[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-and-hariss-international-ltd":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":183,"content_type_view":184,"extra_breadcrumbs":185,"body":187,"body_blocks":198,"related_pages":202},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":181,"translations":182},{"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-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-and-hariss-international-ltd","63e1be4c-666a-11f1-89a3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-and-hariss-international-ltd\u002Fcollective-bargaining-agreement-between-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-and-hariss-international-ltd\u002F","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND HARISS INTERNATIONAL LTD","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND HARISS INTERNATIONAL LTD -","Uganda - COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND HARISS INTERNATIONAL LTD -","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND HARISS INTERNATIONAL LTD - - Manufacturing",{"name":41,"data":42},"CBA Hariss.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New31\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L77\">PART ONE GENERAL TERMS:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L79\">Section 1. Affirmation and Preamble\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L95\">Section. 2. Governing Law\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L101\">Section 3:Definitions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L161\">Section. 4 General Principles and Terms\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L171\">Section 5.Recognition\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L177\">Section 6.Purpose and Scope of the Agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L185\">Section 7.Information:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L191\">Section 8.Existing privileges:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L195\">Section 9.Probation:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L203\">Section 10.Migrant workers’ rights\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L209\">Section 11.Seasonal\u002FCasual employees:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L217\">Section 12.Effective date and term of the\n        Agreement:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L225\">Section 13.Salaries\u002FWages Review\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L237\">Section 14.Union Dues Check-Off and\n      Remittances\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L253\">Section 15.Job Vacancy and Promotions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L261\">Section 16.The Right to Stop and Search Staff\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L269\">PART TWO RIGHTS:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L271\">Section 17.Hours of Work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L281\">Section 18.OVERTIME\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L295\">Section 19. Payment of Salaries\u002FWages\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L309\">Section 20.Public Holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L317\">Section 21.Occupational Health, Safety and\n        Uniforms\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L329\">Section 22. Gender Based Violence, Sexual Harassment\n        & HIV\u002FAIDS Policy\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L337\">PART THREE DISCIPLINARY CODE:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L339\">Section:23. Purpose and Scope\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L347\">Section 24. Disciplinary Committee\n      composition\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L351\">Section:25. Disciplinary Categories\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L363\">Section 26: Disciplinary Procedure for managing Minor\n        Misconducts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L387\">Section 27: Disciplinary Procedure and processes for\n        managing Serious & Gross Misconducts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L409\">Section 28. Suspension for investigation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L419\">Section 29. Suspension as a sanction\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L445\">Section: 31. Appeals.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L449\">Section: 32. Criminal Proceedings\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L459\">PART FOUR PARENTAL RIGHTS, PROTECTION AND PRIVILEGES\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L461\">Section 33.Paternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L467\">Section 34.Maternity Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L475\">Section. 35. Protection of female employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L493\">Section 36. Maternity related sicknesses or\n        confinement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L505\">PART FIVE BENEFITS AND ALLOWANCES\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L507\">Section 37. Annual Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L527\">Section 38. Sick Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L551\">Section 39. Industrial Accidents\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L563\">Section 40.Compassionate Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L575\">Section 41.Leave for Union Activities\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L591\">Section 42.Union Branch operations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L601\">Section 43.Leave without Pay\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L605\">Section 44.Study Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L619\">Section 45. Death Benefits\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L633\">Section 46.Repatriation Allowance\u002FFees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L639\">Section 47.Cessation of Employment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L669\">Section 48.Employment cessation Procedures\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L703\">Section 49.Termination; Retirement; Lay-off;\n        Redundancy and Severance Benefits\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L725\">Section 50: Retirement\u002FLay-off\u002FRedundancy &\n        Severance Benefits\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L739\">Section. 51. Long Service Awards\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L753\">Section. 52. Staff Meals\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L763\">Section 53. Night Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L771\">Section. 54. Traveling on Duty\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L775\">Section. 55. Out of Station Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L797\">Section. 56. Transport Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L801\">Section. 57. Medical Treatment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L811\">Section 58. Acting Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L819\">Section. 59. Social Security Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L823\">Section. 60. Certificate of Service\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L829\">Section. 61. Bonus.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L833\">Section.62. Pandemic or Epidemic or Calamity\n        Situation and other unforeseen circumstances\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L841\">PART SIX SALARIES\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L843\">Section. 63. Salary Review\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L887\">Section 64. Severability\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L891\">Section 65. Confidentiality:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L899\">Section. 67. Dispute Resolution\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L905\">Section 68. Bi-partite Consultations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L909\">Section 69. Endorsement;\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch1>THE REPUBLIC OF UGANDA IN THE MATTER OF THE LABOUR UNIONS ACT CAP 228, IN\nTHE MATTER OF THE EMPLOYMENT ACT CAP 226, AND IN THE MATTER OF COLLECTIVE\nBARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS &\nALLIED WORKERS’ UNION (HTS-Union) P.O.BOX 3799 KAMPALA, of Email:\ninfo@hts-union.org Herein after referred to as the Union on the one hand AND\nHARISS INTERNATIONAL LTD, P.O. BOX 24972, KAMPALA, Email, info@rihamqroup.com\n(Herein after referred to as the company on the other hand)\u003C\u002Fh1>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT\u003C\u002Fp>\n\n\u003Cp>This Collective Bargaining Agreement made on this day of, 2025\u003C\u002Fp>\n\n\u003Cp>Between\u003C\u002Fp>\n\n\u003Cp>UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’\u003C\u002Fp>\n\n\u003Cp>UNION (HTS-Union) of P.O.BOX 3799 Kampala (hereinafter called the\u003C\u002Fp>\n\n\u003Cp>“Union”) of the one part\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>HARISS INTERNATIONAL LTD, P.O. Box 24972, Kampala. (hereinafter called\u003C\u002Fp>\n\n\u003Cp>the “Company” which expression shall, unless the context otherwise\u003C\u002Fp>\n\n\u003Cp>requires, include its successors in title and assigns) of the other part\u003C\u002Fp>\n\n\u003Ch2 id=\"L77\">PART ONE GENERAL TERMS:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L79\">Section 1. Affirmation and Preamble\u003C\u002Fh3>\n\n\u003Cp>a.Cognizant of Article 29 and 40 of the National Constitution, the Labour\nUnions Act Cap, 228, the Employment Act Cap, 226 among others, especially on\nRepresentation and Collective Bargaining; do hereby agree as follows:-\u003C\u002Fp>\n\n\u003Cp>b.The Company is a limited liability company incorporated and carrying on\nFood processing and beverage business under the laws of Uganda.\u003C\u002Fp>\n\n\u003Cp>c.The Union is a labour union duly organized and registered under the laws\nof Uganda to promote and defend the rights and interests of persons employed in\nthe hotel, food and tourism sectors.\u003C\u002Fp>\n\n\u003Cp>d.This Collective Bargaining Agreement (CBA) is made to cover all\nunionisable employees of Hariss International Ltd, P.O. Box 24972, Kampala in\nwhichever locations they are deployed to offer labour.\u003C\u002Fp>\n\n\u003Cp>e.This agreement is made by the parties in good faith to establish and\nregulate the general Industrial Relations between Employer\u002F Management and the\nemployees, setting out the minimum standards as terms and conditions of\nemployment with the company.\u003C\u002Fp>\n\n\u003Cp>f.That reference to “The Union” in this agreement refers to HTS-Union.\nThe Union shall be the sole body representing such employees.\u003C\u002Fp>\n\n\u003Cp>g.The Company and the Union hereby do agree to enter into a Collective\nBargaining Agreement (“CBA”) for employees on all matters concerning the\nterms and conditions of employment of the bargaining unit employees employed by\nthe Company as represented by the Union;\u003C\u002Fp>\n\n\u003Ch3 id=\"L95\">Section. 2. Governing Law\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be governed by the laws of Uganda and shall however\ncontinue in force until otherwise amended by the parties thereto.\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE IT IS HEREBY MUTUALLY AGREED AS FOLLOWS:\u003C\u002Fp>\n\n\u003Ch3 id=\"L101\">Section 3:Definitions\u003C\u002Fh3>\n\n\u003Cp>Notwithstanding any other definition or meaning of the dictions herein, the\nkey words in this CBA are here below described shall stand for the meaning as\nindicated hereto for the purpose of interpretation of this Agreement.\u003C\u002Fp>\n\n\u003Cp>I.In this Agreement, “CBA” means Collective Bargaining Agreement with\ndirect reference to this very Agreement.\u003C\u002Fp>\n\n\u003Cp>II.Abscondment: Shall mean a situation where an employee does not report to\nwork for four consecutive number of days without proper authorization and\ninformation.\u003C\u002Fp>\n\n\u003Cp>III.Bargaining Unit: Means the categories of employees that fall within the\nunionisable grades as opposed to those identified under management herein.\u003C\u002Fp>\n\n\u003Cp>IV.Disciplinary Committee Means that Committee composed of both management\nand Union representatives that are responsible for discharging and dispensing\noff disciplinary cases concerning employees.\u003C\u002Fp>\n\n\u003Cp>V.Fixed Term Contract Shall mean a contract of employment offered to an\nemployee for purposes of seasonal or one off job specification and\nrequirement.\u003C\u002Fp>\n\n\u003Cp>VI.Gender Based Violence (GBV) Refers to physical, sexual, economic\u003C\u002Fp>\n\n\u003Cp>or psychological violations which are subjected to individuals or groups of\npersons based on social expectations of men\u002Fboys and women\u002Fgirls.\u003C\u002Fp>\n\n\u003Cp>VII.Industrial Accident: shall mean any accident that an employee meets\nwhile travelling to the place of work; the time the employee is on duty and\nwhile travelling to his\u002Fher home.\u003C\u002Fp>\n\n\u003Cp>VIII.Industrial Disease: Shall mean an employee suffers from an ailment\nbecause of performing his\u002Fher duties assigned to him\u002Fher by the company.\u003C\u002Fp>\n\n\u003Cp>IX.Lay off means the temporary or permanent cessation of employees’\nservice in circumstances where the Company\u003C\u002Fp>\n\n\u003Cp>decides that the circumstances require a temporary reduction of personnel or\nhours of work.\u003C\u002Fp>\n\n\u003Cp>X.Management: Shall refer to the Managing Director\u002FPlant Manager\u002FChief\nFinance Offer\u002FChief Commercial Officer & Human Resource Director.\u003C\u002Fp>\n\n\u003Cp>XI.Miscarriage: is the loss of pregnancy by an expectant mother before 20\nweeks of gestation.\u003C\u002Fp>\n\n\u003Cp>XII.Premature: An expectant mother delivers a baby 37 weeks before\npregnancy\u003C\u002Fp>\n\n\u003Cp>XIII.Repatriation Allowance\u002Ffee: An employee recruited for employment at a\nplace which is more than one hundred kilometres from his or her home shall have\nthe right to be repatriated at the expense of the employer to the place of\nengagement as per the cases highlighted in section 38(1) of the Employment Act\nCap 226.\u003C\u002Fp>\n\n\u003Cp>XIV.Resignation: When an employee officially and procedurally stops or\nterminates his\u002Fher contract at his\u002Fher discretion\u002Fdecision\u003C\u002Fp>\n\n\u003Cp>XV.Redundancy: Means the involuntary loss of employment arising from a\nsituation where: The Company has ceased or intends to cease to carry on the\nbusiness for the purposes of which the employee was employed or to carry on\nthat business in the place where the employee was so employed.\u003C\u002Fp>\n\n\u003Cp>XVI.Retirement: In this agreement shall mean an employee who ceases to work\nwith the company on the following grounds.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Old age of 55 (fifty-five);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Medical unfitness;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Voluntary at 50 (fifty) years of age, after\nworking for more than 10 years subject to management approval.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Voluntary retirement after working for more than\n10 years subject to management approval.\u003C\u002Fp>\n\n\u003Cp>XVII.Sexual Harassment: Is unwanted, unwelcome and unasked-for behavior of a\nsexual nature. It can occur either on a one-time basis or as a series of\nincidents, however minor. Sexual harassment is coercive and one-sided and both\nmales and females can be victims.\u003C\u002Fp>\n\n\u003Cp>XVIII.Still Birth: Is the death of fetus after 20 weeks of pregnancy, but\nbefore or during birth, meaning the baby is born with no signs of life.\u003C\u002Fp>\n\n\u003Cp>XIX.Shop Steward(s): Means a member of the Union elected by other members to\nrepresent them in dealings with the Company and “Chief Shop Steward” shall\nmean the head of Shop Stewards\u003C\u002Fp>\n\n\u003Cp>XX.Severance Pay: This refers to payment to an employee under the situation\nwhere the employer for his\u002Fher own reasons terminates the services of an\nemployee who is still willing to continue in employment and has not committed\nan offence under the circumstances.\u003C\u002Fp>\n\n\u003Cp>XXI.Termination: This refers to the situation where either the employer or\nthe employee stops the employment appointment\u002Fcontract.\u003C\u002Fp>\n\n\u003Ch3 id=\"L161\">Section. 4 General Principles and Terms\u003C\u002Fh3>\n\n\u003Cp>a)Whereas the Company and the Union take cognizant of the uniqueness and\npeculiarities involved in the operations of Hariss International Ltd\u002Fcompany\nherein, the parties hereto also do appreciate the importance and the need for\ndevelopment of both parties and to this end hereby do agree to work\nharmoniously and strategically to achieve this goal.\u003C\u002Fp>\n\n\u003Cp>b)The Company (Hariss International Ltd) and the Union do hereby agree to\nnegotiate and operate a holistic Collective Bargaining Agreement (CBA) between\nthe parties to cover all unionisable employees of the Company in whichever\noperational location or business entity they may be deployed to offer\nLabour.\u003C\u002Fp>\n\n\u003Cp>c)The parties hereto also agree that in cases of any matters affecting or\nrelating to Hariss International Ltd as party to this agreement it shall be\nmutually handled between the Union and Hariss International Ltd.\u003C\u002Fp>\n\n\u003Cp>d)The parties hereto also agree that this agreement shall be implemented in\ngood faith and in conformity with all general terms and conditions of service\nas provided in the Labour Laws relating to rights, obligations, privileges and\nby both employees and the company\u002Fmanagement that include inter alia,\nprobation, appointments\u002Fcontracts of employees, hours of work, medical\ntreatment, sick pay, all forms of leave, accidents at work, OSH issues,\ndisciplinary procedures, sanctions and dispute resolution.\u003C\u002Fp>\n\n\u003Ch3 id=\"L171\">Section 5.Recognition\u003C\u002Fh3>\n\n\u003Cp>a)It is hereby agreed by the parties hereto that Hariss International Ltd,\nthe Company, accords full recognition to HTS-Union provided it is and for so\nlong as it remains reasonably and collectively representative of the workers\nemployed by the company.\u003C\u002Fp>\n\n\u003Cp>b)The Union shall be the sole body representing the bargaining unit\nemployees of Hariss International Ltd.\u003C\u002Fp>\n\n\u003Ch3 id=\"L177\">Section 6.Purpose and Scope of the Agreement\u003C\u002Fh3>\n\n\u003Cp>a)The purpose of this Agreement is, in the mutual interest of the Company\nand the Union on behalf of the employees, to provide for the operation of the\nservices of the Company under methods which will further, to the fullest extent\npossible, the safety of the Company’s business and the efficiency of its\noperation; and\u003C\u002Fp>\n\n\u003Cp>b)The parties agree that the employment relationship between the Company and\nEmployees shall be governed by the terms and conditions of service agreed\nherein.\u003C\u002Fp>\n\n\u003Ch3 id=\"L185\">Section 7.Information:\u003C\u002Fh3>\n\n\u003Cp>a)Communication to all employees by the company\u002Fmanagement on all matters\nregarding recruitment process, terms and conditions of employment, disciplinary\nactions and cessation of employment shall be done in writing to the employee\nunless otherwise provided for in this agreement or the law.\u003C\u002Fp>\n\n\u003Cp>b)All new employees will be informed of this CBA by either party when their\nemployment commences. This CBA will govern the relationship of such new\nemployees with the Company if such employees accept to become members of the\nUnion or as the law provides.\u003C\u002Fp>\n\n\u003Ch3 id=\"L191\">Section 8.Existing privileges:\u003C\u002Fh3>\n\n\u003Cp>It is agreed by the parties hereto that save as otherwise provided herein,\nEmployee already in service shall not receive remuneration or privilege, less\nfavorable than his\u002Fher current remuneration of service after the signing\u002Fcoming\ninto force of this agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L195\">Section 9.Probation:\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that new employees shall be engaged for a\nprobationary period of six months. The probationary period may be extended in\nspecial circumstances for a period not longer than six months in consultation\nwith the employee in question.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed that a person employed as a casual staff shall serve the\ncompany in that status or form of employment in accordance with law in\nforce.\u003C\u002Fp>\n\n\u003Cp>c)A casual employee who is awarded a contract shall not serve a probation\nunless he\u002Fshe is changing a position.\u003C\u002Fp>\n\n\u003Ch3 id=\"L203\">Section 10.Migrant workers’ rights\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that all migrant workers in service of the\ncompany and who fall under the bargaining unit of this CBA shall observe all\nthe obligations and rights offered by this agreement like other regular\nemployees\u002Funion members.\u003C\u002Fp>\n\n\u003Cp>b)It is also hereby agreed that all migrant workers who are not in top\nmanagement positions shall have the liberty to be members of the union for\npurposes of representation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L209\">Section 11.Seasonal\u002FCasual employees:\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that the Company may engage seasonal employees or\ncasual employees in accordance with the law in force.\u003C\u002Fp>\n\n\u003Cp>b)Casual employees shall be eligible for Union representation during their\nservice with the Company.\u003C\u002Fp>\n\n\u003Cp>c)Their terms in the CBA may be particular to certain sections of this\nCollective Bargaining Agreement in areas where they are mentioned.\u003C\u002Fp>\n\n\u003Ch3 id=\"L217\">Section 12.Effective date and term of the Agreement:\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that notwithstanding the date of execution, this\nagreement shall be deemed to be effective from the of2025 for a period of three\n(3) years and\u003C\u002Fp>\n\n\u003Cp>shall continue in force until otherwise amended by the parties hereto except\nfor PART SIX that may be reviewed annually.\u003C\u002Fp>\n\n\u003Cp>b)Forty-five [45] days to the expiry of this agreement, the Union shall\nforward a written notice setting forth the nature of any proposed amendments to\nthis agreement and other related matters hereof to the Company in respect of\nthe period starting after the expiry of this agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L225\">Section 13.Salaries\u002FWages Review\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that when determining the wages\u002Fsalaries of the\nEmployees, the following principles will be paramount and have to be\nconsidered: -\u003C\u002Fp>\n\n\u003Cp>a)The continuity and interests of the Company, the Union and the\nEmployees;\u003C\u002Fp>\n\n\u003Cp>b)The rate of productivity of the Employees as determined by the Company in\naccordance with set Company targets for each Employee\u003C\u002Fp>\n\n\u003Cp>c)The economic and social objectives of the Company and the community.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>d)Equal\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\"> work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L237\">Section 14.Union Dues Check-Off and Remittances\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that an employee recruited to occupy a position\nin any of the unionisable category may join the Union in accordance with the\nLabour Unions Act Cap, 228 and the Labour Unions (Check Off) Regulations,\n2011.\u003C\u002Fp>\n\n\u003Cp>b)The Company shall deduct and remit a levy (prescribed in the above said\nRegulations) together with Union Dues from any unionisable employee who is not\na member of the Union but benefits from the terms of this CBA.\u003C\u002Fp>\n\n\u003Cp>c)It shall be the responsibility of the Union to inform employees of the\nCompany of the two available options to whether; to join the Union and be\nsubjected to a subscription of 2% of their wages as Union Dues; or, opt not to\njoin.\u003C\u002Fp>\n\n\u003Cp>d)The Union shall also notify the employees that if they opt not to join,\nthey would be required to pay 1% of their wages to the Union if such employees\nbenefit from negotiations of the Union with the Company.\u003C\u002Fp>\n\n\u003Cp>e)New Employees will be subjected to this levy upon completion of the\nprobationary period.\u003C\u002Fp>\n\n\u003Cp>f)Any gratuity payable or paid to any Employee(s) who retire (for reasons\nother than medical grounds) will be subjected to 2% Union dues. The said 2%\nwill be withheld by the Company and transferred or remitted to the Union as\nsoon as possible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L253\">Section 15.Job Vacancy and Promotions\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that the Company recognizes that it is of mutual\nbenefit for its employees to be represented by a properly constituted Labour\nUnion, it is therefore hereby agreed that all new employees will be informed of\nthis CBA when their employment commences and will be urged to join and remain\nfully paid up members of the Union.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed by the parties that Management shall give top priority\nto the existing qualified or qualifiable employees for any post that may fall\nvacant. No employee shall be subjected to probationary period on promotion.\u003C\u002Fp>\n\n\u003Cp>c)In circumstances where a position at supervisory level is being held by a\ncontractual or casual staff, the said employee shall be confirmed into\npermanent employment save for those who have been re-hired or serving on fixed\nterm contracts.\u003C\u002Fp>\n\n\u003Ch3 id=\"L261\">Section 16.The Right to Stop and Search Staff\u003C\u002Fh3>\n\n\u003Cp>a)The parties to this Agreement recognize the importance and the right of\nsecurity personnel of the Company to carry out the ‘stop and search’\npractice, however the conduct of this practice shall be done in the most humane\nand professional manner possible so as to avoid causing embarrassment to the\nperson being subjected to the said search.\u003C\u002Fp>\n\n\u003Cp>b)For instance, it is recommended that female Security officers should be\nthe ones to search female employees, and the vicevasa should be applied with\nthe males.\u003C\u002Fp>\n\n\u003Ch2 id=\"L269\">PART TWO RIGHTS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3 id=\"L271\">Section 17.Hours of Work\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that the normal working hours per week will be 48\n(forty-eight) hours for all employees of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>b)It is also agreed by the parties that In the event that there is need for\nthe Company to regulate daily or weekly hours of work in order to suit peculiar\nwork requirements, such schedules shall first be discussed between the Company\nand Employee. The Union may be invited for such discussions should the Company\nand Employee fail to agree. In any case, no Employee(s) shall be asked by the\nCompany to report to work on a broken\u002Fsplit shift of more than once a day.\u003C\u002Fp>\n\n\u003Cp>c)Each week shall include a period of one day off of not less than 24\n(twenty-four) hours of continuous rest.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Hariss International operates on different shift patterns depending on the\nbusiness requirements and these can keep on changing from time to time as long\nas the minimum working hours are 48 hours in each week of the month and\nemployees shall be expected to comply with the assigned shift pattern by\nManagement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Ch3 id=\"L281\">Section 18.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>a)The parties hereto agree that all hours worked in excess of the agreed\ndaily normal hours of work as per PART TWO; Section 17 of this agreement will\nbe deemed to be overtime.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>b)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of basic pay. (Upon attainment of 48 hours per week)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\n\n\u003Cp>c)Any overtime worked on gazetted public holidays\u002Fmandatory rest day shall\nbe calculated at 2 (two) times the hourly rate of basic pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Overtime rates shall apply only where at least 30 minutes have been worked\nin excess of one’s normal working hours.\u003C\u002Fp>\n\n\u003Cp>e)Overtime shall be worked at the request of management and recorded at end\nof each week and signed for by the employee and the head of department or the\nrespective supervisor.\u003C\u002Fp>\n\n\u003Cp>f)It is also hereby agreed by the parties that management reserves the right\nto compensate the employee for any overtime worked either by payment or\ncompensatory day off.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L295\">Section 19. Payment of Salaries\u002FWages\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that salaries \u002Fwages shall be paid by bank\ntransfer.\u003C\u002Fp>\n\n\u003Cp>b)All employees will be required to open a salary account with a bank(s)\nselected to be convenient to majority of employees in Uganda where salaries\n\u002Fwages will be paid. The employees must notify the Company of the account\nnumber, branch and address of the bank to which payments are to be made.\u003C\u002Fp>\n\n\u003Cp>c)Bank charges arising from the salaries\u002Fwages payment to the workers shall\nbe met by the Company provided their accounts are in the banks agreeable and\nnotified to the Company as aforesaid.\u003C\u002Fp>\n\n\u003Cp>d)Salaries for permanent employees shall be paid in two installments each\nmonth’ the first payment shall be made by 18th of each calendar month the\nsecond installment, to be paid on the last day of the month or in the worst\ncase by the 5th day of the subsequent month.\u003C\u002Fp>\n\n\u003Cp>e)Wages shall be paid on a weekly basis by Friday.\u003C\u002Fp>\n\n\u003Cp>f)Any such delays shall be communicated to the staff by a Memo, prior to the\nexpected date of payment herein.\u003C\u002Fp>\n\n\u003Ch3 id=\"L309\">Section 20.Public Holidays\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that all Uganda gazetted public holidays, and\nother recognized holidays shall be recognized by the company and employees and\nshall receive overtime pay in accordance with Section18. herein for any\novertime worked on such days.\u003C\u002Fp>\n\n\u003Cp>b)Subject to what may be agreed upon between an employee and the company, an\nemployee will have the option of taking either a day off or payment in lieu as\nper part (a)for the public holidays he\u002Fshe worked.\u003C\u002Fp>\n\n\u003Cp>c)No employee shall refuse the request of the management to work on a public\nholiday or holidays.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3 id=\"L317\">Section 21.Occupational Health, Safety and Uniforms\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that the Company shall continue to maintain all\nexisting devices and practices for the purpose of promoting healthy and safe\nworking conditions and shall comply with Occupational Safety and Health Act\nCap, 231.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>a)The Company shall provide suitable uniforms, protective gears and\nclothing. There shall be a Safety, Health and Welfare Committee, which shall\nregularly review all matters relating to health, safety and welfare. Two\nmembers shall represent the Union on the said committee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>b)The Company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthy and safe working conditions and shall\ncomply with Occupational Safety and Health Act 231.\u003C\u002Fp>\n\n\u003Cp>c)The Company shall insure its workers for purposes of ensuring safety and\nhealthy for the workers as well as avoiding fines and penalties in cases of\nindustrial accidents.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L329\">Section 22. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L329\">Gender Based Violence, Sexual Harassment &\nHIV\u002FAIDS Policy\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>a)The parties hereto agree that the Company and the Union do agree that they\nboth shall promote efforts to control and or eliminate Gender Based Violence\n(GBV) at workplace through awareness raising on the same and putting in place\nmechanisms to deal with GBV and its effects.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)The Company in consultation with the Union shall establish and publish a\nSexual Harassment and HIV\u002FAIDS policy at the workplace and a committee shall be\nestablished for purposes of implementation and Management of the said\npolicies\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L337\">PART THREE DISCIPLINARY CODE:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L339\">Section:23. Purpose and Scope\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that it is the intention of the Company and the\nUnion that disciplinary action shall have the goal of correcting or improving\nperformance and conduct of an Employee;\u003C\u002Fp>\n\n\u003Cp>b)Disciplinary actions shall have the purpose to ensure that all\ndisciplinary actions are carried out in a fair, just, consistent and\nprofessional manner. This shall be done through a Disciplinary Committee (DC)\nand Disciplinary Hearing (DH).\u003C\u002Fp>\n\n\u003Cp>c)The parties hereto also agree that this disciplinary code is designed to\nensure consistent and fair treatment for all employees. Disciplinary cases\ninvolving employees under probationary contracts and\u002For termination of\nprobationary contracts shall be dealt with as per this CBA or the Law in\nforce.\u003C\u002Fp>\n\n\u003Ch3 id=\"L347\">Section 24. Disciplinary Committee composition\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that the Disciplinary Committee shall comprise of a\nminimum of three people of whom one will be a union shop steward.\u003C\u002Fp>\n\n\u003Ch3 id=\"L351\">Section:25. Disciplinary Categories\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that all misconduct\u002Foffences shall be categorized\nas below;\u003C\u002Fp>\n\n\u003Cp>a)Minor Misconduct: Misconduct shall include violations of the company’s\ncore values, policies and procedures that amount to minor infringements which\naffect the continuity and efficiency of our operations. Such infringements\nshall result in the imposition of a disciplinary penalty as per the progressive\ndisciplinary process\u003C\u002Fp>\n\n\u003Cp>detailed below.\u003C\u002Fp>\n\n\u003Cp>b)Serious Misconduct: Serious Breaches refer to any behavior that\nsignificantly breaches company rules or standards but might not completely\ndestroy the employment relationship. It usually leads to disciplinary action,\nsuch as warnings, suspension, or other sanctions.\u003C\u002Fp>\n\n\u003Cp>c)Gross Misconduct: Gross Misconduct includes any violation of the\ncompany’s core values, policies and policy to such a degree that continued\nemployment of an errant individual is intolerable. Gross misconduct warranting\na dismissal\u002Fsummary dismissal shall include conduct that indicates that the\nemployee has fundamentally broken their obligations under their employment\ncontract.\u003C\u002Fp>\n\n\u003Ch3 id=\"L363\">Section 26: Disciplinary Procedure for managing Minor\nMisconducts\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that the following are the disciplinary procedures\nfor managing minor misconducts and these shall be handled by the respective\nline managers with support from the Human Resource Department.\u003C\u002Fp>\n\n\u003Cp>a)Counselling: In case the manager realizes that the discipline shortfall\narose out of a lack of knowledge, counseling is the first step of addressing or\ncorrecting the behavior of the employee. It is a great way of creating\nawareness and ensuring that the employee knows the rule and cannot later claim\nignorance. The Line Manager is able to correct the behavior of the employee at\na stage when the employee is not up for disciplinary measures yet. This\ncounselling conversation will be recorded but the manager may invite a witness\nto the meeting.\u003C\u002Fp>\n\n\u003Cp>b)Informal\u002FVerbal Warning: Where the employee commits the same or another\nminor misconduct, yet counselling has been previously provided, a verbal\nwarning shall be issued by the line manager. The verbal warning will be\nrecorded in writing, signed and placed on the employee’s personal file. If\nthe employee corrects the disciplinary or performance issue and exhibits\nremorse and positive change then the line manager and the Human Resources\nDirector or his designate may, at their absolute discretion, agree to disregard\nthe verbal warning for disciplinary purposes after twelve months.\u003C\u002Fp>\n\n\u003Cp>c)First Written Warning: The First written warning will give details of the\ncomplaint and may include the improvement required, the timescale for the\nimprovement, and details of any training\u002Fother support to be provided for the\nemployee to reach the required standard. It will warn us that further\ndisciplinary action will be considered if there is repetition of such conduct\nor other unsatisfactory conduct or no satisfactory improvement in performance\nand will advise of the right of appeal.\u003C\u002Fp>\n\n\u003Cp>d)Second Written Warning: The Second warning letter shall be issued where a\nfirst written warning has been previously issued but the employee commits the\nsame or another minor misconduct. the Head of Department shall issue a copy to\nthe HR Department, and a copy of the same shall be placed on the employee’s\nfile.\u003C\u002Fp>\n\n\u003Cp>e)Final Written Warning: A final written warningis a documented formal\nconversation between a Line Manager\u002FHead of Department and an employee about\nthe same or another minor misconduct where a second written warning has\npreviously been issued. In the case of a unionized employee, this will be in\nthe presence of a union representative. This is the last step in the\nprogressive approach to disciplinary management and the same shall be issued by\nthe relevant Head of Department in consultation with the Human Resources\nDirector. The final written warning will give details of the complaint, will\nwarn that further disciplinary action will result if there is repetition of\nsuch conduct or other misconduct or no satisfactory improvement in performance\nand will advise of the right of appeal. A copy of the final written warning\nwill be documented, endorsed by the employee and sent to the Human Resource\nDirector to be placed on the employee’s personal file.\u003C\u002Fp>\n\n\u003Cp>f)The parties hereto agree that the progressive disciplinary action shall be\naccording to minor misconduct and not as per offence. For example if an\nemployee reports late for work without communication for the first time, he\u002Fshe\nwill undergo counselling by the line manager, furthermore if the same employee\ncommits another minor misconduct like sneaking a mobile phone or shows\nintention to sneak a phone into the factory when he\u002F she is not authorized,\nhe\u002Fshe will be given a verbal warning but documented. If the same employee\ncommits another minor misconduct e.g. dozing at the workstation, he\u002Fshe will be\nissued a first written warning. If the same employee commits another minor\nmisconduct e.g minor carelessness he\u002Fshe will be issued a second written\nwarning. If the same employee commits another minor misconduct e.g. minor\ndamage to company property, he\u002Fshe will be issued a final written warning. If\nthe same employee commits another minor misconduct e.g. extended tea\u002Fmeal\nbreaks he will then be forwarded for a formal disciplinary hearing, and the\nsanction will be recommended by the disciplinary committee to the Human\nResource Director.\u003C\u002Fp>\n\n\u003Cp>Please refer to the appendix for all minor misconducts.\u003C\u002Fp>\n\n\u003Cp>Note: All written warnings\u002Frecords shall be valid for 12 (twelve) months.\nwhere the same or another minor misconduct is committed within the same period,\nthe employee shall undergo further disciplinary action as per the progressive\ndisciplinary process. If the duration of a given disciplinary action lapses,\nthe progressive disciplinary process shall start afresh given the commission of\nthe same or another minor misconduct.\u003C\u002Fp>\n\n\u003Ch3 id=\"L387\">Section 27: Disciplinary Procedure and processes for managing\nSerious & Gross Misconducts\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agreed that the Company shall ensure that all\ndisciplinary actions are carried out in a fair and just manner and in\naccordance with this CBA and the law. All employees shall have a right to fair\nhearing, representation and appeal.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed by the parties that serious an grave misconducts shall\nfollow a formal disciplinary process (Disciplinary hearing) as stipulated\nherein below\u003C\u002Fp>\n\n\u003Cp>c)Any disciplinary action(s) taken by the Company shall be documented and\ncopies thereto entered on the employee’s personal file. Any notification of\ndisciplinary action taken by the Company shall be acknowledged by the Employee\nand copied to the Chief Shop Steward.\u003C\u002Fp>\n\n\u003Cp>d)It is further agreed that the decisions of the DC shall be binding and\napplicable to the parties thereto and the employee in effect unless otherwise\nappealed against.\u003C\u002Fp>\n\n\u003Cp>e)That formal Disciplinary Hearing process shall be conducted at different\nlevels as here below:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">I.Level One: First sitting Chaired by the appointed\nchairperson by the Human Resource Department who should be of a higher position\nthan the person to be heard in Disciplinary Hearing.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">II.Level Two: Where the employee is not satisfied\nwith the decision, he\u002Fshe shall appeal to the Human Resource Director and\nnotify the General Secretary.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">III.Level Three: Conciliation and or Arbitration\nChaired by an officer agreeable to by the parties to the grievance\u002F complaint\nin question.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">IV.Level Four: Industrial Court and or action by\neither part in accordance with the law.\u003C\u002Fp>\n\n\u003Cp>Please refer to the appendix for all serious and gross misconduct.\u003C\u002Fp>\n\n\u003Ch3 id=\"L409\">Section 28. Suspension for investigation\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that where it requires Management to make\ninvestigations in case of an offence, an employee may be suspended. Such\nsuspension shall be in writing and copied to the Chief Shop steward.\u003C\u002Fp>\n\n\u003Cp>b)Suspension under this clause shall not exceed 4(four) weeks. The salary of\nthe employee on suspension shall be reduced by half the basic pay.\u003C\u002Fp>\n\n\u003Cp>c)After 4(four) weeks suspension if the employee is not proven guilty of the\noffence, he \u002Fshe shall have to resume duties with full pay as from the day of\nsuspension.\u003C\u002Fp>\n\n\u003Ch3 id=\"L419\">Section 29. Suspension as a sanction\u003C\u002Fh3>\n\n\u003Cp>a)Suspension may be preferred to an employee as a sanction arising from the\ndecision of a disciplinary hearing where the employee is not terminated but\nrather suspended.\u003C\u002Fp>\n\n\u003Cp>b)This type of suspension will be without pay and for a period not exceeding\ntwo weeks.\u003C\u002Fp>\n\n\u003Cp>Section.30. Abscondment from Duty\u003C\u002Fp>\n\n\u003Cp>The parties hereby agree that an employee shall be considered as having\nabsconded from duty after absenting himself or herself from his\u002F her workplace\nfor 4(four) consecutive days without permission from his\u002F her employers or\nSupervisor or without a justifiable cause or reason.\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the foregoing provisions, the Company may in cases deserving\nof summary dismissal, inflict upon any employee following Disciplinary Hearing\nany of the following sanctions instead: -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.Reprimand.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.Demotion;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii.Suspension without pay;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iv.Recovery oflosscaused to the company by the\nemployee\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">v.withholding of salary increment or promotion;\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">vi.Termination or dismissal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L445\">Section: 31. Appeals.\u003C\u002Fh3>\n\n\u003Cp>The parties hereby agree that if the employee is aggrieved with the decision\nof the Disciplinary Committee, the employee should appeal to Human Resource\nDirector against it without unreasonable delay and in any event within five\nworking days of receipt of the written decision they are appealing.\u003C\u002Fp>\n\n\u003Ch3 id=\"L449\">Section: 32. Criminal Proceedings\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereby agree that an employee who commits a criminal offense\nmay be prosecuted in a Court of Law irrespective of and\u002F or in addition to any\nother disciplinary action that may have been taken by the company.\u003C\u002Fp>\n\n\u003Cp>b)Employees who are charged or convicted of criminal offenses, with the\nexception of traffic offenses, shall be placed on investigative suspension and\nshall be subjected to normal disciplinary procedure if such actions are\ncontrary to company code of conduct.\u003C\u002Fp>\n\n\u003Ch2 id=\"L459\">PART FOUR PARENTAL RIGHTS, PROTECTION AND PRIVILEGES\u003C\u002Fh2>\n\n\u003Ch3 id=\"L461\">Section 33.\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3 id=\"L461\">Paternity leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>a)The parties hereby agree that a male employee shall, immediately after the\ndelivery or miscarriage of his declared wife, be granted (5) five working days\nof paternity leave to enable him to provide the required assistance at home.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)The employee shall forward to the Human Resource Office appropriate birth\nnotification for the new borne baby clearly stipulating that is the father\nproceeding on paternity leave within 48 hours of delivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Ch3 id=\"L467\">Section 34.\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Ch3 id=\"L467\">Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>a)It is hereby agreed by the parties hereto that a female employee shall as\na consequence of pregnancy, be entitled to 60 (sixty) working days’ maternity\nleave on full pay in accordance with the law.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003C\u002Fdiv>\n\n\u003Cp>b)For a female employee whose baby passes on shortly after birth, the\nemployee may return to work upon the recommendation of an authorized medical\nDoctor and also upon written request by the said employee to the Company\nwithout any further claim apart from the regular pay.\u003C\u002Fp>\n\n\u003Cp>c)In the event the employee is unable to return to work due to a medical\ncondition\u002Fs, a certified medical practitioner can recommend extra time away\nfrom work as part of an employee's medical leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3 id=\"L475\">Section. 35. Protection of female employees\u003C\u002Fh3>\n\n\u003Cp>a)It is agreed by the parties hereto that a pregnant woman whose pregnancy\nis above 6 (six) months shall be exempted from night duty 7:00 pm to 7:00am.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Days off duty for antenatal services and those for post-natal including\ndays for immunization of a child shall not be deducted from mother as absence\nas long as proof of attendance is provided to management i.e. antenatal record\nand immunization card. However, the weekly off duty may be rescheduled to cover\nsuch scheduled hospital visits.\u003C\u002Fp>\n\n\u003Cp>c)It is also agreed by the parties that the company shall provide\nappropriate uniforms for pregnant employees when required.\u003C\u002Fp>\n\n\u003Cp>d)Management shall endeavor to design favorable work schedule for breast\nfeeding mothers so as to allow them easy access to their babies for feeding\npurposes where applicable\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>e)Female employees with babies of below one 1(one) year old shall have the\noption of whether to or not to work night shift, provided they have been in\nservice for at least 1 year.\u003C\u002Fp>\n\n\u003Cp>f)A female staff who comes back from Maternity leave shall be given a\nfavorable duty roaster from 7:00am to 3:00pm to allow her take care of her baby\nfor at least the first 6 months of reporting back and thereafter be deployed\nback to their previous position.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g)A staff with a baby with special needs\u002Fcomplications shall be given\nample\u002Freasonable time for child care and hospital visits as Management and the\nemployee may agree depending on the medical doctor's recommendation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L493\">Section 36. Maternity related sicknesses or confinement\u003C\u002Fh3>\n\n\u003Cp>a)Still birth: A female employee who experiences still birth shall be\nentitled to 8 weeks of leave; however, the said employee may be free to return\nafter 6 weeks upon recommendation of a medical practitioner and a written\nrequest to Management by the staff.\u003C\u002Fp>\n\n\u003Cp>b)Miscarriage: A female employee who loses pregnancy as result of\nmiscarriage shall be entitled to at least 8 weeks of leave, however the said\nemployee may be free to return after 6 weeks upon recommendation of a Medical\nDoctor and a written request to Management by the staff.\u003C\u002Fp>\n\n\u003Cp>c)Premature: A female employee who gives birth to a premature baby, the said\nemployees shall be entitled to full maternity leave benefits. In addition, the\nsaid employees shall be given further maternity leave days depending on the\nrecommendation of a medical practitioner but on full pay.\u003C\u002Fp>\n\n\u003Cp>d)In extenuating circumstances any further leave days to be considered shall\nbe granted on the advice of the registered medical practitioner and payable at\nfull pay.\u003C\u002Fp>\n\n\u003Ch2 id=\"L505\">PART FIVE BENEFITS AND ALLOWANCES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3 id=\"L507\">Section 37. Annual Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>The parties hereto agree that every employee shall be entitled to annual\nleave as follows: -\u003C\u002Fp>\n\n\u003Cp>a)An employee who has completed 6(six) months of unbroken service shall be\nentitled to 21(twenty-one) working days of rest days of annual leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b)An employee having offered continuous service for more than ten (10)\nyears; shall annually be entitled to 24 working days of leave excluding Sundays\nand public holidays.\u003C\u002Fp>\n\n\u003Cp>c)It Is also agreed that, an employee of the company proceeding on annual\nleave, shall be entitled to a leave transport allowance between 90,000(Ninety\nThousand Ugandan Shillings Only) and 100,000(One Hundred Thousand Ugandan\nShillings Only) depending on the distance to the place origin as per the\nemployee's national identity card, thus below 100 km is UGX. 90,000(Ninety\nThousand Ugandan Shillings Only) and above100 km is UGX. 100,000 (One Hundred\nThousand Ugandan Shillings Only) effective 1st January 2026\u003C\u002Fp>\n\n\u003Cp>d)Leave transport allowance will be paid prior to the month of leave\ncommencement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)An employee on leave who requires an extension should apply at least 48\nhours before the expiry of the leave to his\u002Fher head of department and such\nextension will only be valid when approved.\u003C\u002Fp>\n\n\u003Cp>f)The annual leave shall be taken as per the leave plan agreed upon between\nthe employee and their line manager. The maximum carry forward leave into the\nfollowing year shall not exceed ten (10) days. However, in the event the\nemployee is unable to take all their planned leave within the year due to\nbusiness requirements and confirmed by the line manager, exceptional approval\nshall be sought from the Human Resource Director to have there leave carried\nforward into the following year.\u003C\u002Fp>\n\n\u003Cp>g)In the exigencies of the Company service, an employee may be recalled to\nduty before the expiry of his\u002Fher leave except in case of maternity \u002Fpaternity\nleave, in which case the balance of the leave days due will be carried forward\nor paid for in cash, at the rate of two times his\u002Fher hourly salary rate.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3 id=\"L527\">Section 38. Sick Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cp>The parties hereto agree that an employee who has been in writing or orally\nappointed or contracted by the company and has been continuously working for\nthe Company for six (6) months and above, and becomes unable to attend duty\nbecause of prolonged illness, shall be granted sick leave under the following\nconditions: -\u003C\u002Fp>\n\n\u003Cp>a)The employee shall receive regular pay for the first (One) months of\nillness.\u003C\u002Fp>\n\n\u003Cp>b)The employee shall receive half pay for the second and third month of\nsickness.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c)Upon expiry of the aforementioned period, retirement on medical grounds\nshall be considered by Management of the Company in consultation with the\nUnion.\u003C\u002Fp>\n\n\u003Cp>d)However, should the employee recover and be fit to work again, Management\nwill consider such a case (s) depending on the availability of vacancy.\u003C\u002Fp>\n\n\u003Cp>e)An employee on sick leave shall continue to enjoy his\u002Fher seniority in\nregard to service seniority and accumulation of annual leave.\u003C\u002Fp>\n\n\u003Cp>f)During the period that an employee is on sick leave, he\u002Fshe shall continue\nto receive gross pay normally received when the employee is on duty provided\nthat the sick leave is approved and\u002F or granted by the Company doctor or\nauthorized by the company.\u003C\u002Fp>\n\n\u003Cp>g)Sick leave also includes injury to employees outside the workplace but\ndoes not cover industrial accidents.\u003C\u002Fp>\n\n\u003Cp>h)In case of short-term sickness, the employee will be entitled to a maximum\nof 7 (Seven) days a year that shall be part of the prolonged sickness days. Any\nexcess from the above shall be deducted from annual leave.\u003C\u002Fp>\n\n\u003Cp>i)The annual sick leave benefits are all subject to the employee producing\nmedical report form signed\u002Fissued by a duly qualified medical practitioner\nappointed by the Company.\u003C\u002Fp>\n\n\u003Cp>j)Under normal circumstances an employee shall be expected to inform the\nCompany immediately of his\u002Fher inability to report to work not later than 24\nhours from the date he\u002Fshe falls sick.\u003C\u002Fp>\n\n\u003Ch3 id=\"L551\">Section 39. Industrial Accidents\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that in case of absence from duty as a result of\nan industrial accident (that does not result into permanent total or permanent\npartial incapacity) at the workplace, full salary\u002F wages will be paid until\nperson returns to work in accordance with the Workman’s Compensation Act, Cap\n233 and or as may be amended.\u003C\u002Fp>\n\n\u003Cp>b)Where an accident during the course of employment occurs to an Employee\nresulting in permanent total or permanent partial incapacity, the Workers\nCompensation Act, shall become applicable.\u003C\u002Fp>\n\n\u003Cp>c)In the case of an employee receiving injuries that come under the terms of\nWorkers Compensation Act, Cap 233 all provisions of the Act shall apply.\u003C\u002Fp>\n\n\u003Cp>d)In case of an employee developing an industrial disease, all provisions of\nthe third Schedule of the Workman’s Compensation Act, Cap 233 shall apply.\u003C\u002Fp>\n\n\u003Ch3 id=\"L563\">Section 40.Compassionate Leave\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that in special circumstances and upon\napplication in writing, an Employee may be granted compassionate leave for a\nperiod agreed upon between the Employee and the supervisor\u002FManagement of the\nCompany depending on the circumstances of each case.\u003C\u002Fp>\n\n\u003Cp>b)In the event of loss of a relative, the Employee shall be granted\ncompassionate paid leave of up to six (6) days each year.\u003C\u002Fp>\n\n\u003Cp>c)In other circumstances, the employee may be allowed to proceed on an\nunpaid compassionate leave.\u003C\u002Fp>\n\n\u003Cp>d)Close relative in this case shall include the employees recognized spouse,\nhusband or wife, child, father, mother, brother or sister.\u003C\u002Fp>\n\n\u003Cp>e)An Employee who intends to take compassionate leave must follow the\nCompany’s leave application procedure.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L575\">Section 41.Leave for Union Activities\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that the Company and the Union realize the need\nfor a strong Union with well-trained Union officials\u002F members responsible for\nexecuting the affairs of the Union in the interest of both parties hereto and\nto the nation as a whole and therefore agree that the following leave with pay\nwill be granted by the Company to the Union officials or any of the Employees\n(Union members) of the Company:\u003C\u002Fp>\n\n\u003Cp>b)Leave to attend Union business\u002Feducation shall be applicable to the Union\nexecutive members and such leave shall be with full pay provided that the\nemployer has granted prior permission. Such permission shall not be\nunreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>c)The Union shall ensure that any required leave for Union business shall be\nreasonable and that such absenteeism will not be so prolonged in a manner that\nwould affect the Company’s business. The Company will take into consideration\nthe length of time for which leave is sought and the need to retain the\nEmployee at work during the requested period, in deciding whether to grant or\nrefuse an application for leave.\u003C\u002Fp>\n\n\u003Cp>d)Employees shall be granted leave of absence to attend Union activities,\nmeetings\u002Fworkshops at the permission of management in consideration of\noperational requirements of the company. Such leave shall not be unreasonably\nwithheld and will be paid up to a maximum of 7 (days) days per annum.\u003C\u002Fp>\n\n\u003Cp>e)The Union will give the employer at least Forty-eight hours’ notice for\nsuch leave but in case of an emergency meeting, a notice of forty-eight(48)\nhours shall suffice.\u003C\u002Fp>\n\n\u003Cp>f)Any employee(s) granted leave under this Section shall not accept\nemployment elsewhere during such period.\u003C\u002Fp>\n\n\u003Cp>g)Confirmation of all leave granted by the Company to any of its employee(s)\nunder this clause shall be given to the employee(s). Upon return to work, the\nemployee will provide a letter from the Union confirming that she\u002Fhe attended\nthe Union business.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L591\">Section 42.Union Branch operations\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that the Management shall create Office space\nwith furniture Table and Chairs to facilitate Union representation at work.\u003C\u002Fp>\n\n\u003Cp>b)Union Office Operation Hours\u003C\u002Fp>\n\n\u003Cp>The Chief Shop staff shall be accorded time off as part of working hours to\noperate the union office in order to attend to workers’ issues. The time off\nshall be arranged administratively.\u003C\u002Fp>\n\n\u003Cp>c)Management shall facilitate a shop steward who is meant to represent an\nemployee during disciplinary hearing, especially when the shop steward is\ndeployed to work a way from where the hearing is been scheduled to sit.\u003C\u002Fp>\n\n\u003Ch3 id=\"L601\">Section 43.Leave without Pay\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that leave without pay may be granted by mutual\nagreement between the employee and Management for a maximum of thirty (30)\ncalendar days as unpaid leave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L605\">Section 44.Study Leave\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agreed that Hariss International Limited recognizes,\nencourages, and supports employees in advancing their academic studies while in\nemployment provided that such studies are appropriate to the employee’s\ncareer growth within Hariss International Limited. The qualifications should\nrelate to skills required in current or future roles as outlined in the\nemployees’ development plan.\u003C\u002Fp>\n\n\u003Cp>b)The Human Resource Director upon recommendation of the Head of Department\nmay authorize the granting of leave with or without pay to an employee for\npurposes of further training.\u003C\u002Fp>\n\n\u003Cp>c)Employees may be authorized to take a maximum of 5 days paid study leave\nand 5 (five) days unpaid study leave days, including examination day, paid\nleave per examinable subject. Normally these days will be limited to 10 days\noverall in any one calendar year provided.\u003C\u002Fp>\n\n\u003Cp>d)Where possible, employees are asked to give a minimum of 4 weeks’ notice\nprior to the date they wish to take study leave.\u003C\u002Fp>\n\n\u003Cp>e)The Union shall continue to play its mediatory role in cases of\ndisagreement between the management’s decision and the Employee’s\nconcern.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3 id=\"L619\">Section 45. Death Benefits\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement hereby agree on the following as death\nbenefits for employees and their qualifying close family members as a minimum.\nWhere the company policy on death, offers more benefits and privileges the\ncompany policy shall apply.\u003C\u002Fp>\n\n\u003Cp>a)In the case of death of an employee, the Company shall be responsible for\ntransportation of the deceased’s body to its place of final rest, provide a\ncoffin, wrapping materials, and a wreath as per the Company insurance policy.\nIn addition, company shall contribute condolence at its discretion and pay all\nthe deceased’s dues to the executor of the deceased’s Estates (Next of\nKin)\u002For Administrator General. Such dues shall include outstanding pay, e.g.\nleave pay, and overtime worked public holidays worked.\u003C\u002Fp>\n\n\u003Cp>b)In case of death of the employee’s registered spouse, UGX. 600,000 (Six\nhundred Thousand shillings only) shall be paid to the employee for burial\nexpenses.\u003C\u002Fp>\n\n\u003Cp>c)In case of death of the employee’s registered biological\u002Flegally adopted\nchild of less than 18 years of age, UGX. 400,000 (Four hundred Thousand\nshillings only) shall be given to the employee for burial expenses.\u003C\u002Fp>\n\n\u003Cp>d)In case of death of the employee’s registered biological parent as per\nemployee file, UGX. 400,000 (Four hundred Thousand shillings only) shall be\ngiven to the employee for burial expenses. effective 1st January 2026.\u003C\u002Fp>\n\n\u003Cp>e)The Management shall facilitate at least two employees to represent the\nparties hereto at the burial of the employee for a maximum of two days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L633\">Section 46.Repatriation Allowance\u002FFees\u003C\u002Fh3>\n\n\u003Cp>a)It is agreed by the parties hereto that an employee upon leaving\nemployment and who is eligible for repatriation as in accordance with the\nEmployment Act Cap, 226; shall be paid repatriation allowance of UGX. 600,000\n(Six hundred thousand Shillings only). effective 1st January 2026. \u003C\u002Fp>\n\n\u003Cp>b)At cessation of employment, the employee being repatriated shall be paid\nhis\u002Fher repatriation allowance seven days after signing his\u002Fher full and final\nsettlement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L639\">Section 47.Cessation of Employment\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement hereby agree that any staff member shall cease\nto be an Employee of the Company by virtue of the following:\u003C\u002Fp>\n\n\u003Cp>a)Resignation: At the discretion of Management, the company shall consider\npayment of up to the equivalent of the employees’ contractual notice period\nentitlement to an employee who has served the company for a continuous period\nof at least five years and who has given written notice to the employer to\nresign as per his\u002Fher contractual obligation and as provided for in this\nCBA.\u003C\u002Fp>\n\n\u003Cp>b)Termination. Either the employee or the Company may terminate the\nemployment by giving the other party notice or payment in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>c)Lay-off, for purposes of this CBA refers to temporary suspension or\npermanent cessation of employment of an employee or group of Employees due to\ncertain positions being cut, dwindling finances, or work not being\navailable.\u003C\u002Fp>\n\n\u003Cp>d)Redundancy may occur in the following two situations:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.Where the Company has ceased or intends to cease\nto carry on the business for the purposes of which the employee was employed;\nor to carry on that business in the place where the\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.Employees were so employed; or the fact that the\nrequirements of that business for employees to carry out work of a particular\nkind, or employees to carry out work of a particular kind in the place where\nthe Employee was employed by the Company, have ceased or diminished or are\nexpected to cease or diminish.\u003C\u002Fp>\n\n\u003Cp>e)Retirement An employee may retire from his or her service in the Company\nin any of the following circumstances.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.Upon an employee making 55 (fifty-five years); of\nage (mandatory Retirement)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.Upon an employee being declared Medically unfit\nby a qualified medical practitioner.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii.Voluntary at 50 (fifty) years of age, after\nworking for more than 10 years subject to management approval;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iv.Voluntary retirement after working for more than\n10 years subject to management approval.\u003C\u002Fp>\n\n\u003Cp>Severance Pay’’ This refers to payment to an employee under the\nsituation where the employer for his\u002Fher own reasons terminates\u003C\u002Fp>\n\n\u003Cp>the services of an employee who is still willing to continue in employment\nand has not committed an offence under the circumstances. Severance pay shall\nbe paid in accordance with the provisions set out in section 86(a-f) of the\nEmployment Act Cap, 226.\u003C\u002Fp>\n\n\u003Ch3 id=\"L669\">Section 48.Employment cessation Procedures\u003C\u002Fh3>\n\n\u003Cp>a)Procedure for Lay off.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">i.The principles of last in-first out shall apply\nsubject to skills, ability to do the job and work record being equal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">ii.The Company shall give the affected Employee and\nthe Union written notice or salary and allowances in lieu of the notice as\nfollows:\u003C\u002Fp>\n\n\u003Cp>b)Procedures for Notice pay- The notice required to be given by an employer\nor employee under this section shall be;\u003C\u002Fp>\n\n\u003Cp>1.A contract for a probationary period may be terminated by either party by\ngiving not less than fourteen days’ notice of termination, or by payment, by\nthe employer to the employee, of seven days’ wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>2.Not less than two weeks, where the employee has been employed for a period\nof more than six months but less than one year.\u003C\u002Fp>\n\n\u003Cp>3.Not less than one month, where the employee has been employed for a period\nof more than twelve months, but less than five years.\u003C\u002Fp>\n\n\u003Cp>4.Not less than two months, where the employee has been employed for a\nperiod of five, but less than ten years; and\u003C\u002Fp>\n\n\u003Cp>5.Not less than three months where the service is ten years or more.\u003C\u002Fp>\n\n\u003Cp>I.During the notice period provided for in section 52 subsection(3) of the\nEmployment Act Cap, 226, the employee shall be given at least one-half day per\nweek for the purpose of seeking new employment.\u003C\u002Fp>\n\n\u003Cp>II.All Shop Stewards shall automatically assume top seniority in which case\nif layoff occurs, no Shop Steward despite this actual period worked in the\nCompany shall be laid off until all the other employees of the Company have\nbeen laid off.\u003C\u002Fp>\n\n\u003Cp>III.An offer of re-engagement to an employee laid off may be made by\nManagement in the event of a suitable vacancy arising within 6(six) months of\nthe date of the employees lay off except that in certain circumstances, the\nEmployee may be subjected to an interview.\u003C\u002Fp>\n\n\u003Cp>IV.The onus of leaving a forwarding address lies with the employee and if a\nreply from the employee is not received within 15(fifteen) days from the date\nof the Management’s notification, the vacancy may be otherwise filled.\u003C\u002Fp>\n\n\u003Cp>c)Procedure for Redundancy\u003C\u002Fp>\n\n\u003Cp>To the extent possible, not less than (1) one month of the intended\nredundancy shall be given by the Management to the Union and Employee(s) to be\naffected. The employees to be made redundant shall be paid their benefits in\naccordance with the matrix in Sec.50. on Retirement, benefits below.\u003C\u002Fp>\n\n\u003Ch3 id=\"L703\">Section 49.Termination; Retirement; Lay-off; Redundancy and\nSeverance Benefits\u003C\u002Fh3>\n\n\u003Cp>a)Termination Notice - Termination Notice shall be given or paid to a\nqualifying employee or employer as follows:\u003C\u002Fp>\n\n\u003Cp>i.A contract for a probationary period may be terminated by either party by\ngiving not less than fourteen days’ notice of termination, or by payment, by\nthe employer to the employee, of seven days’ wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>ii.Not less than two weeks, where the employee has been employed for a\nperiod of more than six months but less than one year;\u003C\u002Fp>\n\n\u003Cp>iii.Not less than one month, where the employee has been employed for a\nperiod of more than twelve months, but less than five years;\u003C\u002Fp>\n\n\u003Cp>iv.Not less than two months, where the employee has been employed for a\nperiod of five, but less than ten years; and\u003C\u002Fp>\n\n\u003Cp>v.Not less than three months where the service is ten years or more.\u003C\u002Fp>\n\n\u003Cp>vi.When an Employee is discharged under this Section all entitlements and\nbenefits due to him\u002Fher e.g. annual leave, public holidays, overtime, transport\nallowances, gratuity and repatriation where applicable, shall be paid to the\nemployee on the date on which the notice expires.\u003C\u002Fp>\n\n\u003Cp>b)Retirement; Lay-off; Redundancy; Resignation Severance and Death\u003C\u002Fp>\n\n\u003Cp>I.The parties to this agreement hereby agree that any employee who qualifies\nfor any of the above categories herein (Sec.54 b) herein above shall be paid\nbenefits in accordance to the matrix here below times the number of years the\nemployee has served the company.\u003C\u002Fp>\n\n\u003Cp>II.This shall mean that the qualifying employee shall be paid the percentage\nprovided of one’s annual gross pay times the number of years of service with\nthe company using the employee’s current pay.\u003C\u002Fp>\n\n\u003Ch3 id=\"L725\">Section 50: Retirement\u002FLay-off\u002FRedundancy & Severance\nBenefits\u003C\u002Fh3>\n\n\u003Cp>a) The parties hereto have agreed that the terminal benefits shall be paid\nas the matrix here below;\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:38.9pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.9pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Ci>\u003Cspan style=\"color:#231F20\">Period worked\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.9pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Old age 55\n        years\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.9pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Voluntary\n        Retirement\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.9pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Medical\n        unfitness\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" style=\"width:72.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.9pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Layoff\u002F Redundancy\n        \u002Fseverance\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\" style=\"width:38.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:38.9pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Death\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">1 to 5 years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">2%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">2%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">4%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" style=\"width:72.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">4%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\" style=\"width:38.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">5 to 10 years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">4%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">3%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" style=\"width:72.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\" style=\"width:38.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">10) to 15 yrs.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">6%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" style=\"width:72.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">6%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\" style=\"width:38.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">Above 15 yrs.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">7%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">6%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">8%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" style=\"width:72.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">8%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\" style=\"width:38.65pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:15.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L739\">Section. 51. Long Service Awards\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that an employee who has attained five(5) years\nof continuous service shall be awarded an official company certificate of\nrecognition of one’s long service with the company and a recognition amount\nworth a gross pay of UGX. 200,000 (Two hundred thousand shillings).\u003C\u002Fp>\n\n\u003Cp>b)An employee who has attained ten (10) years of continuous service shall be\nawarded an official company certificate of recognition and a recognition amount\nworth a gross pay UGX I, 100,000 (One Million and one hundred thousand\nshillings) of one’s long service with the company.\u003C\u002Fp>\n\n\u003Cp>c)An employee who has attained fifteen (15) years of continuous service\nshall be awarded an official company certificate in recognition of one’s long\nservice with the company and a recognition amount worth a gross pay UGX\n1,600,000 (One million and six hundred thousand shillings).\u003C\u002Fp>\n\n\u003Cp>d)An employee who has attained twenty (20) years of continuous service shall\nbe awarded an official company certificate in recognition of one’s long\nservice with the company and a recognition amount worth a gross pay worth UGX\n1,800,000.\u003C\u002Fp>\n\n\u003Cp>e)Long service awards shall be ceremoniously given to the deserving awardees\nat a function organized by Management as a witness to the Union.\u003C\u002Fp>\n\n\u003Cp>Note: All changes on long service awards to take effect 1st January 2026.\u003C\u002Fp>\n\n\u003Ch3 id=\"L753\">Section. 52. Staff Meals\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto hereby agree that the company shall provide a meal for\nthe permanent employees while on duty.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed that operations employees shall be facilitated with UGX\n1,500 as money for Tea for each day one reports on duty and safe drinking water\nto all its employees whilst on duty.\u003C\u002Fp>\n\n\u003Cp>c)Tea Money allowance will be processed through payroll and subject to\nstatutory deductions.\u003C\u002Fp>\n\n\u003Cp>Note: All changes on tea allowance to take effect 1st January 2026.\u003C\u002Fp>\n\n\u003Ch3 id=\"L763\">Section 53. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L763\">Night Allowance\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that operations employees shall be paid a night\nallowance of UGX. 3,000 (three thousand shillings) per night and the policy\nshall not be discriminative irrespective of the department the employee is\nengaged in.\u003C\u002Fp>\n\n\u003Cp>b)This allowance will be processed through payroll and subject to statutory\ndeductions.\u003C\u002Fp>\n\n\u003Cp>Note: All changes on night shift allowance to take effect 1st January\n2026.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L771\">Section. 54. Traveling on Duty\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement hereto agree that Management shall meet all\nexpenses of employee is away from company premises on official company\nduties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L775\">Section. 55. Out of Station Allowance\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agreed that Out-of-station allowance shall be paid to a\ncompany driver when he\u002Fshe is required to carry out official duties in the\nfollowing manner: -\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:75.5pt\">\n      \u003Ctd width=\"83\" style=\"width:62.4pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:75.5pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Distance In\n        Kilometers\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:75.5pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Trailers\n        (26-30T)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" style=\"width:55.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:75.5pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Big Taata\n        (18-23T)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:51.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:75.5pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Small Taata\n        (10-15T)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\" style=\"width:51.85pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:75.5pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Saloon Drivers (Per Night\n        Spent in Field)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" style=\"width:69.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:75.5pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">Saloon Drivers(Day Spent in\n        Field Without Spending A Night)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:25.55pt\">\n      \u003Ctd width=\"83\" style=\"width:62.4pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:25.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">0-100\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:25.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">60,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" style=\"width:55.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:25.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">30,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:51.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:25.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">25,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\" style=\"width:51.85pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:25.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">80,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" style=\"width:69.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:25.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">45,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:21.0pt\">\n      \u003Ctd width=\"83\" style=\"width:62.4pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:21.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">101-200\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:21.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">90,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" style=\"width:55.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:21.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">60,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:51.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:21.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">50,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\" style=\"width:51.85pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:21.0pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" style=\"width:69.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:21.0pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.55pt\">\n      \u003Ctd width=\"83\" style=\"width:62.4pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">201-400\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">120,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" style=\"width:55.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">90,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:51.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">60,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\" style=\"width:51.85pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" style=\"width:69.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.85pt\">\n      \u003Ctd width=\"83\" style=\"width:62.4pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">401-750\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">150,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" style=\"width:55.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.85pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">120,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:51.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.85pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\" style=\"width:51.85pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.85pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" style=\"width:69.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.85pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.45pt\">\n      \u003Ctd width=\"83\" style=\"width:62.4pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">751-1000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">200,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" style=\"width:55.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">150,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:51.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\" style=\"width:51.85pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" style=\"width:69.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:20.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0cm\">\n      \u003Ctd width=\"83\" style=\"width:62.4pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:1.0cm\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">1001\n        &Above\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:1.0cm\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">250,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" style=\"width:55.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:1.0cm\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:51.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:1.0cm\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"69\" style=\"width:51.85pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:1.0cm\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" style=\"width:69.1pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:1.0cm\">\u003Cp class=\"Egyb0\" style=\"line-height:12.0pt\">\u003Cb>\u003Cspan style=\"color:#231F20\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L797\">Section. 56. Transport Allowance\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that the Company shall provide physical transport\nor allowance for employees who are deployed to work away from their respective\nworkplace.\u003C\u002Fp>\n\n\u003Ch3 id=\"L801\">Section. 57. Medical Treatment\u003C\u002Fh3>\n\n\u003Cp>a)MEDICAL BENEFIT; The company shall provide medical treatment to its\nemployees in consideration of the OSH Act, 2006 and the Worker’s Compensation\nAct Cap, 233.\u003C\u002Fp>\n\n\u003Cp>b)The company is operating an adequately equipped medical clinic to attend\nto employees’ medical issues at workplace and shall always deploy a\nprofessional medical practitioner who shall provide medical treatment to\nemployees on all minor ailments\u002F diseases that may not require\nhospitalization.\u003C\u002Fp>\n\n\u003Cp>c)The company, in addition to the clinic, provides employees with an\ninsurance scheme where all employees can access medical treatment with the\nvarious medical facilities in the country for easy accessibility by the\nemployees.\u003C\u002Fp>\n\n\u003Cp>d)A medical policy shall be agreed upon by the parties hereto, for\naccessibility of medical services for all employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L811\">Section 58. Acting Allowance\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agreed that where an employee is required to act in a\nposition of higher grade over and his\u002Fher position for a period in excess of 26\n(twenty-Six) days, the Employee shall in addition be paid 30% of his\u002Fher Basic\nsalary.\u003C\u002Fp>\n\n\u003Cp>b)This requirement shall be made in writing by the management.\u003C\u002Fp>\n\n\u003Cp>c)Where an Employee acts in the same position for three months other than by\nnormal promotion the employee shall be confirmed in that position.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L819\">Section. 59. Social Security Fund\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that the Company and all employees shall be\nrequired to contribute to the National Social Security Fund (NSSF) in\naccordance with the Law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L823\">Section. 60. Certificate of Service\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto agree that when an employee leaves the Company’s\nservices of his own accord, or his\u002Fher service terminated under the provisions\nof this agreement, he\u002Fshe shall be issued with a certificate of service.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed by the parties hereto that the said employee will also\nbe issued with a recommendation on request. Certificate of service will include\nname and address of employee, name of employee, dates of commencement and\ntermination of service and type of work performed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L829\">Section. 61. Bonus.\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that the Company shall provide an annual\nbonus\u002Fincentive at its discretion depending on the achievements of the\nCompany’s goal and objectives as shall be communicated to the staff at the\nbeginning of each calendar year.\u003C\u002Fp>\n\n\u003Ch3 id=\"L833\">Section.62. Pandemic or Epidemic or Calamity Situation and other\nunforeseen circumstances\u003C\u002Fh3>\n\n\u003Cp>a)That in cases of outbreak of pandemic and or epidemic which adversely\naffect part(s) of this agreement, the parties hereto agree that shall with\nwritten notice by either party, mutually engage to review any such aspect of\nthis agreement which may require to be reviewed.\u003C\u002Fp>\n\n\u003Cp>b)That those changes shall be done to address or mitigate the effects of the\nsituation as caused by the pandemic, epidemic and or calamity as a temporally\nresponsive measure\u003C\u002Fp>\n\n\u003Ch2 id=\"L841\">PART SIX SALARIES\u003C\u002Fh2>\n\n\u003Ch3 id=\"L843\">Section. 63. Salary Review\u003C\u002Fh3>\n\n\u003Cp>The parties hereto do hereby agree that for the bargaining period of\n2026\u002F2027, the following provisions in regard to salaries and remuneration of\nemployees of the company shall apply;\u003C\u002Fp>\n\n\u003Cp>1.Minimum Salary and the related aspects:\u003C\u002Fp>\n\n\u003Cp>a)The parties to this agreement do hereby agree that the minimum salary to\nthe lowest paid salary employee of the Company shall with effect from 1st April\n2026 be adjusted to UGX. 300,000 (Three hundred thousand )\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed that no employee joining Hariss International Ltd\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>service with effect 1st April 2026, shall be paid a basic salary less than\nthe minimum provided for in clause 1(a) above.\u003C\u002Fp>\n\n\u003Cp>2.Considering the current economic situations that has effects and\nimplications on both the employer and the employees, the parties agreed that a\ngeneral increase of salaries for Hariss International Limited shall be effected\nto all employees as per the schedule below for the year 2026\u002F27 as per the\nschedule here below.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_different_other_txt\">\u003Cp>3.Schedule for salary increments for the years 2026\u002F27\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.1pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.1pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">Salary Grades\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" style=\"width:161.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.1pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">Salary\u002F Category\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:28.1pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:12.25pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">Salary Increment\n        2026\u002F27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">HIL 1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" style=\"width:161.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">Above 2,000,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">2%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">HIL 2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" style=\"width:161.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">1,200,001 to 2,000,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">3%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">HIL 3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" style=\"width:161.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">1,000,001 to 1,200,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">4%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">HIL 4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" style=\"width:161.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">500,001 to 1,000,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">6%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">HIL 5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" style=\"width:161.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">400,001 to 500,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">7%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:16.1pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">HIL 6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" style=\"width:161.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:16.1pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"color:#231F20\">300,000 to 400,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:16.1pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"color:#231F20\">9.5%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:16.1pt\">\u003Ctd width=\"144\" style=\"width:107.75pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:16.1pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\u003C\u002Fdiv>\n\n\u003Cp>4.Casual Employees working with the company\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>I.The parties here agree that all casual employees’ wages shall be paid a\nminimum basic wage pay UGX. 205,000 (two hundred and five thousand shillings )\nper month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>II.All casual employees above the minimum of UGX. 205,000 (Two hundred and\nfive thousand shillings) shall get a salary increment of 9.5% of their basic\nwage rate.\u003C\u002Fp>\n\n\u003Cp>III.Casual employees shall be eligible to work and get paid for overtime and\npublic holidays like regular employees\u003C\u002Fp>\n\n\u003Cp>IV.In addition, the company shall provide meals and tea break for the casual\nemployees while on duty\u003C\u002Fp>\n\n\u003Cp>V.Casual employees shall reserve the right to represent the union at work\u003C\u002Fp>\n\n\u003Ch3 id=\"L887\">Section 64. Severability\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that if any clause in this CBA addendum is found to\nbe unenforceable for any reason, that particular provision shall be severed and\nthe rest of the CBA addendum provisions shall remain standing and\nenforceable.\u003C\u002Fp>\n\n\u003Ch3 id=\"L891\">Section 65. Confidentiality:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agreed that all communication and information between the\nparties shall be handed in strict confidentiality by both parties and shall\nnot, at any time whatsoever, be disclosed by either party or published without\nthe prior written consent of the parties hereto.\u003C\u002Fp>\n\n\u003Cp>Section 66. Better Terms and conditions of Service\u003C\u002Fp>\n\n\u003Cp>The parties hereto mutually agreed and understood that no clause of this\nagreement shall prejudice or deprive an employee(s) of any benefit(s) offered\nby the Company which are established and are better than those provided in this\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L899\">Section. 67. Dispute Resolution\u003C\u002Fh3>\n\n\u003Cp>a)The parties to this agreement hereby agree that they shall endeavour to\nsettle amicably any dispute or controversy between them arising out of this\nPledge or in connection therewith. To this end, at the initiative of any party,\nthe parties shall meet promptly to discuss the dispute and, if requested by the\ninitiating party in writing, the other party shall reply in writing to any\nsubmission made by the initiating party concerning the dispute or\ncontroversy.\u003C\u002Fp>\n\n\u003Cp>b)In the event that such measures as may be undertaken by the parties fail\nto lead to a settlement of the dispute or controversy within 30 (thirty) days,\nthen either party will be at liberty to seek redress in the courts of law of\nthe Republic of Uganda.\u003C\u002Fp>\n\n\u003Ch3 id=\"L905\">Section 68. Bi-partite Consultations\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that future engagements on these matters by the\nparties hereto shall continue in furtherance of interests of the company, its\nemployees and the union.\u003C\u002Fp>\n\n\u003Ch3 id=\"L909\">Section 69. Endorsement;\u003C\u002Fh3>\n\n\u003Cp>IN WITNESS WHEREOF, the parties hereto agree that this CBA is entered into\nand have thereby unto set their respective hands and seals on this CBA on the\n12th day of November, 2025 at HARISS INTERNATIONAL, KAMPALA. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"SOCSEC_trigger":44,"maxsicknesspay":48,"maxsicknesspaytype":52,"disabilitypay":56,"healthandsafetypolicy":60,"protectiveclothing":64,"funeralpay":68,"paidmaternityleave":72,"paidmaternityleaveduration":76,"paidmaternityleaveall":79,"paidmaternityleavepayperc":83,"jobsecuritymothers":87,"pregnancy":91,"paidpaternityleave":95,"paidpaternityleaveduration":99,"GENEQ_trigger":103,"eqpay":107,"discrimination":111,"sexualhar":115,"violence":118,"hourspweek":122,"holidaysdays":126,"holidaysweeks":130,"schedulesrestpw":134,"TRADEUNLEAV_trigger":138,"PAYSCALES_trigger":142,"PAYSCALES_different_other_txt":146,"LOWWAGE_trigger":149,"STRUCINCR_trigger":153,"NOCTPREM_trigger":157,"ANNLEAVE_trigger":161,"OVERTIME_trigger":164,"overtimeallowancetype_general":168,"overtimeallowanceperc1_general":172,"overtimeallowancetype":176,"overtimeallowanceperc1":179},{"bindId":45,"name":46,"text":47},"SOCSEC_trigger","Section. 59. Social Security Fund The pa","Section. 59. Social Security Fund\n\nThe parties hereto agree that the Company and all employees shall be\nrequired to contribute to the National Social Security Fund (NSSF) in\naccordance with the Law.",{"bindId":49,"name":50,"text":51},"maxsicknesspay","Section 38. Sick Leave The parties heret","Section 38. Sick Leave\n\nThe parties hereto agree that an employee who has been in writing or orally\nappointed or contracted by the company and has been continuously working for\nthe Company for six (6) months and above, and becomes unable to attend duty\nbecause of prolonged illness, shall be granted sick leave under the following\nconditions: -\n\na)The employee shall receive regular pay for the first (One) months of\nillness.\n\nb)The employee shall receive half pay for the second and third month of\nsickness.",{"bindId":53,"name":54,"text":55},"maxsicknesspaytype","The parties hereto agree that an employe","The parties hereto agree that an employee who has been in writing or orally\nappointed or contracted by the company and has been continuously working for\nthe Company for six (6) months and above, and becomes unable to attend duty\nbecause of prolonged illness, shall be granted sick leave under the following\nconditions: -\n\na)The employee shall receive regular pay for the first (One) months of\nillness.\n\nb)The employee shall receive half pay for the second and third month of\nsickness.",{"bindId":57,"name":58,"text":59},"disabilitypay","b)The Company shall continue to maintain","b)The Company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthy and safe working conditions and shall\ncomply with Occupational Safety and Health Act 231.\n\nc)The Company shall insure its workers for purposes of ensuring safety and\nhealthy for the workers as well as avoiding fines and penalties in cases of\nindustrial accidents.",{"bindId":61,"name":62,"text":63},"healthandsafetypolicy","Section 21.Occupational Health, Safety a","Section 21.Occupational Health, Safety and Uniforms\n\nThe parties hereto agree that the Company shall continue to maintain all\nexisting devices and practices for the purpose of promoting healthy and safe\nworking conditions and shall comply with Occupational Safety and Health Act\nCap, 231.\n\na)The Company shall provide suitable uniforms, protective gears and\nclothing. There shall be a Safety, Health and Welfare Committee, which shall\nregularly review all matters relating to health, safety and welfare. Two\nmembers shall represent the Union on the said committee.\n\nb)The Company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthy and safe working conditions and shall\ncomply with Occupational Safety and Health Act 231.\n\nc)The Company shall insure its workers for purposes of ensuring safety and\nhealthy for the workers as well as avoiding fines and penalties in cases of\nindustrial accidents.",{"bindId":65,"name":66,"text":67},"protectiveclothing","a)The Company shall provide suitable uni","a)The Company shall provide suitable uniforms, protective gears and\nclothing. There shall be a Safety, Health and Welfare Committee, which shall\nregularly review all matters relating to health, safety and welfare. Two\nmembers shall represent the Union on the said committee.",{"bindId":69,"name":70,"text":71},"funeralpay","Section 45. Death Benefits The parties t","Section 45. Death Benefits\n\nThe parties to this agreement hereby agree on the following as death\nbenefits for employees and their qualifying close family members as a minimum.\nWhere the company policy on death, offers more benefits and privileges the\ncompany policy shall apply.\n\na)In the case of death of an employee, the Company shall be responsible for\ntransportation of the deceased’s body to its place of final rest, provide a\ncoffin, wrapping materials, and a wreath as per the Company insurance policy.\nIn addition, company shall contribute condolence at its discretion and pay all\nthe deceased’s dues to the executor of the deceased’s Estates (Next of\nKin)\u002For Administrator General. Such dues shall include outstanding pay, e.g.\nleave pay, and overtime worked public holidays worked.\n\nb)In case of death of the employee’s registered spouse, UGX. 600,000 (Six\nhundred Thousand shillings only) shall be paid to the employee for burial\nexpenses.\n\nc)In case of death of the employee’s registered biological\u002Flegally adopted\nchild of less than 18 years of age, UGX. 400,000 (Four hundred Thousand\nshillings only) shall be given to the employee for burial expenses.\n\nd)In case of death of the employee’s registered biological parent as per\nemployee file, UGX. 400,000 (Four hundred Thousand shillings only) shall be\ngiven to the employee for burial expenses. effective 1st January 2026.\n\ne)The Management shall facilitate at least two employees to represent the\nparties hereto at the burial of the employee for a maximum of two days.",{"bindId":73,"name":74,"text":75},"paidmaternityleave","Maternity Leave a)It is hereby agreed by","Maternity Leave\n\na)It is hereby agreed by the parties hereto that a female employee shall as\na consequence of pregnancy, be entitled to 60 (sixty) working days’ maternity\nleave on full pay in accordance with the law.\n\nb)For a female employee whose baby passes on shortly after birth, the\nemployee may return to work upon the recommendation of an authorized medical\nDoctor and also upon written request by the said employee to the Company\nwithout any further claim apart from the regular pay.\n\nc)In the event the employee is unable to return to work due to a medical\ncondition\u002Fs, a certified medical practitioner can recommend extra time away\nfrom work as part of an employee's medical leave.",{"bindId":77,"name":74,"text":78},"paidmaternityleaveduration","Maternity Leave\n\na)It is hereby agreed by the parties hereto that a female employee shall as\na consequence of pregnancy, be entitled to 60 (sixty) working days’ maternity\nleave on full pay in accordance with the law.",{"bindId":80,"name":81,"text":82},"paidmaternityleaveall","Section 34.Maternity Leave a)It is hereb","Section 34.Maternity Leave\n\na)It is hereby agreed by the parties hereto that a female employee shall as\na consequence of pregnancy, be entitled to 60 (sixty) working days’ maternity\nleave on full pay in accordance with the law.",{"bindId":84,"name":85,"text":86},"paidmaternityleavepayperc","a)It is hereby agreed by the parties her","a)It is hereby agreed by the parties hereto that a female employee shall as\na consequence of pregnancy, be entitled to 60 (sixty) working days’ maternity\nleave on full pay in accordance with the law.",{"bindId":88,"name":89,"text":90},"jobsecuritymothers","e)Female employees with babies of below ","e)Female employees with babies of below one 1(one) year old shall have the\noption of whether to or not to work night shift, provided they have been in\nservice for at least 1 year.\n\nf)A female staff who comes back from Maternity leave shall be given a\nfavorable duty roaster from 7:00am to 3:00pm to allow her take care of her baby\nfor at least the first 6 months of reporting back and thereafter be deployed\nback to their previous position.",{"bindId":92,"name":93,"text":94},"pregnancy","Section. 35. Protection of female employ","Section. 35. Protection of female employees\n\na)It is agreed by the parties hereto that a pregnant woman whose pregnancy\nis above 6 (six) months shall be exempted from night duty 7:00 pm to 7:00am.",{"bindId":96,"name":97,"text":98},"paidpaternityleave","Paternity leave a)The parties hereby agr","Paternity leave\n\na)The parties hereby agree that a male employee shall, immediately after the\ndelivery or miscarriage of his declared wife, be granted (5) five working days\nof paternity leave to enable him to provide the required assistance at home.\n\nb)The employee shall forward to the Human Resource Office appropriate birth\nnotification for the new borne baby clearly stipulating that is the father\nproceeding on paternity leave within 48 hours of delivery.",{"bindId":100,"name":101,"text":102},"paidpaternityleaveduration","a)The parties hereby agree that a male e","a)The parties hereby agree that a male employee shall, immediately after the\ndelivery or miscarriage of his declared wife, be granted (5) five working days\nof paternity leave to enable him to provide the required assistance at home.",{"bindId":104,"name":105,"text":106},"GENEQ_trigger","Gender Based Violence, Sexual Harassment","Gender Based Violence, Sexual Harassment &\nHIV\u002FAIDS Policy\n\na)The parties hereto agree that the Company and the Union do agree that they\nboth shall promote efforts to control and or eliminate Gender Based Violence\n(GBV) at workplace through awareness raising on the same and putting in place\nmechanisms to deal with GBV and its effects.\n\nb)The Company in consultation with the Union shall establish and publish a\nSexual Harassment and HIV\u002FAIDS policy at the workplace and a committee shall be\nestablished for purposes of implementation and Management of the said\npolicies",{"bindId":108,"name":109,"text":110},"eqpay"," work for equitable pay irrespective of "," work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.",{"bindId":112,"name":113,"text":114},"discrimination","d)Equal work for equitable pay irrespect","d)Equal work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.",{"bindId":116,"name":105,"text":117},"sexualhar","Gender Based Violence, Sexual Harassment &\nHIV\u002FAIDS Policy\n\na)The parties hereto agree that the Company and the Union do agree that they\nboth shall promote efforts to control and or eliminate Gender Based Violence\n(GBV) at workplace through awareness raising on the same and putting in place\nmechanisms to deal with GBV and its effects.",{"bindId":119,"name":120,"text":121},"violence","a)The parties hereto agree that the Comp","a)The parties hereto agree that the Company and the Union do agree that they\nboth shall promote efforts to control and or eliminate Gender Based Violence\n(GBV) at workplace through awareness raising on the same and putting in place\nmechanisms to deal with GBV and its effects.\n\nb)The Company in consultation with the Union shall establish and publish a\nSexual Harassment and HIV\u002FAIDS policy at the workplace and a committee shall be\nestablished for purposes of implementation and Management of the said\npolicies",{"bindId":123,"name":124,"text":125},"hourspweek","Section 17.Hours of Work a)The parties h","Section 17.Hours of Work\n\na)The parties hereto agree that the normal working hours per week will be 48\n(forty-eight) hours for all employees of the Company.",{"bindId":127,"name":128,"text":129},"holidaysdays","Section 37. Annual Leave The parties her","Section 37. Annual Leave\n\nThe parties hereto agree that every employee shall be entitled to annual\nleave as follows: -\n\na)An employee who has completed 6(six) months of unbroken service shall be\nentitled to 21(twenty-one) working days of rest days of annual leave with full\npay.",{"bindId":131,"name":132,"text":133},"holidaysweeks","The parties hereto agree that every empl","The parties hereto agree that every employee shall be entitled to annual\nleave as follows: -\n\na)An employee who has completed 6(six) months of unbroken service shall be\nentitled to 21(twenty-one) working days of rest days of annual leave with full\npay.",{"bindId":135,"name":136,"text":137},"schedulesrestpw","b)It is also agreed by the parties that ","b)It is also agreed by the parties that In the event that there is need for\nthe Company to regulate daily or weekly hours of work in order to suit peculiar\nwork requirements, such schedules shall first be discussed between the Company\nand Employee. The Union may be invited for such discussions should the Company\nand Employee fail to agree. In any case, no Employee(s) shall be asked by the\nCompany to report to work on a broken\u002Fsplit shift of more than once a day.\n\nc)Each week shall include a period of one day off of not less than 24\n(twenty-four) hours of continuous rest.",{"bindId":139,"name":140,"text":141},"TRADEUNLEAV_trigger","Section 41.Leave for Union Activities a)","Section 41.Leave for Union Activities\n\na)The parties hereto agree that the Company and the Union realize the need\nfor a strong Union with well-trained Union officials\u002F members responsible for\nexecuting the affairs of the Union in the interest of both parties hereto and\nto the nation as a whole and therefore agree that the following leave with pay\nwill be granted by the Company to the Union officials or any of the Employees\n(Union members) of the Company:\n\nb)Leave to attend Union business\u002Feducation shall be applicable to the Union\nexecutive members and such leave shall be with full pay provided that the\nemployer has granted prior permission. Such permission shall not be\nunreasonably withheld.\n\nc)The Union shall ensure that any required leave for Union business shall be\nreasonable and that such absenteeism will not be so prolonged in a manner that\nwould affect the Company’s business. The Company will take into consideration\nthe length of time for which leave is sought and the need to retain the\nEmployee at work during the requested period, in deciding whether to grant or\nrefuse an application for leave.\n\nd)Employees shall be granted leave of absence to attend Union activities,\nmeetings\u002Fworkshops at the permission of management in consideration of\noperational requirements of the company. Such leave shall not be unreasonably\nwithheld and will be paid up to a maximum of 7 (days) days per annum.\n\ne)The Union will give the employer at least Forty-eight hours’ notice for\nsuch leave but in case of an emergency meeting, a notice of forty-eight(48)\nhours shall suffice.\n\nf)Any employee(s) granted leave under this Section shall not accept\nemployment elsewhere during such period.\n\ng)Confirmation of all leave granted by the Company to any of its employee(s)\nunder this clause shall be given to the employee(s). Upon return to work, the\nemployee will provide a letter from the Union confirming that she\u002Fhe attended\nthe Union business.",{"bindId":143,"name":144,"text":145},"PAYSCALES_trigger","3.Schedule for salary increments for the","3.Schedule for salary increments for the years 2026\u002F27\n\n\n\n\n  \n    \n      Salary Grades\n      \n      Salary\u002F Category\n      \n      Salary Increment\n        2026\u002F27\n      \n    \n    \n      HIL 1\n      \n      Above 2,000,000\n      \n      2%\n      \n    \n    \n      HIL 2\n      \n      1,200,001 to 2,000,000\n      \n      3%\n      \n    \n    \n      HIL 3\n      \n      1,000,001 to 1,200,000\n      \n      4%\n      \n    \n    \n      HIL 4\n      \n      500,001 to 1,000,000\n      \n      6%\n      \n    \n    \n      HIL 5\n      \n      400,001 to 500,000\n      \n      7%\n      \n    \n    \n      HIL 6\n      \n      300,000 to 400,000\n      \n      9.5%\n      \n    \n  \n",{"bindId":147,"name":144,"text":148},"PAYSCALES_different_other_txt","3.Schedule for salary increments for the years 2026\u002F27\n\n\n\n\n  \n    \n      Salary Grades\n      \n      Salary\u002F Category\n      \n      Salary Increment\n        2026\u002F27\n      \n    \n    \n      HIL 1\n      \n      Above 2,000,000\n      \n      2%\n      \n    \n    \n      HIL 2\n      \n      1,200,001 to 2,000,000\n      \n      3%\n      \n    \n    \n      HIL 3\n      \n      1,000,001 to 1,200,000\n      \n      4%\n      \n    \n    \n      HIL 4\n      \n      500,001 to 1,000,000\n      \n      6%\n      \n    \n    \n      HIL 5\n      \n      400,001 to 500,000\n      \n      7%\n      \n    \n    \n      HIL 6\n      \n      300,000 to 400,000\n      \n      9.5%",{"bindId":150,"name":151,"text":152},"LOWWAGE_trigger","I.The parties here agree that all casual","I.The parties here agree that all casual employees’ wages shall be paid a\nminimum basic wage pay UGX. 205,000 (two hundred and five thousand shillings )\nper month.",{"bindId":154,"name":155,"text":156},"STRUCINCR_trigger","service with effect 1st April 2026, shal","service with effect 1st April 2026, shall be paid a basic salary less than\nthe minimum provided for in clause 1(a) above.\n\n2.Considering the current economic situations that has effects and\nimplications on both the employer and the employees, the parties agreed that a\ngeneral increase of salaries for Hariss International Limited shall be effected\nto all employees as per the schedule below for the year 2026\u002F27 as per the\nschedule here below.",{"bindId":158,"name":159,"text":160},"NOCTPREM_trigger","Night Allowance a)The parties hereto agr","Night Allowance\n\na)The parties hereto agree that operations employees shall be paid a night\nallowance of UGX. 3,000 (three thousand shillings) per night and the policy\nshall not be discriminative irrespective of the department the employee is\nengaged in.\n\nb)This allowance will be processed through payroll and subject to statutory\ndeductions.\n\nNote: All changes on night shift allowance to take effect 1st January\n2026.",{"bindId":162,"name":128,"text":163},"ANNLEAVE_trigger","Section 37. Annual Leave\n\nThe parties hereto agree that every employee shall be entitled to annual\nleave as follows: -\n\na)An employee who has completed 6(six) months of unbroken service shall be\nentitled to 21(twenty-one) working days of rest days of annual leave with full\npay.\n\nb)An employee having offered continuous service for more than ten (10)\nyears; shall annually be entitled to 24 working days of leave excluding Sundays\nand public holidays.\n\nc)It Is also agreed that, an employee of the company proceeding on annual\nleave, shall be entitled to a leave transport allowance between 90,000(Ninety\nThousand Ugandan Shillings Only) and 100,000(One Hundred Thousand Ugandan\nShillings Only) depending on the distance to the place origin as per the\nemployee's national identity card, thus below 100 km is UGX. 90,000(Ninety\nThousand Ugandan Shillings Only) and above100 km is UGX. 100,000 (One Hundred\nThousand Ugandan Shillings Only) effective 1st January 2026\n\nd)Leave transport allowance will be paid prior to the month of leave\ncommencement.",{"bindId":165,"name":166,"text":167},"OVERTIME_trigger","Section 18.OVERTIME a)The parties hereto","Section 18.OVERTIME\n\na)The parties hereto agree that all hours worked in excess of the agreed\ndaily normal hours of work as per PART TWO; Section 17 of this agreement will\nbe deemed to be overtime.\n\nb)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of basic pay. (Upon attainment of 48 hours per week)\n\nc)Any overtime worked on gazetted public holidays\u002Fmandatory rest day shall\nbe calculated at 2 (two) times the hourly rate of basic pay.\n\nd)Overtime rates shall apply only where at least 30 minutes have been worked\nin excess of one’s normal working hours.\n\ne)Overtime shall be worked at the request of management and recorded at end\nof each week and signed for by the employee and the head of department or the\nrespective supervisor.\n\nf)It is also hereby agreed by the parties that management reserves the right\nto compensate the employee for any overtime worked either by payment or\ncompensatory day off.",{"bindId":169,"name":170,"text":171},"overtimeallowancetype_general","b)Any overtime worked shall be calculate","b)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of basic pay. (Upon attainment of 48 hours per week)\n\nc)Any overtime worked on gazetted public holidays\u002Fmandatory rest day shall\nbe calculated at 2 (two) times the hourly rate of basic pay.",{"bindId":173,"name":174,"text":175},"overtimeallowanceperc1_general","a)The parties hereto agree that all hour","a)The parties hereto agree that all hours worked in excess of the agreed\ndaily normal hours of work as per PART TWO; Section 17 of this agreement will\nbe deemed to be overtime.\n\nb)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of basic pay. (Upon attainment of 48 hours per week)",{"bindId":177,"name":166,"text":178},"overtimeallowancetype","Section 18.OVERTIME\n\na)The parties hereto agree that all hours worked in excess of the agreed\ndaily normal hours of work as per PART TWO; Section 17 of this agreement will\nbe deemed to be overtime.\n\nb)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of basic pay. (Upon attainment of 48 hours per week)",{"bindId":180,"name":166,"text":178},"overtimeallowanceperc1","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND HARISS INTERNATIONAL LTD -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HTS-Union Uganda Hotels, Food, Tourism, Supermarkets & 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Employee involvement in the monitoring, The relationship between work and health, Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 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: → Yes\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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → 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            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → No\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 7.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → UGX 300000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2026-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → UGX  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → UGX 100000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[186],{"title":37,"slug":33},[188],{"type":189,"data":190},"call_to_action_body_block",{"title":191,"description":192,"variant":193,"link":194},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":191,"url":195,"description":191,"rel":196,"type":197},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[199],{"type":189,"data":200},{"title":191,"description":192,"variant":193,"link":201},{"title":191,"url":195,"description":191,"rel":196,"type":197},[]]