date of child birth and the actual date, without\nreduction in any compulsory portion of postnatal leave.",{"bindId":223,"name":224,"text":225},"contractseverancepay1","c) A severance pay equivalent to two mon","c) A severance pay equivalent to two months for every completed year in\nservice",{"bindId":227,"name":228,"text":229},"bankholidays1","iv. Annual leave shall be computed by co","iv. Annual leave shall be computed by counting only normal working days. All\noff days such as Saturdays, Sundays and rostered off days for shift workers and\npublic\n\nHolidays that fall within the annual leave period shall not be counted\nwhile",{"bindId":231,"name":232,"text":233},"hivpolicy","Realizing the negative effects HIV\u002FAIDS ","Realizing the negative effects HIV\u002FAIDS has caused to humanity world over\nand to Uganda, both the company and the union agree to establish and maintain a\nwork place HIV\u002FAIDS policy to protect and safe guide workers against the\nScourge and its related\n\nstigma.",{"bindId":235,"name":111,"text":112},"paidmaternityleavepay",{"bindId":237,"name":107,"text":108},"mealvouchers",{"bindId":239,"name":65,"text":66},"sicknessmaxdays",{"bindId":241,"name":111,"text":112},"paidmaternityleave",{"bindId":243,"name":244,"text":245},"shiftstype1"," The daily normal working hours shall be"," The daily normal working hours shall be from 0830 hrs to 1730 hrs with a\ndaily lunch break of 60 (sixty minutes) and l5minutes tea break at 10,3Oam and\nl6hrs respectively.",{"bindId":247,"name":224,"text":225},"contractseverancepay",{"bindId":249,"name":250,"text":251},"jobsecuritymothers"," No employee either pregnant, on materni"," No employee either pregnant, on maternity leave or nursing shall be\nterminated except on grounds unrelated to the pregnancy or birth of the child\nor consequences of nursing. The burden of proof that such termination is not\nrelated to pregnancy) child birth or nursing’ consequences shall rest with\nthe company.",{"bindId":253,"name":191,"text":254},"paidpaternityleaveduration"," A male employee shall be granted seven (7) days Paternity leave per each\nchild birth from his registered wife to enable him provide the required\nassistance to the nursing mother and baby.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Tropic Inn Hotel Limited - MASAKA - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-07-17\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-07-16\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → 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                        Tropic Inn Hotel Limited - MASAKA\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                        National Union Of Theatrical, Domestic And General Workers\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: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → 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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 7 days\n         \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Armed Forces Day , Ascension Day (fortieth day after Easter), Assumption of Mary \u002F Assumption Day \u002F Asuncion Foundation Day \u002F South Korea Independence\u002FLiberation Day (Kwang Bok Jul) \u002F Afghanistan's National Mourning Day \u002F Asuncion Foundation Day \u002F Mother's Day in Costa-Rica \u002F India's Independence Day \u002F Congo Brazzaville's National Day (15th August), Birthday of the Prophet Muhammad \u002F Prophet PBUH Birthday \u002F Mouloud \u002F Eid Milad-un-Nabi (twelfth day of Rabi) , Christmas Day (December 25)\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            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 7 %\n                \u003C\u002Fdiv>\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                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → No\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                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[260],{"title":37,"slug":33},[262],{"type":263,"data":264},"call_to_action_body_block",{"title":265,"description":266,"variant":267,"link":268},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":265,"url":269,"description":265,"rel":270,"type":271},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[273],{"type":263,"data":274},{"title":265,"description":266,"variant":267,"link":275},{"title":265,"url":269,"description":265,"rel":270,"type":271},[]]