THE REPUBLIC OF UGANDA IN THE MATTER OF THE LABOUR UNIONS ACT CAP 228, IN THE MATTER OF THE EMPLOYMENT ACT CAP 226, AND IN THE MATTER OF COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) P.O.BOX 3799 KAMPALA, of Email: info@hts-union.org Herein after referred to as the Union on the one hand AND HARISS INTERNATIONAL LTD, P.O. BOX 24972, KAMPALA, Email, info@rihamqroup.com (Herein after referred to as the company on the other hand)

COLLECTIVE BARGAINING AGREEMENT

This Collective Bargaining Agreement made on this day of, 2025

Between

UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’

UNION (HTS-Union) of P.O.BOX 3799 Kampala (hereinafter called the

“Union”) of the one part

AND

HARISS INTERNATIONAL LTD, P.O. Box 24972, Kampala. (hereinafter called

the “Company” which expression shall, unless the context otherwise

requires, include its successors in title and assigns) of the other part

PART ONE GENERAL TERMS:

Section 1. Affirmation and Preamble

a.Cognizant of Article 29 and 40 of the National Constitution, the Labour Unions Act Cap, 228, the Employment Act Cap, 226 among others, especially on Representation and Collective Bargaining; do hereby agree as follows:-

b.The Company is a limited liability company incorporated and carrying on Food processing and beverage business under the laws of Uganda.

c.The Union is a labour union duly organized and registered under the laws of Uganda to promote and defend the rights and interests of persons employed in the hotel, food and tourism sectors.

d.This Collective Bargaining Agreement (CBA) is made to cover all unionisable employees of Hariss International Ltd, P.O. Box 24972, Kampala in whichever locations they are deployed to offer labour.

e.This agreement is made by the parties in good faith to establish and regulate the general Industrial Relations between Employer/ Management and the employees, setting out the minimum standards as terms and conditions of employment with the company.

f.That reference to “The Union” in this agreement refers to HTS-Union. The Union shall be the sole body representing such employees.

g.The Company and the Union hereby do agree to enter into a Collective Bargaining Agreement (“CBA”) for employees on all matters concerning the terms and conditions of employment of the bargaining unit employees employed by the Company as represented by the Union;

Section. 2. Governing Law

This Agreement shall be governed by the laws of Uganda and shall however continue in force until otherwise amended by the parties thereto.

NOW THEREFORE IT IS HEREBY MUTUALLY AGREED AS FOLLOWS:

Section 3:Definitions

Notwithstanding any other definition or meaning of the dictions herein, the key words in this CBA are here below described shall stand for the meaning as indicated hereto for the purpose of interpretation of this Agreement.

I.In this Agreement, “CBA” means Collective Bargaining Agreement with direct reference to this very Agreement.

II.Abscondment: Shall mean a situation where an employee does not report to work for four consecutive number of days without proper authorization and information.

III.Bargaining Unit: Means the categories of employees that fall within the unionisable grades as opposed to those identified under management herein.

IV.Disciplinary Committee Means that Committee composed of both management and Union representatives that are responsible for discharging and dispensing off disciplinary cases concerning employees.

V.Fixed Term Contract Shall mean a contract of employment offered to an employee for purposes of seasonal or one off job specification and requirement.

VI.Gender Based Violence (GBV) Refers to physical, sexual, economic

or psychological violations which are subjected to individuals or groups of persons based on social expectations of men/boys and women/girls.

VII.Industrial Accident: shall mean any accident that an employee meets while travelling to the place of work; the time the employee is on duty and while travelling to his/her home.

VIII.Industrial Disease: Shall mean an employee suffers from an ailment because of performing his/her duties assigned to him/her by the company.

IX.Lay off means the temporary or permanent cessation of employees’ service in circumstances where the Company

decides that the circumstances require a temporary reduction of personnel or hours of work.

X.Management: Shall refer to the Managing Director/Plant Manager/Chief Finance Offer/Chief Commercial Officer & Human Resource Director.

XI.Miscarriage: is the loss of pregnancy by an expectant mother before 20 weeks of gestation.

XII.Premature: An expectant mother delivers a baby 37 weeks before pregnancy

XIII.Repatriation Allowance/fee: An employee recruited for employment at a place which is more than one hundred kilometres from his or her home shall have the right to be repatriated at the expense of the employer to the place of engagement as per the cases highlighted in section 38(1) of the Employment Act Cap 226.

XIV.Resignation: When an employee officially and procedurally stops or terminates his/her contract at his/her discretion/decision

XV.Redundancy: Means the involuntary loss of employment arising from a situation where: The Company has ceased or intends to cease to carry on the business for the purposes of which the employee was employed or to carry on that business in the place where the employee was so employed.

XVI.Retirement: In this agreement shall mean an employee who ceases to work with the company on the following grounds.

o Old age of 55 (fifty-five);

o Medical unfitness;

o Voluntary at 50 (fifty) years of age, after working for more than 10 years subject to management approval.

o Voluntary retirement after working for more than 10 years subject to management approval.

XVII.Sexual Harassment: Is unwanted, unwelcome and unasked-for behavior of a sexual nature. It can occur either on a one-time basis or as a series of incidents, however minor. Sexual harassment is coercive and one-sided and both males and females can be victims.

XVIII.Still Birth: Is the death of fetus after 20 weeks of pregnancy, but before or during birth, meaning the baby is born with no signs of life.

XIX.Shop Steward(s): Means a member of the Union elected by other members to represent them in dealings with the Company and “Chief Shop Steward” shall mean the head of Shop Stewards

XX.Severance Pay: This refers to payment to an employee under the situation where the employer for his/her own reasons terminates the services of an employee who is still willing to continue in employment and has not committed an offence under the circumstances.

XXI.Termination: This refers to the situation where either the employer or the employee stops the employment appointment/contract.

Section. 4 General Principles and Terms

a)Whereas the Company and the Union take cognizant of the uniqueness and peculiarities involved in the operations of Hariss International Ltd/company herein, the parties hereto also do appreciate the importance and the need for development of both parties and to this end hereby do agree to work harmoniously and strategically to achieve this goal.

b)The Company (Hariss International Ltd) and the Union do hereby agree to negotiate and operate a holistic Collective Bargaining Agreement (CBA) between the parties to cover all unionisable employees of the Company in whichever operational location or business entity they may be deployed to offer Labour.

c)The parties hereto also agree that in cases of any matters affecting or relating to Hariss International Ltd as party to this agreement it shall be mutually handled between the Union and Hariss International Ltd.

d)The parties hereto also agree that this agreement shall be implemented in good faith and in conformity with all general terms and conditions of service as provided in the Labour Laws relating to rights, obligations, privileges and by both employees and the company/management that include inter alia, probation, appointments/contracts of employees, hours of work, medical treatment, sick pay, all forms of leave, accidents at work, OSH issues, disciplinary procedures, sanctions and dispute resolution.

Section 5.Recognition

a)It is hereby agreed by the parties hereto that Hariss International Ltd, the Company, accords full recognition to HTS-Union provided it is and for so long as it remains reasonably and collectively representative of the workers employed by the company.

b)The Union shall be the sole body representing the bargaining unit employees of Hariss International Ltd.

Section 6.Purpose and Scope of the Agreement

a)The purpose of this Agreement is, in the mutual interest of the Company and the Union on behalf of the employees, to provide for the operation of the services of the Company under methods which will further, to the fullest extent possible, the safety of the Company’s business and the efficiency of its operation; and

b)The parties agree that the employment relationship between the Company and Employees shall be governed by the terms and conditions of service agreed herein.

Section 7.Information:

a)Communication to all employees by the company/management on all matters regarding recruitment process, terms and conditions of employment, disciplinary actions and cessation of employment shall be done in writing to the employee unless otherwise provided for in this agreement or the law.

b)All new employees will be informed of this CBA by either party when their employment commences. This CBA will govern the relationship of such new employees with the Company if such employees accept to become members of the Union or as the law provides.

Section 8.Existing privileges:

It is agreed by the parties hereto that save as otherwise provided herein, Employee already in service shall not receive remuneration or privilege, less favorable than his/her current remuneration of service after the signing/coming into force of this agreement.

Section 9.Probation:

a)The parties hereto agree that new employees shall be engaged for a probationary period of six months. The probationary period may be extended in special circumstances for a period not longer than six months in consultation with the employee in question.

b)It is also agreed that a person employed as a casual staff shall serve the company in that status or form of employment in accordance with law in force.

c)A casual employee who is awarded a contract shall not serve a probation unless he/she is changing a position.

Section 10.Migrant workers’ rights

a)The parties hereto agree that all migrant workers in service of the company and who fall under the bargaining unit of this CBA shall observe all the obligations and rights offered by this agreement like other regular employees/union members.

b)It is also hereby agreed that all migrant workers who are not in top management positions shall have the liberty to be members of the union for purposes of representation.

Section 11.Seasonal/Casual employees:

a)The parties hereto agree that the Company may engage seasonal employees or casual employees in accordance with the law in force.

b)Casual employees shall be eligible for Union representation during their service with the Company.

c)Their terms in the CBA may be particular to certain sections of this Collective Bargaining Agreement in areas where they are mentioned.

Section 12.Effective date and term of the Agreement:

a)The parties hereto agree that notwithstanding the date of execution, this agreement shall be deemed to be effective from the of2025 for a period of three (3) years and

shall continue in force until otherwise amended by the parties hereto except for PART SIX that may be reviewed annually.

b)Forty-five [45] days to the expiry of this agreement, the Union shall forward a written notice setting forth the nature of any proposed amendments to this agreement and other related matters hereof to the Company in respect of the period starting after the expiry of this agreement.

Section 13.Salaries/Wages Review

The parties hereto agree that when determining the wages/salaries of the Employees, the following principles will be paramount and have to be considered: -

a)The continuity and interests of the Company, the Union and the Employees;

b)The rate of productivity of the Employees as determined by the Company in accordance with set Company targets for each Employee

c)The economic and social objectives of the Company and the community.

Section 14.Union Dues Check-Off and Remittances

a)The parties hereto agree that an employee recruited to occupy a position in any of the unionisable category may join the Union in accordance with the Labour Unions Act Cap, 228 and the Labour Unions (Check Off) Regulations, 2011.

b)The Company shall deduct and remit a levy (prescribed in the above said Regulations) together with Union Dues from any unionisable employee who is not a member of the Union but benefits from the terms of this CBA.

c)It shall be the responsibility of the Union to inform employees of the Company of the two available options to whether; to join the Union and be subjected to a subscription of 2% of their wages as Union Dues; or, opt not to join.

d)The Union shall also notify the employees that if they opt not to join, they would be required to pay 1% of their wages to the Union if such employees benefit from negotiations of the Union with the Company.

e)New Employees will be subjected to this levy upon completion of the probationary period.

f)Any gratuity payable or paid to any Employee(s) who retire (for reasons other than medical grounds) will be subjected to 2% Union dues. The said 2% will be withheld by the Company and transferred or remitted to the Union as soon as possible.

Section 15.Job Vacancy and Promotions

a)The parties hereto agree that the Company recognizes that it is of mutual benefit for its employees to be represented by a properly constituted Labour Union, it is therefore hereby agreed that all new employees will be informed of this CBA when their employment commences and will be urged to join and remain fully paid up members of the Union.

b)It is also agreed by the parties that Management shall give top priority to the existing qualified or qualifiable employees for any post that may fall vacant. No employee shall be subjected to probationary period on promotion.

c)In circumstances where a position at supervisory level is being held by a contractual or casual staff, the said employee shall be confirmed into permanent employment save for those who have been re-hired or serving on fixed term contracts.

Section 16.The Right to Stop and Search Staff

a)The parties to this Agreement recognize the importance and the right of security personnel of the Company to carry out the ‘stop and search’ practice, however the conduct of this practice shall be done in the most humane and professional manner possible so as to avoid causing embarrassment to the person being subjected to the said search.

b)For instance, it is recommended that female Security officers should be the ones to search female employees, and the vicevasa should be applied with the males.

PART TWO RIGHTS:

d)Hariss International operates on different shift patterns depending on the business requirements and these can keep on changing from time to time as long as the minimum working hours are 48 hours in each week of the month and employees shall be expected to comply with the assigned shift pattern by Management.

Section 19. Payment of Salaries/Wages

a)The parties hereto agree that salaries /wages shall be paid by bank transfer.

b)All employees will be required to open a salary account with a bank(s) selected to be convenient to majority of employees in Uganda where salaries /wages will be paid. The employees must notify the Company of the account number, branch and address of the bank to which payments are to be made.

c)Bank charges arising from the salaries/wages payment to the workers shall be met by the Company provided their accounts are in the banks agreeable and notified to the Company as aforesaid.

d)Salaries for permanent employees shall be paid in two installments each month’ the first payment shall be made by 18th of each calendar month the second installment, to be paid on the last day of the month or in the worst case by the 5th day of the subsequent month.

e)Wages shall be paid on a weekly basis by Friday.

f)Any such delays shall be communicated to the staff by a Memo, prior to the expected date of payment herein.

Section 20.Public Holidays

a)The parties hereto agree that all Uganda gazetted public holidays, and other recognized holidays shall be recognized by the company and employees and shall receive overtime pay in accordance with Section18. herein for any overtime worked on such days.

b)Subject to what may be agreed upon between an employee and the company, an employee will have the option of taking either a day off or payment in lieu as per part (a)for the public holidays he/she worked.

c)No employee shall refuse the request of the management to work on a public holiday or holidays.

Section 22.

PART THREE DISCIPLINARY CODE:

Section:23. Purpose and Scope

a)The parties hereto agree that it is the intention of the Company and the Union that disciplinary action shall have the goal of correcting or improving performance and conduct of an Employee;

b)Disciplinary actions shall have the purpose to ensure that all disciplinary actions are carried out in a fair, just, consistent and professional manner. This shall be done through a Disciplinary Committee (DC) and Disciplinary Hearing (DH).

c)The parties hereto also agree that this disciplinary code is designed to ensure consistent and fair treatment for all employees. Disciplinary cases involving employees under probationary contracts and/or termination of probationary contracts shall be dealt with as per this CBA or the Law in force.

Section 24. Disciplinary Committee composition

The parties hereto agree that the Disciplinary Committee shall comprise of a minimum of three people of whom one will be a union shop steward.

Section:25. Disciplinary Categories

The parties hereto agree that all misconduct/offences shall be categorized as below;

a)Minor Misconduct: Misconduct shall include violations of the company’s core values, policies and procedures that amount to minor infringements which affect the continuity and efficiency of our operations. Such infringements shall result in the imposition of a disciplinary penalty as per the progressive disciplinary process

detailed below.

b)Serious Misconduct: Serious Breaches refer to any behavior that significantly breaches company rules or standards but might not completely destroy the employment relationship. It usually leads to disciplinary action, such as warnings, suspension, or other sanctions.

c)Gross Misconduct: Gross Misconduct includes any violation of the company’s core values, policies and policy to such a degree that continued employment of an errant individual is intolerable. Gross misconduct warranting a dismissal/summary dismissal shall include conduct that indicates that the employee has fundamentally broken their obligations under their employment contract.

Section 26: Disciplinary Procedure for managing Minor Misconducts

The parties hereto agree that the following are the disciplinary procedures for managing minor misconducts and these shall be handled by the respective line managers with support from the Human Resource Department.

a)Counselling: In case the manager realizes that the discipline shortfall arose out of a lack of knowledge, counseling is the first step of addressing or correcting the behavior of the employee. It is a great way of creating awareness and ensuring that the employee knows the rule and cannot later claim ignorance. The Line Manager is able to correct the behavior of the employee at a stage when the employee is not up for disciplinary measures yet. This counselling conversation will be recorded but the manager may invite a witness to the meeting.

b)Informal/Verbal Warning: Where the employee commits the same or another minor misconduct, yet counselling has been previously provided, a verbal warning shall be issued by the line manager. The verbal warning will be recorded in writing, signed and placed on the employee’s personal file. If the employee corrects the disciplinary or performance issue and exhibits remorse and positive change then the line manager and the Human Resources Director or his designate may, at their absolute discretion, agree to disregard the verbal warning for disciplinary purposes after twelve months.

c)First Written Warning: The First written warning will give details of the complaint and may include the improvement required, the timescale for the improvement, and details of any training/other support to be provided for the employee to reach the required standard. It will warn us that further disciplinary action will be considered if there is repetition of such conduct or other unsatisfactory conduct or no satisfactory improvement in performance and will advise of the right of appeal.

d)Second Written Warning: The Second warning letter shall be issued where a first written warning has been previously issued but the employee commits the same or another minor misconduct. the Head of Department shall issue a copy to the HR Department, and a copy of the same shall be placed on the employee’s file.

e)Final Written Warning: A final written warningis a documented formal conversation between a Line Manager/Head of Department and an employee about the same or another minor misconduct where a second written warning has previously been issued. In the case of a unionized employee, this will be in the presence of a union representative. This is the last step in the progressive approach to disciplinary management and the same shall be issued by the relevant Head of Department in consultation with the Human Resources Director. The final written warning will give details of the complaint, will warn that further disciplinary action will result if there is repetition of such conduct or other misconduct or no satisfactory improvement in performance and will advise of the right of appeal. A copy of the final written warning will be documented, endorsed by the employee and sent to the Human Resource Director to be placed on the employee’s personal file.

f)The parties hereto agree that the progressive disciplinary action shall be according to minor misconduct and not as per offence. For example if an employee reports late for work without communication for the first time, he/she will undergo counselling by the line manager, furthermore if the same employee commits another minor misconduct like sneaking a mobile phone or shows intention to sneak a phone into the factory when he/ she is not authorized, he/she will be given a verbal warning but documented. If the same employee commits another minor misconduct e.g. dozing at the workstation, he/she will be issued a first written warning. If the same employee commits another minor misconduct e.g minor carelessness he/she will be issued a second written warning. If the same employee commits another minor misconduct e.g. minor damage to company property, he/she will be issued a final written warning. If the same employee commits another minor misconduct e.g. extended tea/meal breaks he will then be forwarded for a formal disciplinary hearing, and the sanction will be recommended by the disciplinary committee to the Human Resource Director.

Please refer to the appendix for all minor misconducts.

Note: All written warnings/records shall be valid for 12 (twelve) months. where the same or another minor misconduct is committed within the same period, the employee shall undergo further disciplinary action as per the progressive disciplinary process. If the duration of a given disciplinary action lapses, the progressive disciplinary process shall start afresh given the commission of the same or another minor misconduct.

Section 27: Disciplinary Procedure and processes for managing Serious & Gross Misconducts

a)The parties hereto agreed that the Company shall ensure that all disciplinary actions are carried out in a fair and just manner and in accordance with this CBA and the law. All employees shall have a right to fair hearing, representation and appeal.

b)It is also agreed by the parties that serious an grave misconducts shall follow a formal disciplinary process (Disciplinary hearing) as stipulated herein below

c)Any disciplinary action(s) taken by the Company shall be documented and copies thereto entered on the employee’s personal file. Any notification of disciplinary action taken by the Company shall be acknowledged by the Employee and copied to the Chief Shop Steward.

d)It is further agreed that the decisions of the DC shall be binding and applicable to the parties thereto and the employee in effect unless otherwise appealed against.

e)That formal Disciplinary Hearing process shall be conducted at different levels as here below:

I.Level One: First sitting Chaired by the appointed chairperson by the Human Resource Department who should be of a higher position than the person to be heard in Disciplinary Hearing.

II.Level Two: Where the employee is not satisfied with the decision, he/she shall appeal to the Human Resource Director and notify the General Secretary.

III.Level Three: Conciliation and or Arbitration Chaired by an officer agreeable to by the parties to the grievance/ complaint in question.

IV.Level Four: Industrial Court and or action by either part in accordance with the law.

Please refer to the appendix for all serious and gross misconduct.

Section 28. Suspension for investigation

a)The parties hereto agree that where it requires Management to make investigations in case of an offence, an employee may be suspended. Such suspension shall be in writing and copied to the Chief Shop steward.

b)Suspension under this clause shall not exceed 4(four) weeks. The salary of the employee on suspension shall be reduced by half the basic pay.

c)After 4(four) weeks suspension if the employee is not proven guilty of the offence, he /she shall have to resume duties with full pay as from the day of suspension.

Section 29. Suspension as a sanction

a)Suspension may be preferred to an employee as a sanction arising from the decision of a disciplinary hearing where the employee is not terminated but rather suspended.

b)This type of suspension will be without pay and for a period not exceeding two weeks.

Section.30. Abscondment from Duty

The parties hereby agree that an employee shall be considered as having absconded from duty after absenting himself or herself from his/ her workplace for 4(four) consecutive days without permission from his/ her employers or Supervisor or without a justifiable cause or reason.

Notwithstanding the foregoing provisions, the Company may in cases deserving of summary dismissal, inflict upon any employee following Disciplinary Hearing any of the following sanctions instead: -

i.Reprimand.

ii.Demotion;

iii.Suspension without pay;

iv.Recovery oflosscaused to the company by the employee

v.withholding of salary increment or promotion; or

vi.Termination or dismissal.

Section: 31. Appeals.

The parties hereby agree that if the employee is aggrieved with the decision of the Disciplinary Committee, the employee should appeal to Human Resource Director against it without unreasonable delay and in any event within five working days of receipt of the written decision they are appealing.

Section: 32. Criminal Proceedings

a)The parties hereby agree that an employee who commits a criminal offense may be prosecuted in a Court of Law irrespective of and/ or in addition to any other disciplinary action that may have been taken by the company.

b)Employees who are charged or convicted of criminal offenses, with the exception of traffic offenses, shall be placed on investigative suspension and shall be subjected to normal disciplinary procedure if such actions are contrary to company code of conduct.

PART FOUR PARENTAL RIGHTS, PROTECTION AND PRIVILEGES

Section 33.

b)Days off duty for antenatal services and those for post-natal including days for immunization of a child shall not be deducted from mother as absence as long as proof of attendance is provided to management i.e. antenatal record and immunization card. However, the weekly off duty may be rescheduled to cover such scheduled hospital visits.

c)It is also agreed by the parties that the company shall provide appropriate uniforms for pregnant employees when required.

d)Management shall endeavor to design favorable work schedule for breast feeding mothers so as to allow them easy access to their babies for feeding purposes where applicable

g)A staff with a baby with special needs/complications shall be given ample/reasonable time for child care and hospital visits as Management and the employee may agree depending on the medical doctor's recommendation.

Section 36. Maternity related sicknesses or confinement

a)Still birth: A female employee who experiences still birth shall be entitled to 8 weeks of leave; however, the said employee may be free to return after 6 weeks upon recommendation of a medical practitioner and a written request to Management by the staff.

b)Miscarriage: A female employee who loses pregnancy as result of miscarriage shall be entitled to at least 8 weeks of leave, however the said employee may be free to return after 6 weeks upon recommendation of a Medical Doctor and a written request to Management by the staff.

c)Premature: A female employee who gives birth to a premature baby, the said employees shall be entitled to full maternity leave benefits. In addition, the said employees shall be given further maternity leave days depending on the recommendation of a medical practitioner but on full pay.

d)In extenuating circumstances any further leave days to be considered shall be granted on the advice of the registered medical practitioner and payable at full pay.

PART FIVE BENEFITS AND ALLOWANCES

e)An employee on leave who requires an extension should apply at least 48 hours before the expiry of the leave to his/her head of department and such extension will only be valid when approved.

f)The annual leave shall be taken as per the leave plan agreed upon between the employee and their line manager. The maximum carry forward leave into the following year shall not exceed ten (10) days. However, in the event the employee is unable to take all their planned leave within the year due to business requirements and confirmed by the line manager, exceptional approval shall be sought from the Human Resource Director to have there leave carried forward into the following year.

g)In the exigencies of the Company service, an employee may be recalled to duty before the expiry of his/her leave except in case of maternity /paternity leave, in which case the balance of the leave days due will be carried forward or paid for in cash, at the rate of two times his/her hourly salary rate.

c)Upon expiry of the aforementioned period, retirement on medical grounds shall be considered by Management of the Company in consultation with the Union.

d)However, should the employee recover and be fit to work again, Management will consider such a case (s) depending on the availability of vacancy.

e)An employee on sick leave shall continue to enjoy his/her seniority in regard to service seniority and accumulation of annual leave.

f)During the period that an employee is on sick leave, he/she shall continue to receive gross pay normally received when the employee is on duty provided that the sick leave is approved and/ or granted by the Company doctor or authorized by the company.

g)Sick leave also includes injury to employees outside the workplace but does not cover industrial accidents.

h)In case of short-term sickness, the employee will be entitled to a maximum of 7 (Seven) days a year that shall be part of the prolonged sickness days. Any excess from the above shall be deducted from annual leave.

i)The annual sick leave benefits are all subject to the employee producing medical report form signed/issued by a duly qualified medical practitioner appointed by the Company.

j)Under normal circumstances an employee shall be expected to inform the Company immediately of his/her inability to report to work not later than 24 hours from the date he/she falls sick.

Section 39. Industrial Accidents

a)The parties hereto agree that in case of absence from duty as a result of an industrial accident (that does not result into permanent total or permanent partial incapacity) at the workplace, full salary/ wages will be paid until person returns to work in accordance with the Workman’s Compensation Act, Cap 233 and or as may be amended.

b)Where an accident during the course of employment occurs to an Employee resulting in permanent total or permanent partial incapacity, the Workers Compensation Act, shall become applicable.

c)In the case of an employee receiving injuries that come under the terms of Workers Compensation Act, Cap 233 all provisions of the Act shall apply.

d)In case of an employee developing an industrial disease, all provisions of the third Schedule of the Workman’s Compensation Act, Cap 233 shall apply.

Section 40.Compassionate Leave

a)The parties hereto agree that in special circumstances and upon application in writing, an Employee may be granted compassionate leave for a period agreed upon between the Employee and the supervisor/Management of the Company depending on the circumstances of each case.

b)In the event of loss of a relative, the Employee shall be granted compassionate paid leave of up to six (6) days each year.

c)In other circumstances, the employee may be allowed to proceed on an unpaid compassionate leave.

d)Close relative in this case shall include the employees recognized spouse, husband or wife, child, father, mother, brother or sister.

e)An Employee who intends to take compassionate leave must follow the Company’s leave application procedure.

Section 42.Union Branch operations

a)The parties hereto agree that the Management shall create Office space with furniture Table and Chairs to facilitate Union representation at work.

b)Union Office Operation Hours

The Chief Shop staff shall be accorded time off as part of working hours to operate the union office in order to attend to workers’ issues. The time off shall be arranged administratively.

c)Management shall facilitate a shop steward who is meant to represent an employee during disciplinary hearing, especially when the shop steward is deployed to work a way from where the hearing is been scheduled to sit.

Section 43.Leave without Pay

The parties hereto agree that leave without pay may be granted by mutual agreement between the employee and Management for a maximum of thirty (30) calendar days as unpaid leave.

Section 44.Study Leave

a)The parties hereto agreed that Hariss International Limited recognizes, encourages, and supports employees in advancing their academic studies while in employment provided that such studies are appropriate to the employee’s career growth within Hariss International Limited. The qualifications should relate to skills required in current or future roles as outlined in the employees’ development plan.

b)The Human Resource Director upon recommendation of the Head of Department may authorize the granting of leave with or without pay to an employee for purposes of further training.

c)Employees may be authorized to take a maximum of 5 days paid study leave and 5 (five) days unpaid study leave days, including examination day, paid leave per examinable subject. Normally these days will be limited to 10 days overall in any one calendar year provided.

d)Where possible, employees are asked to give a minimum of 4 weeks’ notice prior to the date they wish to take study leave.

e)The Union shall continue to play its mediatory role in cases of disagreement between the management’s decision and the Employee’s concern.

Section 46.Repatriation Allowance/Fees

a)It is agreed by the parties hereto that an employee upon leaving employment and who is eligible for repatriation as in accordance with the Employment Act Cap, 226; shall be paid repatriation allowance of UGX. 600,000 (Six hundred thousand Shillings only). effective 1st January 2026. 

b)At cessation of employment, the employee being repatriated shall be paid his/her repatriation allowance seven days after signing his/her full and final settlement.

Section 47.Cessation of Employment

The parties to this agreement hereby agree that any staff member shall cease to be an Employee of the Company by virtue of the following:

a)Resignation: At the discretion of Management, the company shall consider payment of up to the equivalent of the employees’ contractual notice period entitlement to an employee who has served the company for a continuous period of at least five years and who has given written notice to the employer to resign as per his/her contractual obligation and as provided for in this CBA.

b)Termination. Either the employee or the Company may terminate the employment by giving the other party notice or payment in lieu thereof.

c)Lay-off, for purposes of this CBA refers to temporary suspension or permanent cessation of employment of an employee or group of Employees due to certain positions being cut, dwindling finances, or work not being available.

d)Redundancy may occur in the following two situations:

i.Where the Company has ceased or intends to cease to carry on the business for the purposes of which the employee was employed; or to carry on that business in the place where the

ii.Employees were so employed; or the fact that the requirements of that business for employees to carry out work of a particular kind, or employees to carry out work of a particular kind in the place where the Employee was employed by the Company, have ceased or diminished or are expected to cease or diminish.

e)Retirement An employee may retire from his or her service in the Company in any of the following circumstances.

i.Upon an employee making 55 (fifty-five years); of age (mandatory Retirement)

ii.Upon an employee being declared Medically unfit by a qualified medical practitioner.

iii.Voluntary at 50 (fifty) years of age, after working for more than 10 years subject to management approval;

iv.Voluntary retirement after working for more than 10 years subject to management approval.

Severance Pay’’ This refers to payment to an employee under the situation where the employer for his/her own reasons terminates

the services of an employee who is still willing to continue in employment and has not committed an offence under the circumstances. Severance pay shall be paid in accordance with the provisions set out in section 86(a-f) of the Employment Act Cap, 226.

Section 48.Employment cessation Procedures

a)Procedure for Lay off.

i.The principles of last in-first out shall apply subject to skills, ability to do the job and work record being equal.

ii.The Company shall give the affected Employee and the Union written notice or salary and allowances in lieu of the notice as follows:

b)Procedures for Notice pay- The notice required to be given by an employer or employee under this section shall be;

1.A contract for a probationary period may be terminated by either party by giving not less than fourteen days’ notice of termination, or by payment, by the employer to the employee, of seven days’ wages in lieu of notice.

2.Not less than two weeks, where the employee has been employed for a period of more than six months but less than one year.

3.Not less than one month, where the employee has been employed for a period of more than twelve months, but less than five years.

4.Not less than two months, where the employee has been employed for a period of five, but less than ten years; and

5.Not less than three months where the service is ten years or more.

I.During the notice period provided for in section 52 subsection(3) of the Employment Act Cap, 226, the employee shall be given at least one-half day per week for the purpose of seeking new employment.

II.All Shop Stewards shall automatically assume top seniority in which case if layoff occurs, no Shop Steward despite this actual period worked in the Company shall be laid off until all the other employees of the Company have been laid off.

III.An offer of re-engagement to an employee laid off may be made by Management in the event of a suitable vacancy arising within 6(six) months of the date of the employees lay off except that in certain circumstances, the Employee may be subjected to an interview.

IV.The onus of leaving a forwarding address lies with the employee and if a reply from the employee is not received within 15(fifteen) days from the date of the Management’s notification, the vacancy may be otherwise filled.

c)Procedure for Redundancy

To the extent possible, not less than (1) one month of the intended redundancy shall be given by the Management to the Union and Employee(s) to be affected. The employees to be made redundant shall be paid their benefits in accordance with the matrix in Sec.50. on Retirement, benefits below.

Section 49.Termination; Retirement; Lay-off; Redundancy and Severance Benefits

a)Termination Notice - Termination Notice shall be given or paid to a qualifying employee or employer as follows:

i.A contract for a probationary period may be terminated by either party by giving not less than fourteen days’ notice of termination, or by payment, by the employer to the employee, of seven days’ wages in lieu of notice.

ii.Not less than two weeks, where the employee has been employed for a period of more than six months but less than one year;

iii.Not less than one month, where the employee has been employed for a period of more than twelve months, but less than five years;

iv.Not less than two months, where the employee has been employed for a period of five, but less than ten years; and

v.Not less than three months where the service is ten years or more.

vi.When an Employee is discharged under this Section all entitlements and benefits due to him/her e.g. annual leave, public holidays, overtime, transport allowances, gratuity and repatriation where applicable, shall be paid to the employee on the date on which the notice expires.

b)Retirement; Lay-off; Redundancy; Resignation Severance and Death

I.The parties to this agreement hereby agree that any employee who qualifies for any of the above categories herein (Sec.54 b) herein above shall be paid benefits in accordance to the matrix here below times the number of years the employee has served the company.

II.This shall mean that the qualifying employee shall be paid the percentage provided of one’s annual gross pay times the number of years of service with the company using the employee’s current pay.

Section 50: Retirement/Lay-off/Redundancy & Severance Benefits

a) The parties hereto have agreed that the terminal benefits shall be paid as the matrix here below;

Section. 51. Long Service Awards

a)The parties hereto agree that an employee who has attained five(5) years of continuous service shall be awarded an official company certificate of recognition of one’s long service with the company and a recognition amount worth a gross pay of UGX. 200,000 (Two hundred thousand shillings).

b)An employee who has attained ten (10) years of continuous service shall be awarded an official company certificate of recognition and a recognition amount worth a gross pay UGX I, 100,000 (One Million and one hundred thousand shillings) of one’s long service with the company.

c)An employee who has attained fifteen (15) years of continuous service shall be awarded an official company certificate in recognition of one’s long service with the company and a recognition amount worth a gross pay UGX 1,600,000 (One million and six hundred thousand shillings).

d)An employee who has attained twenty (20) years of continuous service shall be awarded an official company certificate in recognition of one’s long service with the company and a recognition amount worth a gross pay worth UGX 1,800,000.

e)Long service awards shall be ceremoniously given to the deserving awardees at a function organized by Management as a witness to the Union.

Note: All changes on long service awards to take effect 1st January 2026.

Section. 52. Staff Meals

a)The parties hereto hereby agree that the company shall provide a meal for the permanent employees while on duty.

b)It is also agreed that operations employees shall be facilitated with UGX 1,500 as money for Tea for each day one reports on duty and safe drinking water to all its employees whilst on duty.

c)Tea Money allowance will be processed through payroll and subject to statutory deductions.

Note: All changes on tea allowance to take effect 1st January 2026.

Section 53.

Section. 54. Traveling on Duty

The parties to this agreement hereto agree that Management shall meet all expenses of employee is away from company premises on official company duties.

Section. 55. Out of Station Allowance

a)The parties hereto agreed that Out-of-station allowance shall be paid to a company driver when he/she is required to carry out official duties in the following manner: -

Section. 56. Transport Allowance

The parties hereto agree that the Company shall provide physical transport or allowance for employees who are deployed to work away from their respective workplace.

Section. 57. Medical Treatment

a)MEDICAL BENEFIT; The company shall provide medical treatment to its employees in consideration of the OSH Act, 2006 and the Worker’s Compensation Act Cap, 233.

b)The company is operating an adequately equipped medical clinic to attend to employees’ medical issues at workplace and shall always deploy a professional medical practitioner who shall provide medical treatment to employees on all minor ailments/ diseases that may not require hospitalization.

c)The company, in addition to the clinic, provides employees with an insurance scheme where all employees can access medical treatment with the various medical facilities in the country for easy accessibility by the employees.

d)A medical policy shall be agreed upon by the parties hereto, for accessibility of medical services for all employees.

Section 58. Acting Allowance

a)The parties hereto agreed that where an employee is required to act in a position of higher grade over and his/her position for a period in excess of 26 (twenty-Six) days, the Employee shall in addition be paid 30% of his/her Basic salary.

b)This requirement shall be made in writing by the management.

c)Where an Employee acts in the same position for three months other than by normal promotion the employee shall be confirmed in that position.

Section. 60. Certificate of Service

a)The parties hereto agree that when an employee leaves the Company’s services of his own accord, or his/her service terminated under the provisions of this agreement, he/she shall be issued with a certificate of service.

b)It is also agreed by the parties hereto that the said employee will also be issued with a recommendation on request. Certificate of service will include name and address of employee, name of employee, dates of commencement and termination of service and type of work performed.

Section. 61. Bonus.

The parties hereto agree that the Company shall provide an annual bonus/incentive at its discretion depending on the achievements of the Company’s goal and objectives as shall be communicated to the staff at the beginning of each calendar year.

Section.62. Pandemic or Epidemic or Calamity Situation and other unforeseen circumstances

a)That in cases of outbreak of pandemic and or epidemic which adversely affect part(s) of this agreement, the parties hereto agree that shall with written notice by either party, mutually engage to review any such aspect of this agreement which may require to be reviewed.

b)That those changes shall be done to address or mitigate the effects of the situation as caused by the pandemic, epidemic and or calamity as a temporally responsive measure

PART SIX SALARIES

Section. 63. Salary Review

The parties hereto do hereby agree that for the bargaining period of 2026/2027, the following provisions in regard to salaries and remuneration of employees of the company shall apply;

1.Minimum Salary and the related aspects:

a)The parties to this agreement do hereby agree that the minimum salary to the lowest paid salary employee of the Company shall with effect from 1st April 2026 be adjusted to UGX. 300,000 (Three hundred thousand )

b)It is also agreed that no employee joining Hariss International Ltd

4.Casual Employees working with the company

II.All casual employees above the minimum of UGX. 205,000 (Two hundred and five thousand shillings) shall get a salary increment of 9.5% of their basic wage rate.

III.Casual employees shall be eligible to work and get paid for overtime and public holidays like regular employees

IV.In addition, the company shall provide meals and tea break for the casual employees while on duty

V.Casual employees shall reserve the right to represent the union at work

Section 64. Severability

The parties hereto agree that if any clause in this CBA addendum is found to be unenforceable for any reason, that particular provision shall be severed and the rest of the CBA addendum provisions shall remain standing and enforceable.

Section 65. Confidentiality:

The parties hereto agreed that all communication and information between the parties shall be handed in strict confidentiality by both parties and shall not, at any time whatsoever, be disclosed by either party or published without the prior written consent of the parties hereto.

Section 66. Better Terms and conditions of Service

The parties hereto mutually agreed and understood that no clause of this agreement shall prejudice or deprive an employee(s) of any benefit(s) offered by the Company which are established and are better than those provided in this agreement.

Section. 67. Dispute Resolution

a)The parties to this agreement hereby agree that they shall endeavour to settle amicably any dispute or controversy between them arising out of this Pledge or in connection therewith. To this end, at the initiative of any party, the parties shall meet promptly to discuss the dispute and, if requested by the initiating party in writing, the other party shall reply in writing to any submission made by the initiating party concerning the dispute or controversy.

b)In the event that such measures as may be undertaken by the parties fail to lead to a settlement of the dispute or controversy within 30 (thirty) days, then either party will be at liberty to seek redress in the courts of law of the Republic of Uganda.

Section 68. Bi-partite Consultations

The parties hereto agree that future engagements on these matters by the parties hereto shall continue in furtherance of interests of the company, its employees and the union.

Section 69. Endorsement;

IN WITNESS WHEREOF, the parties hereto agree that this CBA is entered into and have thereby unto set their respective hands and seals on this CBA on the 12th day of November, 2025 at HARISS INTERNATIONAL, KAMPALA.