[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-uganda-breweries-ltd-and-uganda-beverages-tobacco-and-allied-workers-union-ubtawu---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":165,"content_type_view":166,"extra_breadcrumbs":167,"body":169,"body_blocks":180,"related_pages":184},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":163,"translations":164},{"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-uganda-breweries-ltd-and-uganda-beverages-tobacco-and-allied-workers-union-ubtawu---2014","b85c5404-7c41-11e7-8517-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-uganda-breweries-ltd-and-uganda-beverages-tobacco-and-allied-workers-union-ubtawu---2014_1\u002Fcollective-bargaining-agreement-between-uganda-breweries-ltd-and-uganda-beverages-tobacco-and-allied-workers-union-ubtawu---2014\u002F","Collective Bargaining Agreement between Uganda Breweries Ltd and Uganda Beverages Tobacco and Allied Workers Union (UBTAWU) - 2014","UGA Uganda Breweries Ltd - 2014","Uganda - UGA Uganda Breweries Ltd - 2014","UGA Uganda Breweries Ltd - 2014 - Manufacturing",{"name":41,"data":42},"CBA Uganda Bevages Tobacco.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA BREWERIES LTD AND UGANDA\nBEVERAGES TOBACCO AND ALLIED WORKERS UNION (UBTAWU) - 2014\u003C\u002Fh1>\n\n\u003Cp>FINANCIAL YEAR - 2014\u002F2015 (FY15) AND 2015\u002F2016 (FY 16)\u003C\u002Fp>\n\n\u003Ch2>1.0 INTRODUCTION\u003C\u002Fh2>\n\n\u003Ch3>1.1 Memorandum of Agreement\u003C\u002Fh3>\n\n\u003Cp>This Memorandum of Agreement of Terms and Conditions of Service is between\nUganda Breweries Limited (hereinafter called the Company) and the Uganda\nBeverage, Tobacco and Allied Workers Union (hereinafter called the Union) and\nshall be applicable to all permanent Unionsable employees. This agreement was\nmade on 1st August 2014 and is to be effective from 1st July 2014.\u003C\u002Fp>\n\n\u003Ch3>1.2 Duration of Agreement\u003C\u002Fh3>\n\n\u003Cp>This agreement shall regardless of the date of signature hereof be deemed to\nhave commenced on 1st July 2014 unless where otherwise specified, and shall\nremain in force for a period of Two (2) years from the date thereof.\u003C\u002Fp>\n\n\u003Cp>Notice of thirty (30) days shall be given by either party to the other in\nwriting of its desire for this agreement to continue in force for a further\nperiod or of its intention to terminate the agreement or to amend any clause in\nthis agreement. Such notice will be given after six (6) months have expired\nfrom the date this agreement comes into force.\u003C\u002Fp>\n\n\u003Cp>Where the parties do not conclude negotiations for renewal of this agreement\nbefore its expiry, the present agreement shall continue in force until the\nnegotiations are finalized.\u003C\u002Fp>\n\n\u003Ch2>2.0 EMPLOYMENT\u003C\u002Fh2>\n\n\u003Ch3>2.1 Medical examination\u003C\u002Fh3>\n\n\u003Cp>As part of the compliance requirement of Public Health and Safety; each\nrecruit for employment shall be required to undergo a medical examination\nconducted by a doctor appointed by the Company to determine medical fitness for\nemployment prior to being effectively employed.\u003C\u002Fp>\n\n\u003Ch3>2.2 Eligibility\u003C\u002Fh3>\n\n\u003Cp>Employees from grade 7D to grade 7A are fully covered by the terms and\nconditions of this CBA. The same applies to the 6B roles (optional) that appear\nin the F12\u002FF13 CBA Appendix II\u003C\u002Fp>\n\n\u003Ch3>2.3 Probationary period\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The probationary period for all unionized employees shall be three (3)\nmonths with exception of those who have been in the company as contract\nemployees. This period may be extended at the Company's discretion after\nassessing the performance of the employee concerned at the end or during the\nprobation period.\u003C\u002Fp>\n\n\u003Cp>The line manager and Union shall be informed of the extension of probation\nand full circumstances underlying the extension period.\u003C\u002Fp>\n\n\u003Cp>During such probationary period the Company or employee may\ndispense\u002Fterminate their services\u002Femployment of the recruit by giving him\u002Fher a\n14 days' notice or pay in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.4 Payments\u003C\u002Fh3>\n\n\u003Cp>All employee payments shall be made via the payroll and shall conform to the\nlegal\u002Ftax requirements of Uganda Revenue Authority; only in exceptional\nsituations where reimbursements are due and where staffs have to travel, such\nmoney may be advanced to the employees through the creditors' team in\nfinance.\u003C\u002Fp>\n\n\u003Ch3>2.5 Variation\u003C\u002Fh3>\n\n\u003Cp>Management may vary the employment status of any employee by notification of\nsuch changes in line with the Group Policy and Employment Act. Union employees\nwill be notified of any changes through the Union leadership in accordance with\nthis CBA.\u003C\u002Fp>\n\n\u003Ch3>2.6 Hours of Work\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The basic hours of work shall be one hundred eighty (180) hours per month\ntranslating into forty five hours (45) per week. The company will, where\npossible and practicable considering the work requirements, make arrangements\nfor the forty five (45) hours to be covered between Monday and Friday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>Normally, for the general shift workers in the brewery, the standard working\nweek exclusive of meal times and tea breaks shall be eight (8) consecutive\nhours per day from Mondays to Fridays (8am — 5pm). Saturday and Sunday remain\nspecial days. However, to encourage flexibility in working hours, general shift\nworkers may be called upon to work beyond the recommended 8 hours per day. Any\nhours worked above the recommended one hundred eighty hours (180) per month the\nemployee will earn normal overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For shift workers the standard working week inclusive of meal times and\ntea\u002Fcoffee breaks shall be twelve (12) consecutive hours of work every 24 hours\nfrom Monday to Sunday. Saturday and Sunday are treated as normal working\ndays.\u003C\u002Fp>\n\n\u003Cp>For the 12-hour shift system the following arrangements will apply 3 Crew x\n12 hr shift system.\u003C\u002Fp>\n\n\u003Cp>Shift patterns including number of working days in the week will change from\ntime to time to reflect production seasonality as will be agreed between\nmanagement and union.\u003C\u002Fp>\n\n\u003Cp>Any pattern change in future will be discussed and agreed on between the\nmanagement and Union.\u003C\u002Fp>\n\n\u003Cp>Shift changeover to be at 7.00 a.m. and 7.00 p.m.\u003C\u002Fp>\n\n\u003Cp>Shift workers on off-days to be available when called upon for training\nand\u002For for emergencies.\u003C\u002Fp>\n\n\u003Cp>The mode of employee's attendance recording agreeable by both parties is\nmandatory for all employees.\u003C\u002Fp>\n\n\u003Ch3>2.7 Meal breaks\u003C\u002Fh3>\n\n\u003Cp>Tea\u002Fcoffee will be served between 8.00 a.m. & 9.30 a.m. and 4.00 p.m.\nand 5.00 p.m.\u003C\u002Fp>\n\n\u003Cp>Lunch will be served between 12.45 p.m. and 3.00 p.m. The night shift will\nhave tea\u002Fcoffee served between 12.00 a.m. and 1.00 a.m. and then between 4.00\na.m. and 5.00 a.m. Supper shall be served between 9.00 p.m. and 11.00 p.m.\nscheduling to allow for a 1 hour rest for meals normally 30 min for lunch &\nsupper & 15 min tea\u002Fcoffee break for each individual.\u003C\u002Fp>\n\n\u003Cp>Tea\u002FCoffee served between 8.00a.m and 9.30a.m will be accompanied with\nbread. Other accompaniments (costing the same price as bread) will be served at\nleast twice a week.\u003C\u002Fp>\n\n\u003Cp>Meals and coffee\u002Ftea breaks shall be considered as working time to ensure\nflexibility; as such the company shall pay for these breaks.\u003C\u002Fp>\n\n\u003Ch3>2.8 Overtime\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>The Company shall have the right to call upon employees to perform work in\nexcess of the normal working hours provided reasonable notice is given where\npracticable.\u003C\u002Fp>\n\n\u003Cp>The company shall pay a fixed consolidated overtime of UGX 310,000 (Three\nhundred and ten thousand shillings) to employees in grades 7a - 7d. This shall\nbe added onto (and shall constitute part of) an employee's monthly basic\nsalary.\u003C\u002Fp>\n\n\u003Cp>On special days and gazette public holidays, the Company shall pay employees\novertime equal to two (2) times their basic rate of pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.9 Union check off\u003C\u002Fh3>\n\n\u003Cp>Every employee covered by this Agreement who is therefore a member of the\nUnion shall pay such union dues as shall be indicated by the union and the\nCompany shall deduct the dues, from Salaries\u002Fwages.\u003C\u002Fp>\n\n\u003Ch3>2.10 Annual bonus\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Any bonus payment and other incentives which may, from time to time, be\nawarded is given at the sole discretion of the Board of Directors and do not\nconstitute any form of agreement between the Company and the Union. The Union\nstaff will be informed of such awards like any other staff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.11 Mission Incentive and other Award Incentives\u003C\u002Fh3>\n\n\u003Cp>When the company achieves Mission as set out every financial year, the\ncompany may at its discretion pay out a Mission Incentive as stipulated during\nthe launch. For any non-cash benefits, the tax element shall be structured in a\nway that the amount shall not affect the employee's payout.\u003C\u002Fp>\n\n\u003Ch2>3.0 REMUNERATION\u003C\u002Fh2>\n\n\u003Ch3>3.1 Wages\u002FSalaries\u002FAllowances\u003C\u002Fh3>\n\n\u003Cp>The Company shall pay the employees their wages or salaries and make any\nauthorized deductions at the end of each calendar month at not less than the\nappropriate rates for the jobs\u003C\u002Fp>\n\n\u003Cp>performed as set out in the Wages\u002FSalaries Schedule in Appendix 1, which\nforms part of this agreement.\u003C\u002Fp>\n\n\u003Cp>New employees recruited after 1st July 2014 shall be paid at the prevailing\nentry grade rates.\u003C\u002Fp>\n\n\u003Cp>All allowances\u002Fbenefits that are pecuniary in nature and overtime worked\nshall be added to the employees' monthly earnings.\u003C\u002Fp>\n\n\u003Cp>The company will pay salaries as defined in Appendix 1 with effect from 1st\nJuly 2014 to all grades.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The company will pay a salary increase of 8% on Basic Pay for F15 and a\nfurther increase of 8% on Basic pay in F16.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The company shall pay a mid-month salary advance of Two hundred Thousand\nUganda Shillings (Ugx 200,000 taxable) by the 7th of every month as part of\nemployees' monthly salary.\u003C\u002Fp>\n\n\u003Ch3>3.2 Service Increment\u003C\u002Fh3>\n\n\u003Cp>The company shall pay\u002Fgive a shift slide scale of 2% to all grades effective\n1st July 2014 All employees that will join the business, or who will be\npromoted from one grade to another after 30 June 2014, will be given a salary\nequal to the entry point of their (new) salary grade\u003C\u002Fp>\n\n\u003Cp>The company shall give a further service increase of 2% in F16 to all\nemployees who will have joined the Company before 1st July 2015.\u003C\u002Fp>\n\n\u003Ch3>3.3 Shift Allowance\u003C\u002Fh3>\n\n\u003Cp>Employees scheduled to work on the 12 hour shift shall be paid a shift\nallowance.\u003C\u002Fp>\n\n\u003Cp>In F15 all unionizable employees will be paid a shift allowance of one\nhundred and forty thousand shillings (UGX. 140,000) only per month.\u003C\u002Fp>\n\n\u003Cp>In F16 all unionizable employees will be paid a shift allowance of one\nhundred and sixty thousand shillings (UGX. 160,000) only per month.\u003C\u002Fp>\n\n\u003Ch3>3.4 Leave travelling\u003C\u002Fh3>\n\n\u003Cp>Employees proceeding for annual leave shall be paid Uganda Shillings seven\nhundred and fifty thousand (750,000 taxable) from 1ST July 2014 (FY15) and\neight hundred and two thousand five hundred shillings (802,500 Taxable) with\neffect from 1st July 2015 (FY16).\u003C\u002Fp>\n\n\u003Cp>For purposes of this payment, all such leave shall be taken in full-30\ndays.\u003C\u002Fp>\n\n\u003Ch3>3.5 Lunch allowance\u003C\u002Fh3>\n\n\u003Cp>Employees who execute their duties out of their duty stations during the day\nshall be paid thirty thousand Uganda shillings only (30,000) per day for FY 15\nand FY16.\u003C\u002Fp>\n\n\u003Ch3>3.6 Acting allowance\u003C\u002Fh3>\n\n\u003Cp>All issues pertaining to acting in a role other than their own role shall be\nvalid after an employee takes over the role for a period exceeding one (1) week\nand shall be defined in the letter of appointment into acting capacity that\nwill be issued before one starts acting.\u003C\u002Fp>\n\n\u003Cp>If an employee acts\u002Frelieves upwards into a position on a grade higher than\ntheirs, he\u002Fshe will be paid only an acting allowance equal to the difference\nbetween his or her basic salary and the entry level salary of the grade in\nwhich that acting position lies. Such an allowance will be payment in lieu of\nany other benefits the Union member would ordinarily be entitled to in the\ncourse of such (acting position) assignment. The other benefits accruing from\nthe original role\u002Fposition shall, however continue to apply.\u003C\u002Fp>\n\n\u003Cp>If an employee acts in a position for two (2) months, he\u002Fshe shall cease to\nact in such a position and the position will be advertised as per the company\npolicy.\u003C\u002Fp>\n\n\u003Ch2>4.0 MOTIVATION\u003C\u002Fh2>\n\n\u003Ch3>4.1 Promotion\u003C\u002Fh3>\n\n\u003Cp>As per Company recruitment policy, all vacancies shall be filled according\nto the company's recruitment policy. Staff with the requisite skills and\ntraining shall be invited to apply. The payments for such positions shall be\ndefined within the Company and CBA reward framework. Promotions shall be at\nmanagement's discretion and reward will be based on performance, capability and\nsalary bands.\u003C\u002Fp>\n\n\u003Ch3>4.2 Trainings\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>UBL policy is to develop content and materials for Training through its\ninvestment in intranet infrastructure (Diageo Academy). All employees shall\nendeavor to complete such trainings as required and are beneficial to them.\nSocial wellbeing and\u002For training shall be identified by the relevant offices\nand service providers shall be sourced by the Human Resource office.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.3 Company Sponsorship\u003C\u002Fh3>\n\n\u003Cp>The UBL Education policy defines the framework under which an employee shall\nreceive educaton assistance. Such policy guidance can be accessed on the EABL\nintranet.\u003C\u002Fp>\n\n\u003Ch3>4.4 Recognition Reward Scheme\u003C\u002Fh3>\n\n\u003Cp>Reward and Recognition is governed by the company framework that spells out\nsuch awards that are functional and perfect. UBL management shall afford afford\nsuch employees that merit recognition, the relevant mementoes and\nincentives.\u003C\u002Fp>\n\n\u003Ch3>4.5 Long Service Award\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The company shall award a certificate of recognition to employees who will\nhave served the business consecutively and completed 5yrs, 10yrs, 15yrs, 20yrs,\n30yrs, 35yrs and etc.\u003C\u002Fp>\n\n\u003Cp>All employees in the above categories will be entitled to a certicate of\nrecognition.\u003C\u002Fp>\n\n\u003Cp>Such employees in the different categories will be entitled to:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>YEARS\u003C\u002Ftd>\n      \u003Ctd>IRON SHEETS (GUAGE 28)\u003C\u002Ftd>\n      \u003Ctd>CEMENT (BAGS)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>0\u003C\u002Ftd>\n      \u003Ctd>0\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>45\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>4.6 Welfare committee\u003C\u002Fp>\n\n\u003Cp>There shall be a welfare committee to address matters relating to welfare of\nunion staff as defined in the CBA. The committee shall however contribute to\nthe activities of welfare policies e-g. organizing events etc.\u003C\u002Fp>\n\n\u003Ch2>5.0. TRAVEL ALLOWANCES AWAY FROM BASE\u003C\u002Fh2>\n\n\u003Ch3>5-1 Night (Safari)\u003C\u002Fh3>\n\n\u003Cp>Employees travelling and spending the night away from their stations of duty\non official duties shall be paid Ugandas shillings two hundred thousands\nshillings (UGX 200,000 net) only per night.\u003C\u002Fp>\n\n\u003Cp>This will cover all expenses and accountability shall be required.\u003C\u002Fp>\n\n\u003Ch3>5-2 Travels within East Africa\u003C\u002Fh3>\n\n\u003Cp>Employees travelling outside Uganda but within East Africa on official\nduties shall be paid USD 150 only per night for all grades. However, there\nshall be an out of pocket allowance of USD 40 out of the USD 150, not to be\naccounted for. Accountability shall be required as per the T&E Policy for\nother monies advanced.\u003C\u002Fp>\n\n\u003Ch3>5.3 Travels outside East Africa\u003C\u002Fh3>\n\n\u003Cp>Employees traveling outside East Africa on official duties shall be paid at\nManagement discretion depending on destination and nature of assignment. An out\nof pocket allowance of USD 40 will be paid per night and accountability shall\nbe required for all other monies advanced.\u003C\u002Fp>\n\n\u003Ch3>5.4 Safari Allowance for Assignees\u002FTemporary transfer\u003C\u002Fh3>\n\n\u003Cp>transfers are management's discretion and for the primary purposes of\nbusiness performance with consideration for developing capability.\u003C\u002Fp>\n\n\u003Cp>All transfers outside Uganda shall be governed by the relevant Policy and\nprocedures stipulating accommodation; maintenance allowance; travel and other\nimmigration requirements.\u003C\u002Fp>\n\n\u003Ch3>5.5 Settling allowance\u003C\u002Fh3>\n\n\u003Cp>If an employee is permanently transferred to a new station or back to Head\nQuarters he\u002Fshe shall be given an additional Allowance as follows:-\u003C\u002Fp>\n\n\u003Cp>1. Where there is no Company House, one shall be given a Housing allowance\nfor three months\u003C\u002Fp>\n\n\u003Cp>2. Where there is a Company House, one shall be given the equivalent of\nHousing allowance for one month\u003C\u002Fp>\n\n\u003Cp>3. Transport shall be provided for the family and property\u003C\u002Fp>\n\n\u003Cp>In case of permanent transfer, where an employee is expected to leave in any\nother East African country, an allowance as defined in transfer\u002FGlobal Mobility\nPolicy will be paid.\u003C\u002Fp>\n\n\u003Ch2>6.0 LEAVE\u003C\u002Fh2>\n\n\u003Ch3>6.1 Annual Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>The Company policy defines in details the leave entitlements and\nsegmentation. Due care has been taken to ensure that the labor laws are adhered\nto. Examination Leave shall be provided to approved training\u002Fschooling program\nsponsored by the company in agreement with the Line manager. Study leave is\npart of the annual leave. However exam days for Approved Courses shall not be\npart of annual leave. The other provisions of leave are provided for in the\nCompany Leave policy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-holidaysdays\">\u003Cp>All employees shall after each completed year of service, proceed on leave\nof thirty (30) calendar days. As far as possible, employees will be granted\nleave on the due date which is\u003C\u002Fp>\n\n\u003Cp>normally the anniversary date of their engagements, and the Company will\narrange leave rosters accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In the case of termination of service, if an employee has leave balance due\nto him\u002Fher, such an employee shall be paid in lieu based on 100% basic monthly\nsalary.\u003C\u002Fp>\n\n\u003Cp>Leave travelling allowance shall be paid not later than the 7TH day of the\nmonth an employee goes on leave.\u003C\u002Fp>\n\n\u003Cp>Employees and\u002For the company may not carry forward leave days from one\nfiscal year into the next unless deferred in writing. However in the event that\nthe company or employee is deferring leave, it must be taken within the first\nthree (3) months of the next fiscal year.\u003C\u002Fp>\n\n\u003Cp>Leave Allowance shall not be accumulated from year to year and proportionate\nLeave allowance shall not be paid to any such employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>6.2 HIV\u002FAIDS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The HIV\u002FAIDS Company policy will cover all unionisable employees as defined\nin the Medical policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>6.3 Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>All female employees shall be granted three months of paid maternity\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>A female employee whose pregnancy is terminated by miscarriage shall be\ngranted the same leave she would have been entitled to in the event of delivery\nof the child. For purposes of this clause, miscarriage shall mean termination\nof a pregnancy after 28 weeks. In the event of an abortion (loss of a pregnancy\nbefore 28 weeks), the Company may at its discretion grant compassionate leave\nto an employee provided, always that no employee, shall be entitled to any\nleave of absence if the termination of the pregnancy is as a result of a\nwillful act of the employee which violates Uganda's law on abortion.\u003C\u002Fp>\n\n\u003Cp>Additional leave without pay may be granted on request at the discretion of\nthe Company provided;\u003C\u002Fp>\n\n\u003Cp>• The employee, however, must produce a Medical Certificate signed by an\napproved Medical Practitioner and indicating the period of the confinement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>6.4 Paternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>A male employee shall be granted two (2) weeks of paid paternity leave.\nCompassionate leave may be given at discretion of management to any male\nemployee to attend to a spouse who has undergone a miscarriage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>6.5 Compassionate Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Granting of leave of absence other than annual, maternity, paternity, sick\nleave is at the sole discretion of the Company. Such leave may be granted on\nterms the company shall determine at its absolute discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>6.6 Study Leave\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to not more than 16 days in a financial year\nfor study leave. Study leave shall be applicable to candidates pursuing both\ninternally organized courses Eg IBD, KROMES, etc. and externally arranged\ncourses e.g. Certificate, OD, HD, Bachelors, Masters etc.\u003C\u002Fp>\n\n\u003Cp>Notwithstanding anything contained herein, if an employee has been admitted\nfor study in an overseas institution, relevant policy guidelines in Human\nResources manual shall apply.\u003C\u002Fp>\n\n\u003Ch3>6.7 Sick Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Any absence from work due to illness shall be permitted without loss of pay;\nprovided an employee has been absent due to sickness for not more than three\n(3) working day. In any such circumstances where such an employee is absent due\nto illness for more than 3 working days, he\u002Fshe shall be required to produce a\nmedical certificates signed by the company clinic\u002Fdispensary or a recognized\nmedical officier\u002Fpersonal certifying the employee was unfit for duty during the\nperiod of absence.\u003C\u002Fp>\n\n\u003Cp>A phone call is a formal requirement to inform Management of the sickness to\nenable replacement to be appointed in ample time.\u003C\u002Fp>\n\n\u003Cp>In the event of absence from work due to illness not caused by the\nemployee's fault or neglect, and subject to a medical certificate issued by a\nrecognized medical officer, the following sick leave may be granted once a\nyear.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>• Up to three (3) months' illness, the employee will receive full pay.\u003C\u002Fp>\n\n\u003Cp>• Beyong three (3) months' but less than six (6) months of illness, the\nemployee will receive 3\u002F4 of full monthly pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>However, an employee will not be allowed to return to work untill he\u002Fshe has\npresented a cerificate of clearance signed by the approved medical authority\nwho recommended leave of absence\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Any payment beyond the specified times shown above shall be at the sole\ndiscretion of the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7.0 OCCUPATIONAL HEALTH & SAFETY\u003C\u002Fh2>\n\n\u003Ch3>7.1 Committees\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The union shall be represented on the Occupational Health & Safety\nCommittee and on the Uniform Committee by two members who will be eligible to\ncontributing to decision making during the committees' deliberations\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>7.2 Protective\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Safety shoes and Gumboots shall be provided in relevant areas to each\nemployee at least twice replacement.\u003C\u002Fp>\n\n\u003Cp>The Company shall provide a conducive changing room installed with secure\nlockers where personal protective equipment will be kept.\u003C\u002Fp>\n\n\u003Cp>The Union shall represent the users in selecting the most appropriate PPEs,\nfrom the samples provided in advance by prospective suppliers. The\nbest\u002Fpreferred sample will be kept.\u003C\u002Fp>\n\n\u003Ch3>7.3 Uniforms\u003C\u002Fh3>\n\n\u003Cp>Where uniforms are provided, they shall be issued as and when required, but\nnot less than twice 9 year.\u003C\u002Fp>\n\n\u003Cp>The mandatory PPE'S (uniforms, safety shoes and boots) are to be issued at\nonce at the beginning of a financial year.\u003C\u002Fp>\n\n\u003Cp>Where an employee loses any of their protective gear due to own negligence;\nsuch shall be replaced at the cost of such an employee.\u003C\u002Fp>\n\n\u003Cp>Three bars (3) of soap shall be provided every month to employees with\nCompany uniforms. Protective wear shall be provided and it will be an offence\nnot to wear them when required.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>7.4 Identity cards.\u003C\u002Fh3>\n\n\u003Cp>The Company shall provide identity cards to all its employees and each\nemployee will be required to wear the identity card while on Company premises.\nShould an employee lose an identity card, the company shall replace it at the\nemployee's own cost. This expense may be defrayed from the employee's salary.\nThis provision shall with necessary modifications apply to clauses 8.2 and 8.3\nabove.\u003C\u002Fp>\n\n\u003Ch3>7.5 Accident\u002FIncident handling procedure\u003C\u002Fh3>\n\n\u003Cp>Every reasonable effort shall be made by the company to reduce accident\nrate, environmental preservation and good housekeeping.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>All safety incidents and accidents shall be handled as defined in the\nGroup\u002FCompany Health safety policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8.0 MEDICAL COVER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The company shall fully provide medical cover to each employee, registered\nspouse and a maximum of six (6) registered children on a scheme to be\nspecifcally tailored by management for unionized staff.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>Dependents under the scheme will not exceed the age of 21 years, unless\nattending full time education at registered institutions, where the maximum\nwill be the age of 25 years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Cost of medical insurance for eligible dependents living abroad will be met\nby the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The company's policy on medical cover shall with necessary modifications,\napply hereto.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>9.0 PSCHOSOCIAL SUPPORT\u003C\u002Fh2>\n\n\u003Ch3>9.1 Alcohol Dependency\u003C\u002Fh3>\n\n\u003Cp>As part of our commitment to ensure that all staff work in a safe\nenvironment, all employees are prohibited from entering company premises under\nthe influence of alcohol. Any employee in breach of the foregoing shall be in\nbreach of company policy. The relevant sanctions and penalties as defined in\nthe employee alcohol policy shall apply.\u003C\u002Fp>\n\n\u003Cp>Without prejudice to the above; any employees who shall be identified to\nhave an alcohol dependency problem; shall be rehabilitated as defined under the\ncompany medical policy. The Union leadership shall closely monitor and\nvolunteer such information as can be useful stemming any alcohol dependency\nsyndrome.\u003C\u002Fp>\n\n\u003Ch2>10.0 CREDIT ACCESS\u003C\u002Fh2>\n\n\u003Ch3>10.1 Bank Loans\u003C\u002Fh3>\n\n\u003Cp>Bank loans are an individual undertaking with the bank; the company shall\nissue referral letter to such employees. All employees shall at all times not\ncommit more than 40% of their net income to debt.\u003C\u002Fp>\n\n\u003Ch3>10.2 Building materials\u003C\u002Fh3>\n\n\u003Cp>The Company through the Hardware World and CTM or their franchises shall\nnegotiate and sign\u003C\u002Fp>\n\n\u003Cp>memorandum of understanding for purposes of helping employees to access\nthese materials on credit.\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>1. The employee tells the Company in writing of such a need for\nintervention\u003C\u002Fp>\n\n\u003Cp>2. The employee intends to use such materials for their homestead\nconstruction.\u003C\u002Fp>\n\n\u003Cp>3. The Company, the employee, the Union representative and the building\nmaterials' service provider will have agreed on the modalities of recovering\nthe money from the employee\u003C\u002Fp>\n\n\u003Cp>4. The union leadership will validate and authenticate the existence of the\nemployee's land on which the homestead is to be built and the proof of\nauthentication provided to HR in writing\u003C\u002Fp>\n\n\u003Cp>5.The employee will be required to deposit postdated cheques onto the\nservice provider's account as guarantee\u003C\u002Fp>\n\n\u003Cp>If the employee defaults on payment this will result into a disciplinary\nhearing where a penalty will be decided.\u003C\u002Fp>\n\n\u003Ch3>10.4 Disposing off of used company items\u002Fproperties\u003C\u002Fh3>\n\n\u003Cp>Should the company intend to dispose of any company items\u002Fproperty by way of\nauctioning or for free, the company shall g,ve employees the first priority\n(primary opportunity) to compete in that process; after which competition will\nbe open to third parties or non-employees.\u003C\u002Fp>\n\n\u003Ch2>11.0 LEAVING THE COMPANY\u003C\u002Fh2>\n\n\u003Ch3>11.1 Notice period\u003C\u002Fh3>\n\n\u003Cp>Save for termination as a result of disciplinary proceedings, employees who\nhave completed their probationary period and have been confirmed in their jobs\nshall be given one (1) month notice or payment in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>Employees wishing to resign from the service of the company shall give a one\n(1) months' notice of their intention or forfeit one months' pay in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Ch3>11.2 Termination\u003C\u002Fh3>\n\n\u003Cp>Termination of employment, other than on grounds of retirement in general\n(on age grounds, medical grounds, voluntary, and death), redundancy,\nresignation and summary dismissal, shall be governed by section 65 of the\nemployment act 2006 and the applicable disciplinary code of conduct of the\ncompany.\u003C\u002Fp>\n\n\u003Ch3>11.3 Redundancy\u003C\u002Fh3>\n\n\u003Cp>Should it become necessary for the employer to dispense of service (s) of\nits employees for reasons of redundancy, there shall be no consideration of\neither membership or non- membership of the union.\u003C\u002Fp>\n\n\u003Cp>For the purpose of this clause redundancy shall mean loss of employment,\noccupation, job or career by involuntary means through no fault of an employee\ninvolving termination of employment at the initiative of the employer where the\nservices of an employee are superfluous. Such referred jobs disappear with no\nimmediate replacement.\u003C\u002Fp>\n\n\u003Cp>The Company shall give three months' (3) months' notice of this intention or\npayment in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>When any major redundancy situations arise, the Company shall discuss with\nthe Union the problems involved, selection procedure, self-retirement\nacceptance, alternative employment offers and giving of company\nrecommendations.\u003C\u002Fp>\n\n\u003Cp>Major redundancy is defined as that affecting more than three (3) employees\nat the same time and in the same place of work.\u003C\u002Fp>\n\n\u003Cp>In the event of termination of service of an employee through reasons of\nredundancy the following payments shall be made.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Payment Type\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">PERIOD\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Year 1 (F15)\u003C\u002Ftd>\n      \u003Ctd>Year 2(F16)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Lieu of Notice\u003C\u002Ftd>\n      \u003Ctd>3 month package of current Basic pay\u003C\u002Ftd>\n      \u003Ctd>3 month package of current Basic pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Redundancy\u002FRetrenchment Package\u003C\u002Ftd>\n      \u003Ctd>Current Basic pay times Years completed in service\u003C\u002Ftd>\n      \u003Ctd>Current Basic pay times Years completed in service\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Transport back home\u003C\u002Ftd>\n      \u003Ctd>Shs. 5500 per kilometers\u003C\u002Ftd>\n      \u003Ctd>Shs 5885 per kilometers\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Shared save option contribution.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Severance payments\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Refund of contributions and interest earned to the\n        Retirement Benefits Scheme (RBS)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Certificate of service\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Extension of membership on medical scheme for the\n        employee, spouse and all registered dependants for three months after\n        leaving the Company or up to the end of medical service provider(s)\n        contract; whichever is longer.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>11.4 Retirement benefits\u003C\u002Fh3>\n\n\u003Cp>An employee may retire or be retired by the Company where such an employee\nhas attained the age of fifty (50) years or where such an employee has been\ndeclared medically unfit to perform his duties. Age determination shall be as\nper NSSF records\u002FHR advice and ability to be productive as may be assessed by\nthe company and Union.\u003C\u002Fp>\n\n\u003Cp>An employee may also retire or be retired after serving the company for 20\nyears continuously. Where an employee is retired as above the following\nretirement benefits shall apply:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Payment Type\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">PERIOD\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Year 1 (F15)\u003C\u002Ftd>\n      \u003Ctd>Year 2(F16)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Lieu of Notice\u003C\u002Ftd>\n      \u003Ctd>3 month package of current Basic pay\u003C\u002Ftd>\n      \u003Ctd>3 month package of current Basic pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Retirement Package\u003C\u002Ftd>\n      \u003Ctd>Current Basic pay times Years completed in service\u003C\u002Ftd>\n      \u003Ctd>Current Basic pay times Years completed in service\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Iron sheets(Gauge 28,10ft)\u003C\u002Ftd>\n      \u003Ctd>50 sheets\u003C\u002Ftd>\n      \u003Ctd>50 sheets\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Cement\u003C\u002Ftd>\n      \u003Ctd>40 bags\u003C\u002Ftd>\n      \u003Ctd>40 bags\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Transport back home\u003C\u002Ftd>\n      \u003Ctd>Shs. 5500 per kilometer\u003C\u002Ftd>\n      \u003Ctd>Shs. 5885 per kilometer\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Shared save option contribution.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Severance payments\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Own and company contributions to the provident fund\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Certificate of service\u002F recognition\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Payment in lieu of any outstanding leave days based on\n        100% of the monthly salary.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">11Extension of membership on medical scheme for the\n        employee, spouse and all registered dependants for three months after\n        leaving the Company or up to the end of medical service provider(s)\n        contract, whichever is longer. \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>11.5 Voluntary Retirement Benefits\u003C\u002Fh3>\n\n\u003Cp>An employee may opt to retire voluntarily after serving the company for 15\nyears continuously IN this case, the employee shall get 50% of the benefits\nenjoyed by employees retiring on attaining the age of 50 years as per clause\n11.4.\u003C\u002Fp>\n\n\u003Cp>In addition, such employees shall be entitled to:\u003C\u002Fp>\n\n\u003Cp>1. Full transport back home @ Ushs. 5500 per KM for F15 and Ushs. 5885 per\nKM for F16\u003C\u002Fp>\n\n\u003Cp>2. Shared save option contribution.\u003C\u002Fp>\n\n\u003Cp>3. Payment in lieu of any outstanding leave days based on 100% of the\nmonthly salary\u003C\u002Fp>\n\n\u003Cp>4. Own and company contributions to the provident fund.\u003C\u002Fp>\n\n\u003Cp>5. Certificate of service\u002FRECOGNTION.\u003C\u002Fp>\n\n\u003Ch3>11.6 Death benefits\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>When an employee dies, the Company shall provide the following;\u003C\u002Fp>\n\n\u003Cp>1. Benefits amounting to 5 times annual consolidated salary as per the\nworkman's compensation Act\u003C\u002Fp>\n\n\u003Cp>2. Uganda shillings one million (Ugx.1,000,000\u002F=) to the family only to\ncover all expenses\u003C\u002Fp>\n\n\u003Cp>3. Transport for the body to the burial place ( use funeral service\nscheme)\u003C\u002Fp>\n\n\u003Cp>4. Transport and facilitate 10 staff to attend the burial\u003C\u002Fp>\n\n\u003Cp>5. The insurance company shall be mandated to treat and preserve the body\u003C\u002Fp>\n\n\u003Cp>6. Refund for funeral expenses of Uganda shillings two hundred fifty\nthousand (250,00) only from AON Insurance Company\u003C\u002Fp>\n\n\u003Cp>Owing to internal requisitioning policies, it is understood that this money\nmay not be availed before the funeral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.7 Severance Allowances\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>The employer shall pay severance allowance when an employee terminates his\nor her contract because of physical incapacity not occasioned by his own\nserious and wilful misconduct through the company insurance policy scheme\nas;\u003C\u002Fp>\n\n\u003Cp>Other Workman's Compensation Act benefits such as;\u003C\u002Fp>\n\n\u003Cp>1. Fifty (50) Iron sheets (Gauge 28 and 10ft long)\u003C\u002Fp>\n\n\u003Cp>2. Forty (40) bags of cement\u003C\u002Fp>\n\n\u003Cp>3. Certificate of service\u002F recognition\u003C\u002Fp>\n\n\u003Cp>4. Transport back home @ Ushs. 5500 per KM for F15 and Ushs. 5885 per KM for\nF16 11.8 Retirement Benefits Scheme (RBS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>11.8 Retirement Benefits Scheme (RBS)\u003C\u002Fh3>\n\n\u003Cp>Upon confirmation, all employees shall be eligible to the company's\ncontributory retirement benefits as defined in the trust deed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated: 1st August 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"maxsicknesspay":48,"ONCERISE_trigger":52,"hourspweek_select":56,"childcare":60,"hourspmonth_select":64,"STRUCINCR_trigger":66,"funeralpay":70,"maternityotherclause":74,"OVERTIME_trigger":78,"holidaysdays":82,"paidmaternityleavepay":86,"healthcareaccess":90,"healthinsurancerelatives":94,"FLEXWORK_trigger":98,"sicknessmaxdays":102,"protectiveclothing":104,"healthandsafetypolicy":108,"contracttrial":112,"sicknesspay":116,"dayspweek_select":120,"healthinsurance":122,"paidmaternityleaveall":125,"paidpaternityleave":127,"longtermillness":131,"healthcareaccessrelatives":135,"hivpolicy":138,"SENIOR_trigger":142,"trainingprogrammes":146,"paidmaternityleave":150,"contractseverancepay":153,"PAIDLEAV_trigger":157,"paidpaternityleaveduration":161},{"bindId":45,"name":46,"text":47},"disabilitypay","All safety incidents and accidents shall","All safety incidents and accidents shall be handled as defined in the\nGroup\u002FCompany Health safety policy.",{"bindId":49,"name":50,"text":51},"maxsicknesspay","• Up to three (3) months' illness, the e","• Up to three (3) months' illness, the employee will receive full pay.\n\n• Beyong three (3) months' but less than six (6) months of illness, the\nemployee will receive 3\u002F4 of full monthly pay.",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","Any bonus payment and other incentives w","Any bonus payment and other incentives which may, from time to time, be\nawarded is given at the sole discretion of the Board of Directors and do not\nconstitute any form of agreement between the Company and the Union. The Union\nstaff will be informed of such awards like any other staff.",{"bindId":57,"name":58,"text":59},"hourspweek_select","The basic hours of work shall be one hun","The basic hours of work shall be one hundred eighty (180) hours per month\ntranslating into forty five hours (45) per week. The company will, where\npossible and practicable considering the work requirements, make arrangements\nfor the forty five (45) hours to be covered between Monday and Friday.",{"bindId":61,"name":62,"text":63},"childcare","Granting of leave of absence other than ","Granting of leave of absence other than annual, maternity, paternity, sick\nleave is at the sole discretion of the Company. Such leave may be granted on\nterms the company shall determine at its absolute discretion.",{"bindId":65,"name":58,"text":59},"hourspmonth_select",{"bindId":67,"name":68,"text":69},"STRUCINCR_trigger","The company will pay a salary increase o","The company will pay a salary increase of 8% on Basic Pay for F15 and a\nfurther increase of 8% on Basic pay in F16.",{"bindId":71,"name":72,"text":73},"funeralpay","When an employee dies, the Company shall","When an employee dies, the Company shall provide the following;\n\n1. Benefits amounting to 5 times annual consolidated salary as per the\nworkman's compensation Act\n\n2. Uganda shillings one million (Ugx.1,000,000\u002F=) to the family only to\ncover all expenses\n\n3. Transport for the body to the burial place ( use funeral service\nscheme)\n\n4. Transport and facilitate 10 staff to attend the burial\n\n5. The insurance company shall be mandated to treat and preserve the body\n\n6. Refund for funeral expenses of Uganda shillings two hundred fifty\nthousand (250,00) only from AON Insurance Company\n\nOwing to internal requisitioning policies, it is understood that this money\nmay not be availed before the funeral.",{"bindId":75,"name":76,"text":77},"maternityotherclause","A female employee whose pregnancy is ter","A female employee whose pregnancy is terminated by miscarriage shall be\ngranted the same leave she would have been entitled to in the event of delivery\nof the child. For purposes of this clause, miscarriage shall mean termination\nof a pregnancy after 28 weeks. In the event of an abortion (loss of a pregnancy\nbefore 28 weeks), the Company may at its discretion grant compassionate leave\nto an employee provided, always that no employee, shall be entitled to any\nleave of absence if the termination of the pregnancy is as a result of a\nwillful act of the employee which violates Uganda's law on abortion.\n\nAdditional leave without pay may be granted on request at the discretion of\nthe Company provided;\n\n• The employee, however, must produce a Medical Certificate signed by an\napproved Medical Practitioner and indicating the period of the confinement.",{"bindId":79,"name":80,"text":81},"OVERTIME_trigger","The Company shall have the right to call","The Company shall have the right to call upon employees to perform work in\nexcess of the normal working hours provided reasonable notice is given where\npracticable.\n\nThe company shall pay a fixed consolidated overtime of UGX 310,000 (Three\nhundred and ten thousand shillings) to employees in grades 7a - 7d. This shall\nbe added onto (and shall constitute part of) an employee's monthly basic\nsalary.\n\nOn special days and gazette public holidays, the Company shall pay employees\novertime equal to two (2) times their basic rate of pay",{"bindId":83,"name":84,"text":85},"holidaysdays","All employees shall after each completed","All employees shall after each completed year of service, proceed on leave\nof thirty (30) calendar days. As far as possible, employees will be granted\nleave on the due date which is\n\nnormally the anniversary date of their engagements, and the Company will\narrange leave rosters accordingly.",{"bindId":87,"name":88,"text":89},"paidmaternityleavepay","All female employees shall be granted th","All female employees shall be granted three months of paid maternity\nleave.",{"bindId":91,"name":92,"text":93},"healthcareaccess","The company shall fully provide medical ","The company shall fully provide medical cover to each employee, registered\nspouse and a maximum of six (6) registered children on a scheme to be\nspecifcally tailored by management for unionized staff.\n\nDependents under the scheme will not exceed the age of 21 years, unless\nattending full time education at registered institutions, where the maximum\nwill be the age of 25 years.\n\nCost of medical insurance for eligible dependents living abroad will be met\nby the company.\n\nThe company's policy on medical cover shall with necessary modifications,\napply hereto.",{"bindId":95,"name":96,"text":97},"healthinsurancerelatives","Dependents under the scheme will not exc","Dependents under the scheme will not exceed the age of 21 years, unless\nattending full time education at registered institutions, where the maximum\nwill be the age of 25 years.\n\nCost of medical insurance for eligible dependents living abroad will be met\nby the company.\n\nThe company's policy on medical cover shall with necessary modifications,\napply hereto.",{"bindId":99,"name":100,"text":101},"FLEXWORK_trigger","Normally, for the general shift workers ","Normally, for the general shift workers in the brewery, the standard working\nweek exclusive of meal times and tea breaks shall be eight (8) consecutive\nhours per day from Mondays to Fridays (8am — 5pm). Saturday and Sunday remain\nspecial days. However, to encourage flexibility in working hours, general shift\nworkers may be called upon to work beyond the recommended 8 hours per day. Any\nhours worked above the recommended one hundred eighty hours (180) per month the\nemployee will earn normal overtime.",{"bindId":103,"name":50,"text":51},"sicknessmaxdays",{"bindId":105,"name":106,"text":107},"protectiveclothing","Safety shoes and Gumboots shall be provi","Safety shoes and Gumboots shall be provided in relevant areas to each\nemployee at least twice replacement.\n\nThe Company shall provide a conducive changing room installed with secure\nlockers where personal protective equipment will be kept.\n\nThe Union shall represent the users in selecting the most appropriate PPEs,\nfrom the samples provided in advance by prospective suppliers. The\nbest\u002Fpreferred sample will be kept.\n\n7.3 Uniforms\n\nWhere uniforms are provided, they shall be issued as and when required, but\nnot less than twice 9 year.\n\nThe mandatory PPE'S (uniforms, safety shoes and boots) are to be issued at\nonce at the beginning of a financial year.\n\nWhere an employee loses any of their protective gear due to own negligence;\nsuch shall be replaced at the cost of such an employee.\n\nThree bars (3) of soap shall be provided every month to employees with\nCompany uniforms. Protective wear shall be provided and it will be an offence\nnot to wear them when required.",{"bindId":109,"name":110,"text":111},"healthandsafetypolicy","The union shall be represented on the Oc","The union shall be represented on the Occupational Health & Safety\nCommittee and on the Uniform Committee by two members who will be eligible to\ncontributing to decision making during the committees' deliberations",{"bindId":113,"name":114,"text":115},"contracttrial","The probationary period for all unionize","The probationary period for all unionized employees shall be three (3)\nmonths with exception of those who have been in the company as contract\nemployees. This period may be extended at the Company's discretion after\nassessing the performance of the employee concerned at the end or during the\nprobation period.\n\nThe line manager and Union shall be informed of the extension of probation\nand full circumstances underlying the extension period.\n\nDuring such probationary period the Company or employee may\ndispense\u002Fterminate their services\u002Femployment of the recruit by giving him\u002Fher a\n14 days' notice or pay in lieu.",{"bindId":117,"name":118,"text":119},"sicknesspay","Any absence from work due to illness sha","Any absence from work due to illness shall be permitted without loss of pay;\nprovided an employee has been absent due to sickness for not more than three\n(3) working day. In any such circumstances where such an employee is absent due\nto illness for more than 3 working days, he\u002Fshe shall be required to produce a\nmedical certificates signed by the company clinic\u002Fdispensary or a recognized\nmedical officier\u002Fpersonal certifying the employee was unfit for duty during the\nperiod of absence.\n\nA phone call is a formal requirement to inform Management of the sickness to\nenable replacement to be appointed in ample time.\n\nIn the event of absence from work due to illness not caused by the\nemployee's fault or neglect, and subject to a medical certificate issued by a\nrecognized medical officer, the following sick leave may be granted once a\nyear.\n\n• Up to three (3) months' illness, the employee will receive full pay.\n\n• Beyong three (3) months' but less than six (6) months of illness, the\nemployee will receive 3\u002F4 of full monthly pay.\n\nHowever, an employee will not be allowed to return to work untill he\u002Fshe has\npresented a cerificate of clearance signed by the approved medical authority\nwho recommended leave of absence\n\nAny payment beyond the specified times shown above shall be at the sole\ndiscretion of the company.",{"bindId":121,"name":58,"text":59},"dayspweek_select",{"bindId":123,"name":96,"text":124},"healthinsurance","Dependents under the scheme will not exceed the age of 21 years, unless\nattending full time education at registered institutions, where the maximum\nwill be the age of 25 years.\n\nCost of medical insurance for eligible dependents living abroad will be met\nby the company.",{"bindId":126,"name":88,"text":89},"paidmaternityleaveall",{"bindId":128,"name":129,"text":130},"paidpaternityleave","A male employee shall be granted two (2)","A male employee shall be granted two (2) weeks of paid paternity leave.\nCompassionate leave may be given at discretion of management to any male\nemployee to attend to a spouse who has undergone a miscarriage.",{"bindId":132,"name":133,"text":134},"longtermillness","However, an employee will not be allowed","However, an employee will not be allowed to return to work untill he\u002Fshe has\npresented a cerificate of clearance signed by the approved medical authority\nwho recommended leave of absence",{"bindId":136,"name":96,"text":137},"healthcareaccessrelatives","Dependents under the scheme will not exceed the age of 21 years, unless\nattending full time education at registered institutions, where the maximum\nwill be the age of 25 years.",{"bindId":139,"name":140,"text":141},"hivpolicy","The HIV\u002FAIDS Company policy will cover a","The HIV\u002FAIDS Company policy will cover all unionisable employees as defined\nin the Medical policy.",{"bindId":143,"name":144,"text":145},"SENIOR_trigger","The company shall award a certificate of","The company shall award a certificate of recognition to employees who will\nhave served the business consecutively and completed 5yrs, 10yrs, 15yrs, 20yrs,\n30yrs, 35yrs and etc.\n\nAll employees in the above categories will be entitled to a certicate of\nrecognition.\n\nSuch employees in the different categories will be entitled to:\n\n\n  \n  \n  \n  \n  \n    \n      YEARS\n      IRON SHEETS (GUAGE 28)\n      CEMENT (BAGS)\n    \n    \n      5\n      0\n      0\n    \n    \n      10\n      20\n      5\n    \n    \n      15\n      25\n      10\n    \n    \n      20\n      30\n      15\n    \n    \n      25\n      35\n      20\n    \n    \n      30\n      40\n      25\n    \n    \n      35\n      45\n      40",{"bindId":147,"name":148,"text":149},"trainingprogrammes","UBL policy is to develop content and mat","UBL policy is to develop content and materials for Training through its\ninvestment in intranet infrastructure (Diageo Academy). All employees shall\nendeavor to complete such trainings as required and are beneficial to them.\nSocial wellbeing and\u002For training shall be identified by the relevant offices\nand service providers shall be sourced by the Human Resource office.",{"bindId":151,"name":88,"text":152},"paidmaternityleave","All female employees shall be granted three months of paid maternity\nleave.\n\nA female employee whose pregnancy is terminated by miscarriage shall be\ngranted the same leave she would have been entitled to in the event of delivery\nof the child. For purposes of this clause, miscarriage shall mean termination\nof a pregnancy after 28 weeks. In the event of an abortion (loss of a pregnancy\nbefore 28 weeks), the Company may at its discretion grant compassionate leave\nto an employee provided, always that no employee, shall be entitled to any\nleave of absence if the termination of the pregnancy is as a result of a\nwillful act of the employee which violates Uganda's law on abortion.\n\nAdditional leave without pay may be granted on request at the discretion of\nthe Company provided;\n\n• The employee, however, must produce a Medical Certificate signed by an\napproved Medical Practitioner and indicating the period of the confinement.",{"bindId":154,"name":155,"text":156},"contractseverancepay","The employer shall pay severance allowan","The employer shall pay severance allowance when an employee terminates his\nor her contract because of physical incapacity not occasioned by his own\nserious and wilful misconduct through the company insurance policy scheme\nas;\n\nOther Workman's Compensation Act benefits such as;\n\n1. Fifty (50) Iron sheets (Gauge 28 and 10ft long)\n\n2. Forty (40) bags of cement\n\n3. Certificate of service\u002F recognition\n\n4. Transport back home @ Ushs. 5500 per KM for F15 and Ushs. 5885 per KM for\nF16 11.8 Retirement Benefits Scheme (RBS)",{"bindId":158,"name":159,"text":160},"PAIDLEAV_trigger","The Company policy defines in details th","The Company policy defines in details the leave entitlements and\nsegmentation. Due care has been taken to ensure that the labor laws are adhered\nto. Examination Leave shall be provided to approved training\u002Fschooling program\nsponsored by the company in agreement with the Line manager. Study leave is\npart of the annual leave. However exam days for Approved Courses shall not be\npart of annual leave. The other provisions of leave are provided for in the\nCompany Leave policy.\n\nAll employees shall after each completed year of service, proceed on leave\nof thirty (30) calendar days. As far as possible, employees will be granted\nleave on the due date which is\n\nnormally the anniversary date of their engagements, and the Company will\narrange leave rosters accordingly.\n\nIn the case of termination of service, if an employee has leave balance due\nto him\u002Fher, such an employee shall be paid in lieu based on 100% basic monthly\nsalary.\n\nLeave travelling allowance shall be paid not later than the 7TH day of the\nmonth an employee goes on leave.\n\nEmployees and\u002For the company may not carry forward leave days from one\nfiscal year into the next unless deferred in writing. However in the event that\nthe company or employee is deferring leave, it must be taken within the first\nthree (3) months of the next fiscal year.\n\nLeave Allowance shall not be accumulated from year to year and proportionate\nLeave allowance shall not be paid to any such employee.",{"bindId":162,"name":129,"text":130},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Uganda Breweries Ltd - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-08-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of beverages\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Uganda Breweries Ltd\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Uganda Beverages, Tobacco and Allied Workers′ Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 88 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX 1000000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 180.0\n            \u003C\u002Fdiv>\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: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-overtimeallowanceamount1\">\n                    Premium for overtime work: → UGX 310000.0 per hour overtime\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[168],{"title":37,"slug":33},[170],{"type":171,"data":172},"call_to_action_body_block",{"title":173,"description":174,"variant":175,"link":176},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":173,"url":177,"description":173,"rel":178,"type":179},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[181],{"type":171,"data":182},{"title":173,"description":174,"variant":175,"link":183},{"title":173,"url":177,"description":173,"rel":178,"type":179},[]]