[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-uganda-fish-processors-and-exporters-association-ufpea-and-uganda-fisheries-and-allied-workers-union-ufawu-on-terms-and-conditions-of-employment-for-workers-in-the-fish-factories-in-uganda":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":134,"content_type_view":135,"extra_breadcrumbs":136,"body":138,"body_blocks":149,"related_pages":153},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":132,"translations":133},{"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-fish-processors-and-exporters-association-ufpea-and-uganda-fisheries-and-allied-workers-union-ufawu-on-terms-and-conditions-of-employment-for-workers-in-the-fish-factories-in-uganda","d42509b0-f14e-11e2-a0ce-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-uganda-fish-processors-and-exporters-association-ufpea-and-uganda-fisheries-and-allied-workers-union-ufawu-on-terms-and-conditions-of-employment-for-workers-in-the-fish-factories-in-uganda\u002Fcollective-bargaining-agreement-between-uganda-fish-processors-and-exporters-association-ufpea-and-uganda-fisheries-and-allied-workers-union-ufawu-on-terms-and-conditions-of-employment-for-workers-in-the-fish-factories-in-uganda\u002F","Collective Bargaining Agreement between Uganda Fish Processors and Exporters Association (UFPEA) and Uganda Fisheries and Allied Workers’ Union (UFAWU) - 2010","UGA Uganda Fish Processors and Exporters Association (UFPEA) - 2010","Uganda - UGA Uganda Fish Processors and Exporters Association (UFPEA) - 2010","UGA Uganda Fish Processors and Exporters Association (UFPEA) - 2010 - Agriculture, forestry, fishing",{"name":41,"data":42},"COLLECTIVE BARGAINING AGREEMENT (C.B.A) BETWEEN UGANDA F1SH PROCESSORS AND EXPORTERS ASSOCIATION (UFPEA) AND UGANDA FISHERIES AND ALLIED WORKERS’ UNION (UFAWU).html","\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>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT (C.B.A) BETWEEN UGANDA F1SH PROCESSORS AND\nEXPORTERS ASSOCIATION (UFPEA) AND UGANDA FISHERIES AND ALLIED WORKERS’ UNION\n(UFAWU) ON TERMS AND CONDITIONS OF EMPLOYMENT FOR WORKERS’ IN THE FISH\nFACTORIES IN UGANDA\u003C\u002Fh1>\n\n\u003Cp>SEPTEMBER 2010\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PREAMBLE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement made 22. this day…September…… of the year 2010.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BETWEEN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>M\u002FS. UGANDA FISH PROCESSORS AND EXPORTERS ASSOCAITION (UFPEA), a Limited\nliability Company incorporated in Uganda and having its registered office at\nAgip House, Kampala, Uganda and Post Office Box 24576 Kampala, Uganda,\n(hereinafter called the Association) representing all Fish Processing Companies\nin Uganda, which expression shall in this context so admits include its\nsuccessors assigns on THE ONE PART\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employees of UFPEA Member companies, represented by UGANDA FISHERIES AND\nALLIED WORKRES’ UNION (UFAWU) having its Registered Office at Plot 12 Iganga\nRoad, Jinja (hereinafter called The “Union”), which expression shall where\nthe context so admits include its successors and assigns on THE OTHER PART\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Whereas the parties to this agreement are interested in maintaining cordial\ngood working relations in the fisheries industry by introducing better\narrangements of working conditions, wages, salaries and other benefits in a\nstable atmosphere, and an undisturbed working environment in settlement of\nproblems pertaining to work relations by collective bargaining and determining\nways of settling differences of opinion and Whereas it has been agreed between\nthe Association and the Union that the terms and conditions of service as\nagreed and provided in the following schedule shall apply to the employees of\nthe UFPEA Member Companies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any party to this agreement who may wish to amend any clause herein the\nagreement may do, so by giving a notice of three months.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>1. APPLICABILITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaredifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cp>The terms and conditions of employment laid down in this agreement shall\ngovern and regulate the working relationship and general conditions of\nemployees in the fish processing industry in Uganda.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-WAGES_determined\" class=\"cbaClause highlight\">\u003Ch2>2. CONTRACT OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>The human Resource department shall issue to all employees contract\ndocuments. This contract document consists of among others; letter of\nappointment, statement of terms and conditions of service and or Disciplinary\nrules.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch2>3. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cp>The maximum length of probationary period shall be six month, and it may be\nextended for a further period of not more than six months where necessary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. TERMINATION NOTICE PERIODS\u003C\u002Fh2>\n\n\u003Cp>(a)Contract of Service may be terminated by either the company or the\u003C\u002Fp>\n\n\u003Cp>Employee giving a notice of termination.\u003C\u002Fp>\n\n\u003Cp>(b) Notice period for all employees shall be as follows:\u003C\u002Fp>\n\n\u003Cp>6 months----1 year 2 weeks\u003C\u002Fp>\n\n\u003Cp>1 year 5 years one month\u003C\u002Fp>\n\n\u003Cp>5 years 10 years two months\u003C\u002Fp>\n\n\u003Cp>10 years and above three months\u003C\u002Fp>\n\n\u003Cp>[c] Termination Notice shall not apply to employees summarily dismissed in\ncases of gross Misconduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Either party may pay to the other an equivalent of the appropriate\nNotice period, calculated on the employee’ basic pay in lieu of such\nNotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-WORKHOURS_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Ch2>5. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cp>All employees shall report for work as per the production schedules of each\nindividual UFPEA member company excluding public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. OVERTIME\u003C\u002Fh2>\n\n\u003Cp>The employer shall have a right to call upon his employees to work in excess\nof the normal working hours and days, and shall pay overtime at the agreed rate\nby the worker and the management but not less than one and half times the\nnormal rate of pay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. EMPLOYER TO PROVIDE WORK.\u003C\u002Fh2>\n\n\u003Cp>(i). The Employer shall provide his\u002Fher employees with work expressly or\nimpliedly as of No. 5 above, depending upon the availability of the raw\nMaterial (Whole Fish).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In the event that employees report normally for duty and find that\nthere is not enough Raw Material to warrant a day’s work, the staff will be\nsent back home and paid half the normal Rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) In circumstances where not enough and or No Raw Material is available\nto be Processed on a particular day(s) Management of each individual member\ncompany shall give prior Notice one day in advance \u002Fthe day before staff break\noff about staff deployment \u002F the decision not to work and such day(s) shall be\nconsidered as unpaid leave.\u003C\u002Fp>\n\n\u003Ch2>8. PAYMENT OF WAGES\u002FSALARIES\u003C\u002Fh2>\n\n\u003Cp>Payment of salaries \u002Fwages shall be payable in cash, employees Paid weekly,\nfortnightly, and or monthly shall be paid at the end of each week, fortnight\nand month respectively.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No deductions shall be made ‘from pay except the statutory taxes including\nIncome tax (PAYE). NSSF employees’ contributions, Union Dues for only\nemployees who are members of the union. And repayment of any advance of\nwages\u002Fsalaries and or loans given to the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>All gazetted public holidays will be granted with full pay. Employees if\nrequired by their employer to work on public holidays shall, be paid at double\nrate of the normal daily rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.DISC1PLINE\u003C\u002Fh2>\n\n\u003Cp>(a) Introduction.\u003C\u002Fp>\n\n\u003Cp>The company will make known to all employees the rules of behavior and\ngeneral standards of work performance that are a condition of employment. The\ncurrent guides to these rules and standards are availed to employees as\n‘separate handbooks. It is agreed by both parties that a formal procedure is\nnecessary to ensure that all employees are treated fairly and equitably.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Appropriate disciplinary action shall be taken against employees who fail to\nbehave reasonably or whose work performance or conduct falls consistently below\nthe required standards for the effect’s operation of the company.\u003C\u002Fp>\n\n\u003Cp>Any formal action will be aimed at assisting employees to improve their\nperformance or conduct. Only in the event ‘of this failing will further\ndisciplinary action be taken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Responsibility\u003C\u002Fp>\n\n\u003Cp>Management is responsible for formulating the necessary rules and work\nstandards; And for ensuring that these are communicated and explained clearly\nto all employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Authority to take disciplinary actions,\u003C\u002Fp>\n\n\u003Cp>Authority to take disciplinary action is vested on management; hoverer all\nwritten disciplinary actions must b referred to HRD for appropriate actions\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The formal Disciplinary Procedures\u003C\u002Fp>\n\n\u003Cp>(i) Verbal warning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Verbal warnings for minor offences shall be given by the Departmental Heads\nand shall be recorded and filed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Written warning\u003C\u002Fp>\n\n\u003Cp>In the event of an employee’s misconduct and or his\u002Fher performance is not\nsatisfactory, such an, employee shall be issued with a written first warning\nletter; A copy of the letter shall be put in the employee’s personal file and\noriginal copy shall be issued to the Individual who will be required to sign\nand acknowledge receipt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Final written warning\u003C\u002Fp>\n\n\u003Cp>If an employee co.mn1its further offense which falls short of gross\nmisconduct and whether or not related to the first warning, the individual\nshall be issued with Final Written warning letter and shall be recorded in\nhis\u002Fher personal file.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Cumulative warning\u003C\u002Fp>\n\n\u003Cp>Offences of serious nature may be brought into the procedure at the final\nwritten warning stage. Progression through the procedure may be as a result of\nthe accumulation of differing offences, as well as the reception of one\noffence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company reserves the right to invoke any stage of the agreed procedure\nor issue Warnings with the intention of correcting behavior or performance,\nhowever, other than in cases of gross misconduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) Suspension from duty\u003C\u002Fp>\n\n\u003Cp>(i) Whenever an employer is conducting an inquiry which he\u002Fshe has reason to\nbelieve may reveal a cause for dismissal\u002Ftermination of an employee, the\nemployer may suspend the employee with half pay.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee ma be suspended without pay as & punishment. Depending\non the Gravity of the offences and or misconduct\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Any suspension shall not exceed four (4) weeks with exceptional cases\nthat require detailed investigations by the police.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(vi) Termination of employment\u003C\u002Fp>\n\n\u003Cp>(i)If investigation and hearing confirms that during the period of a final\nwritten or following issue of a comprehensive warning, there is insufficient\nimprovement in performance, or further misconduct takes place, the employee’s\nservice will be terminated and the company shall pay in lieu of Notice\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)The employee who wishes to terminate his\u002Fher services will also pay in\nlieu of notice or forfeit pay equivalent to notice period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>The company reserves the right after full investigation to summarily dismiss\nan employee for Gross Misconduct.\u003C\u002Fp>\n\n\u003Cp>Gross Misconduct is behavior so serious, viz; willful and with intent and or\nnegligence toward duties that results in fundamental breach of trust in the\nemployee. In such case no termination benefits will be paid except any leave\ndue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(viii) Effective date of termination\u003C\u002Fp>\n\n\u003Cp>The effective date of termination will normally be the working day at the\nend of the contractual notice period or if the company pays cash in lieu of\nnotice, the day following the date on which the termination was notified to the\nemployee in writing and dues paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ix) Employee Representatives (Employee Union Officials)\u003C\u002Fp>\n\n\u003Cp>Disciplinary procedures apply equally to Employee Union officials and will\nhe treated like any other employee and are subject to the Rules and Regulations\nof’ the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(x) Criminal offences .from outside Employment\u003C\u002Fp>\n\n\u003Cp>Any employee who is charged with a criminal offence out of employment and\ntherefore unable to attend normal duties for 4 (four) consecutive days, will be\nterminated in accordance with the terms of his\u002Fher contract; the period during\nwhich he\u002Fshe was unable to attend work will not b paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(xi) Appeal Procedure\u003C\u002Fp>\n\n\u003Cp>Any employee, who believes that the enipl6yr was not justified in imposing a\ndisciplinary penalty on him\u002Fher, may make complaint to the Labour Officer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight focus\">\u003Ch2>11. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>Every employee, shall on completion of every calendar year of service, be\nentitled to A Holiday (annual Leave) with full pay at rate of even days in\nrespect of each period of four continuous months of service and to be taken at\nthe discretion of the company\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch2>12. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cp>b) Every employee shall be entitled up to 30. days sick leave with full pay\nif incapable to work because of sickness or injury in any calendar year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c )Failure to attend work without a certified sickness notification from a\nhealth facility acceptable by the company will be regarded as unauthorized\nabsence and shall not be paid for\u003C\u002Fp>\n\n\u003Cp>(d)Sick Leave shall be non cumulative, no unused sick leave entitlement\nshall be earned forward from one year to another\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>In the event of pregnancy, female employees shall give written notice not\nless than Seven days in advance to the Head of Department of her maternity\nleave and her likely date of delivery\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)All such female employees shall be entitled to 60 (sixty) working days\nwith pay hereinafter referred t. Maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>b)In the event of sickness arising out of the delivery and or continued\nconfinement affecting either the mother or the baby and making the other’s\nreturn to work inadvisable shall be entitled another four weeks unpaid\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Ch2>14. PATERNITY LEAVE.\u003C\u002Fh2>\n\n\u003Cp>A male employee shall, immediately after the delivery of a wife, inform\nmanagement in writing and shall therefore have a right’ of four working\ndays’ paternity leave yearly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. COMPASSIONATE LEAVE AND FUNERAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a.) Absence from work due to the death of a member of the employee’s\nfamily or a dependant relative shall be granted 3 (three) days off with pay and\nmaximum of 6 (six) days in any one calendar year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>c)In case a close relative of an employee dies, Burial assistance may be\ngiven according to each individual Member Company’s policy.\u003C\u002Fp>\n\n\u003Cp>d)In the event of the Death of an employee, the individual member company\nshall provide transport and any other facilitation depending on the company\npolicy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch2>16. MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cp>a) All employees are entitled to free first aid, treatment of minor injuries\nand ailments; And or minor health support by the company Nurse at the First Aid\nFacility.\u003C\u002Fp>\n\n\u003Cp>b) The company shall meet all costs of transportation and medical treatment\nof Major\u002Fserious Injury to the employee while at work and the incident shall be\nreported to the Labour officer and the matter shall be handled as per the\nworkers Compensation Act., ,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Ch2>17. MEALS AND FACILITATION FOR EMPLOEES\u003C\u002Fh2>\n\n\u003Cp>i) All employees shall be entitled to a meal while on duty.\u003C\u002Fp>\n\n\u003Cp>ii) Any employee assigned duties out of his\u002Fher Duty station, shall be\nfacilitated as\u003C\u002Fp>\n\n\u003Cp>per individual member company policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. PROTECTIVE GEARS\u002FCLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) The company will ensure that gears and protective clothing are issued to\nemployees for safety needs at work and this is a condition of employment that\ngears and protective clothing shall be worn, kept reasonably clean and in good\ncondition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) All issued gears and protective clothing shall remain the property of the\ncompany and must be returned .t the end of each day’s work. Failure to\nreturn\u002Fsurrender the same would be surcharged from employee’s wages.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. REDUNDANCY POLICY\u003C\u002Fh2>\n\n\u003Cp>a) In the event of redundancy, the Company shall determine who is to be\ndeclared Redundant, The Union and Ministry of Gender Labour and Social\nDevelopment shall be informed as early as Possible of the reasons and extent of\nthe intended Redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The employees declared redundant shall be paid their terminal benefits as\nper\u003C\u002Fp>\n\n\u003Cp>Terminal procedures.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. UNION OFFIC1LALS AND UNION SABLE EMPLOYEES.\u003C\u002Fh2>\n\n\u003Cp>a) Branch officials and Shop steward shall be elected by the employees and\nneither by the Union nor does the company to assist resolve issues at the work\nplaces.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The company shall deduct 2% of employees’ basic salary every month as\nunion dues and the collection to b remitted to the union headquarters by the\n30’ day of the following month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. PRODUCTIVITY\u003C\u002Fh2>\n\n\u003Cp>For increasing productivity Uganda fisheries and allied workers union and\nUganda Fish Processors and Exporters Association accept the need to improve\nproductivity in tie industry and agree o cooperate to achieve this.,\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch2>22. DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be effective from 22th day of September the year 2010\nand shall remain in force untill 21st day of Septemberr of the year 2012.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of M\u002Fs UGANDA FISH PROCESSORS AND EXPORTERS\nASSOCIATION (UFPEA)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of UGANDA FISHERIES AND ALLIED WORKERS UNION\n(UFAWU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY NOTU AND FUE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-uganda-fish-processors-and-exporters-association-ufpea-and-uganda-fisheries-and-allied-workers-union-ufawu-on-terms-and-conditions-of-employment-for-workers-in-the-fish-factories-in-uganda\u002Fcollective-bargaining-agreement-between-uganda-fish-processors-and-exporters-association-ufpea-and-uganda-fisheries-and-allied-workers-union-ufawu-on-terms-and-conditions-of-employment-for-workers-in-the-fish-factories-in-uganda\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            ",{"hourspday_select":44,"maternitydifferenttrigger":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"WAGES_determined":60,"maternityexcludedtrigger":64,"childcare":66,"WORKHOURS_trigger":70,"childcaredifferenttrigger":72,"contracttrialperiod":74,"maternityotherclause":78,"maxsicknesspayperc":82,"healthcareaccess":84,"funeralpay":88,"healthandsafetypolicy":92,"contracttrial":96,"sicknesspay":98,"paidmaternityleaveall":102,"paidpaternityleave":104,"sicknessmaxdaysnr":108,"childcareexcludedtrigger":110,"bankholidays1":112,"mealvouchers":116,"sicknessmaxdays":120,"paidmaternityleave":122,"contractseverancepay":124,"PAIDLEAV_trigger":128},{"bindId":45,"name":46,"text":47},"hourspday_select","5. HOURS OF WORK All employees shall rep","5. HOURS OF WORK\n\nAll employees shall report for work as per the production schedules of each\nindividual UFPEA member company excluding public holidays.",{"bindId":49,"name":50,"text":51},"maternitydifferenttrigger","The terms and conditions of employment l","The terms and conditions of employment laid down in this agreement shall\ngovern and regulate the working relationship and general conditions of\nemployees in the fish processing industry in Uganda.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","In the event of pregnancy, female employ","In the event of pregnancy, female employees shall give written notice not\nless than Seven days in advance to the Head of Department of her maternity\nleave and her likely date of delivery\n\n\n\na)All such female employees shall be entitled to 60 (sixty) working days\nwith pay hereinafter referred t. Maternity leave.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","b) Every employee shall be entitled up t","b) Every employee shall be entitled up to 30. days sick leave with full pay\nif incapable to work because of sickness or injury in any calendar year.",{"bindId":61,"name":62,"text":63},"WAGES_determined","2. CONTRACT OF EMPLOYMENT The human Reso","2. CONTRACT OF EMPLOYMENT\n\nThe human Resource department shall issue to all employees contract\ndocuments. This contract document consists of among others; letter of\nappointment, statement of terms and conditions of service and or Disciplinary\nrules.",{"bindId":65,"name":50,"text":51},"maternityexcludedtrigger",{"bindId":67,"name":68,"text":69},"childcare","a.) Absence from work due to the death o","a.) Absence from work due to the death of a member of the employee’s\nfamily or a dependant relative shall be granted 3 (three) days off with pay and\nmaximum of 6 (six) days in any one calendar year.",{"bindId":71,"name":46,"text":47},"WORKHOURS_trigger",{"bindId":73,"name":50,"text":51},"childcaredifferenttrigger",{"bindId":75,"name":76,"text":77},"contracttrialperiod","3. PROBATIONARY PERIOD The maximum lengt","3. PROBATIONARY PERIOD\n\nThe maximum length of probationary period shall be six month, and it may be\nextended for a further period of not more than six months where necessary.",{"bindId":79,"name":80,"text":81},"maternityotherclause","b)In the event of sickness arising out o","b)In the event of sickness arising out of the delivery and or continued\nconfinement affecting either the mother or the baby and making the other’s\nreturn to work inadvisable shall be entitled another four weeks unpaid\nleave.",{"bindId":83,"name":58,"text":59},"maxsicknesspayperc",{"bindId":85,"name":86,"text":87},"healthcareaccess","16. MEDICAL FACILITIES a) All employees ","16. MEDICAL FACILITIES\n\na) All employees are entitled to free first aid, treatment of minor injuries\nand ailments; And or minor health support by the company Nurse at the First Aid\nFacility.\n\nb) The company shall meet all costs of transportation and medical treatment\nof Major\u002Fserious Injury to the employee while at work and the incident shall be\nreported to the Labour officer and the matter shall be handled as per the\nworkers Compensation Act., ,",{"bindId":89,"name":90,"text":91},"funeralpay","c)In case a close relative of an employe","c)In case a close relative of an employee dies, Burial assistance may be\ngiven according to each individual Member Company’s policy.\n\nd)In the event of the Death of an employee, the individual member company\nshall provide transport and any other facilitation depending on the company\npolicy.",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","a) The company will ensure that gears an","a) The company will ensure that gears and protective clothing are issued to\nemployees for safety needs at work and this is a condition of employment that\ngears and protective clothing shall be worn, kept reasonably clean and in good\ncondition.\n\n\n\nb) All issued gears and protective clothing shall remain the property of the\ncompany and must be returned .t the end of each day’s work. Failure to\nreturn\u002Fsurrender the same would be surcharged from employee’s wages.",{"bindId":97,"name":76,"text":77},"contracttrial",{"bindId":99,"name":100,"text":101},"sicknesspay","12. SICK LEAVE b) Every employee shall b","12. SICK LEAVE\n\nb) Every employee shall be entitled up to 30. days sick leave with full pay\nif incapable to work because of sickness or injury in any calendar year.\n\n\n\n(c )Failure to attend work without a certified sickness notification from a\nhealth facility acceptable by the company will be regarded as unauthorized\nabsence and shall not be paid for\n\n(d)Sick Leave shall be non cumulative, no unused sick leave entitlement\nshall be earned forward from one year to another",{"bindId":103,"name":54,"text":55},"paidmaternityleaveall",{"bindId":105,"name":106,"text":107},"paidpaternityleave","14. PATERNITY LEAVE. A male employee sha","14. PATERNITY LEAVE.\n\nA male employee shall, immediately after the delivery of a wife, inform\nmanagement in writing and shall therefore have a right’ of four working\ndays’ paternity leave yearly.",{"bindId":109,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":111,"name":50,"text":51},"childcareexcludedtrigger",{"bindId":113,"name":114,"text":115},"bankholidays1","All gazetted public holidays will be gra","All gazetted public holidays will be granted with full pay. Employees if\nrequired by their employer to work on public holidays shall, be paid at double\nrate of the normal daily rate.",{"bindId":117,"name":118,"text":119},"mealvouchers","17. MEALS AND FACILITATION FOR EMPLOEES ","17. MEALS AND FACILITATION FOR EMPLOEES\n\ni) All employees shall be entitled to a meal while on duty.\n\nii) Any employee assigned duties out of his\u002Fher Duty station, shall be\nfacilitated as\n\nper individual member company policy.",{"bindId":121,"name":58,"text":59},"sicknessmaxdays",{"bindId":123,"name":54,"text":55},"paidmaternityleave",{"bindId":125,"name":126,"text":127},"contractseverancepay","(vi) Termination of employment (i)If inv","(vi) Termination of employment\n\n(i)If investigation and hearing confirms that during the period of a final\nwritten or following issue of a comprehensive warning, there is insufficient\nimprovement in performance, or further misconduct takes place, the employee’s\nservice will be terminated and the company shall pay in lieu of Notice\nperiod.\n\n\n\n(ii)The employee who wishes to terminate his\u002Fher services will also pay in\nlieu of notice or forfeit pay equivalent to notice period.",{"bindId":129,"name":130,"text":131},"PAIDLEAV_trigger","11. ANNUAL LEAVE Every employee, shall o","11. ANNUAL LEAVE\n\nEvery employee, shall on completion of every calendar year of service, be\nentitled to A Holiday (annual Leave) with full pay at rate of even days in\nrespect of each period of four continuous months of service and to be taken at\nthe discretion of the company","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Uganda Fish Processors and Exporters Association (UFPEA) - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-09-22\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-09-21\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: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Fish farming and fish related services\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Uganda Fish Processors and Exporters Association (UFPEA)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        UFAWU - Uganda Fisheries 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        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 30 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: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \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: → 8.5 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: → 6 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 4 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: → 180 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            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \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: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \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: → No\u003C\u002Fdiv>\n            \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",[137],{"title":37,"slug":33},[139],{"type":140,"data":141},"call_to_action_body_block",{"title":142,"description":143,"variant":144,"link":145},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":142,"url":146,"description":142,"rel":147,"type":148},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[150],{"type":140,"data":151},{"title":142,"description":143,"variant":144,"link":152},{"title":142,"url":146,"description":142,"rel":147,"type":148},[]]