[{"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-hotel-africana-limited":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":215,"content_type_view":216,"extra_breadcrumbs":217,"body":219,"body_blocks":230,"related_pages":234},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":213,"translations":214},{"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-hotel-africana-limited","786aa7b2-6669-11f1-9f12-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-between-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-and-hotel-africana-limited\u002Fcollective-bargaining-agreement-between-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-and-hotel-africana-limited\u002F","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS' UNION (HTS-Union)  AND  HOTEL AFRICANA LIMITED","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS' UNION (HTS-Union) AND HOTEL AFRICANA LIMITED - 2025","Uganda - COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS' UNION (HTS-Union) AND HOTEL AFRICANA LIMITED - 2025","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS' UNION (HTS-Union) AND HOTEL AFRICANA LIMITED - 2025 - Hospitality, catering, tourism",{"name":41,"data":42},"CBA Africana.html","\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\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L89\">PART ONE GENERAL TERMS:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L91\">Section 1. Affirmation and Preamble\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L107\">Section 2.Definitions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L153\">Section 3.Purpose and Scope of the Agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L159\">Section 4.General Principles and Terms\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L171\">Section 5.Information:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L181\">Section 7.Probation:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L187\">Section 8.Migrant workers’ rights\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L193\">Section 9.Seasonal\u002Fcasual employees:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L201\">Section 10.Effective date and term of the\n        Agreement:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L207\">Section.11. Pandemic or Epidemic or Calamity\n        Situation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L213\">Section 12.Principles for Salaries\u002FWages\n      Review\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L225\">Section 13.Union Dues Check-Off and\n      Remittances\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L239\">Section 14.Job Vacancy and Promotions\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L249\">PART TWO RIGHTS:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L251\">Section 15.Protection of female employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L263\">Section 16.The Right to Stop and Search Staff\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L269\">Section 17. Hours of Work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L277\">Section 18. OVERTIME\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L287\">Section 19. Payment of Salaries\u002FWages\n      principles\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L299\">Section 20. Public Holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L305\">Section 21. Occupational Health, Safety and\n        Uniforms\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L315\">Section 22. Gender Based Violence, Sexual Harassment\n        & HIV\u002FAIDS Policy\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L321\">Section 23. Discipline (Warnings and\n      Dismissals)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L341\">Section 24. Disciplinary Committee\n      composition\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L357\">Section 25. DisciplinaryProcedure\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L373\">Section. 26. Offences & breaches in respect of\n        which Written Warnings may be issued:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L409\">Section 27.Dereliction:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L443\">Section 28.Summary Termination or Dismissal\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L487\">Section 29. Suspension for investigation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L501\">Section 30. Abscondment from Duty\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L507\">Section 31. Disciplinary Appeals\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L517\">PART FOUR BENEFITS AND ALLOWANCES\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L519\">Section 32. Annual Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L533\">Section 33. Sick Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L545\">Section 34. Industrial Accidents\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L553\">Section 35. Maternity\u002FPaternity Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L561\">Section 36.Compassionate Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L571\">Section 37. Leave for Union Activities\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L585\">Section 38. Study Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L591\">Section 39. Death Benefits\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L605\">Section 40. Repatriation Allowance\u002FFees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L611\">Section 41.Cessation of Employment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L637\">Section 42.Employment cessation Procedures\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L665\">Section 43. Termination; Retirement; Lay-off;\n        Redundancy; Severance Benefits\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L689\">Section. 44. Re-engagement after Retirement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L693\">Section. 45. Long Service Awards\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L705\">Section. 46. Staff Meals\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L709\">Section. 47. Traveling on Duty\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L713\">Section. 48. Out of Station Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L725\">Section. 49. Late Night Transport\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L729\">Section. 50. Medical Treatment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L739\">Section 51. Acting Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L749\">Section. 52. Social Security Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L753\">Section. 53. Certificate of Service\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L757\">Section. 54. Incentive Bonus\u002FCelebration Day.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1201\">PART FIVE SALARIES: RENUMERATION\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L769\">Section.55. Service Charge\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L773\">Section.56. SALARY REVIEW\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L787\">Section. 57. Dispute Resolution\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L793\">Section 58.Severability\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L797\">Section 59.Confidentiality\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L801\">Section 60.Bi-partite Consultations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L805\">Section 61. Interpretation.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L809\">Section. 62. Governing Law\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L813\">Section 63. Endorsement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch1 id=\"L45\">THE REPUBLIC OF UGANDA IN THE MATTER OF THE LABOUR UNIONS ACT\n2006, IN THE MATTER OF THE EMPLOYMENT ACT 2006, AND IN THE MATTER OF COLLECTIVE\nBARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS &\nALLIED WORKERS' UNION (HTS-Union)\u003C\u002Fh1>\n\n\u003Cp>Email: info@hts-union.org\u003C\u002Fp>\n\n\u003Cp>(Herein after referred to as the Union of the one hand)\u003C\u002Fp>\n\n\u003Cp>P.O.BOX 3799 KAMPALA\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>HOTEL AFRICANA LIMITED;\u003C\u002Fp>\n\n\u003Cp>P.O BOX 10218 Kampala\u003C\u002Fp>\n\n\u003Cp>(Herein after referred to as the Company of the other hand)\u003C\u002Fp>\n\n\u003Cp>E-mail: info@hotelafrican.com\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT\u003C\u002Fp>\n\n\u003Cp>This Collective Bargaining Agreement made on this\u003C\u002Fp>\n\n\u003Cp>1st day of March 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>HOTEL AFRICANA LIMITED of P. O. Box 10218 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=\"L89\">PART ONE GENERAL TERMS:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L91\">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, 2006, the Employment Act 2006 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\nHotel and hospitality 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.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>e.This agreement is made by the parties in good faith to establish and\nregulate the general Industrial Relations between the Employer\u002FManagement and\nthe employees setting out the minimum standards as terms and conditions of\nemployment with the company.\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE IT IS HEREBY MUTUALLY AGREED AS FOLLOWS:\u003C\u002Fp>\n\n\u003Cp>Notwithstanding any other definition or meaning of the dictions herein, the\nkey words in this CBA as here below described shall stand for the meaning as\nindicated hereto for the purpose of interpretation of this agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L107\">Section 2.Definitions\u003C\u002Fh3>\n\n\u003Cp>a)In this Agreement, “CBA” means Collective Bargaining Agreement with\ndirect reference to this very Agreement.\u003C\u002Fp>\n\n\u003Cp>b)Employee shall mean any person who is hired to offer labour for a\nrenumeration\u002Fsalary\u003C\u002Fp>\n\n\u003Cp>c)‘’Disciplinary Committee’’ Means that Committee composed of\u003C\u002Fp>\n\n\u003Cp>both management and Union representatives that is responsible for\ndischarging and dispensing off disciplinary cases concerning employees.\u003C\u002Fp>\n\n\u003Cp>d)‘’Gender Based Violence’’ (GBV) Refers to physical, sexual,\neconomic or psychological violations which are subjected to individuals or\ngroups of persons based on social expectations of men\u002Fboys and women\u002Fgirls.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>e)Sexual harassment is unwanted, unwelcome and unasked-for behaviour 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>\u003C\u002Fdiv>\n\n\u003Cp>f)‘’Bargaining Unit’’ this means the categories of employees that\nfall within the unionisable grades and including migrant workers as opposed to\nthose identified under management herein.\u003C\u002Fp>\n\n\u003Cp>g)Insubordination at workplace: (Minor and or Gross) Shall mean an\nemployee’s intentional refusal to obey lawful and reasonable orders from\nhis\u002Fher superior at workplace whose determination shall be subjective depending\non the situation and determined by the Disciplinary Committee.\u003C\u002Fp>\n\n\u003Cp>h)Repatriation Allowance\u002Ffee: Shall mean the allowance or fee paid to the\nemployee who is recruited 100 kilometres or more from where he is deployed to\nwork or to one who has worked with the same employer for ten years and upon the\ndeath of an employee\u003C\u002Fp>\n\n\u003Cp>i)Abscondment: Shall mean a situation where an employee does not report to\nwork for consecutive number of days without proper authorization and\ninformation.\u003C\u002Fp>\n\n\u003Cp>j)Industrial Accident: shall mean, any accident that an employee meets one\nhour before the time of reporting on duty but while travelling to the place of\nwork; the time the employee is on duty and one hour after signing off from duty\nbut while travelling to his\u002F her home.\u003C\u002Fp>\n\n\u003Cp>k)Industrial Disease: shall mean an ailment an employee suffers as a result\nof performing his\u002Fher duties assigned to him\u002Fher by the company.\u003C\u002Fp>\n\n\u003Cp>l)‘’Resignation’’ When an employee officially and procedurally stops\nor terminates his\u002Fher contract at his\u002Fher discretion\u002Fdecision\u003C\u002Fp>\n\n\u003Cp>m)“Lay off” means the temporary or permanent cessation of employees’\nservice in circumstances where the Company decides that the circumstances\nrequire a temporary reduction of personnel or hours of work.\u003C\u002Fp>\n\n\u003Cp>n)“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>o)“Management” shall refer to the Managing Director\u002FDirectors,\u003C\u002Fp>\n\n\u003Cp>General Manager, Finance controller, Expartriates in top management\npositions and Human Resource Manage.\u003C\u002Fp>\n\n\u003Cp>p)‘’Severance Pay’’ This refers to payment to an employee under the\nsituation where the employer for his\u002Fher own reasons terminates the services of\nan employee who is still willing to continue in employment and has not\ncommitted an offence under the circumstances.\u003C\u002Fp>\n\n\u003Cp>q)‘’Termination’’ This refers to the situation where either the\nemployer\u002F manager or the employee stops the employment appointment\u002F\ncontract.\u003C\u002Fp>\n\n\u003Cp>r)“Shop Steward(s)” means a member of the Union elected by other members\nto represent them in dealings with the Company and “Chief Shop Steward”\nshall mean the head of Shop Stewards.\u003C\u002Fp>\n\n\u003Cp>s)‘’Retirement’’ in this agreement shall mean an employee who ceases\nto work with the company on the following grounds;\u003C\u002Fp>\n\n\u003Cp>> Old age of 55 (fifty five); Medical unfitness; Voluntary at 50 (fifty)\nyears of age, after working for more than 10 years; Voluntary after working for\nmore than 15 years\u003C\u002Fp>\n\n\u003Ch3 id=\"L153\">Section 3.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=\"L159\">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 the Company herein, the parties\nhereto also do appreciate the importance and the need for development of both\nparties and to this end hereby do agree to work harmoniously and strategically\nto achieve this goal.\u003C\u002Fp>\n\n\u003Cp>b)The Company and the Union do hereby agree to negotiate and operate a\nholistic Collective Bargaining Agreement (CBA) between the parties to cover all\nunionisable employees of the Company in whichever operational location or\nbusiness entity they may be deployed to offer labour.\u003C\u002Fp>\n\n\u003Cp>c)The parties herein also agree that in cases of any matters affecting or\nrelating to a particular business entity as party to this agreement it shall be\ndealt with between the Union and that particular entity separately.\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\u003C\u002Fp>\n\n\u003Cp>Terms and Conditions of Service as provided in the Labour Laws relating to\nrights, privileges and obligations by both employees and the company\u002Fmanagement\nthat include inter alia, probation, appointments\u002Fcontracts of employees, hours\nof work, medical treatment, sick pay, all forms of leave, accidents at work,\nOSH issues, disciplinary procedures and sanctions, dispute resolution\u003C\u002Fp>\n\n\u003Ch3 id=\"L171\">Section 5.Information:\u003C\u002Fh3>\n\n\u003Cp>a)The Company recognizes that it is of mutual benefit for its Employees to\nbe represented by a properly constituted labour Union, it is therefore hereby\nagreed that all new employees will be informed of this CBA by either party when\ntheir employment commences and will be urged to join and remain fully paid up\nmembers of the Union.\u003C\u002Fp>\n\n\u003Cp>b)This CBA will govern the relationship of such new employees with the\nCompany if such employees accept to become members of the Union\u003C\u002Fp>\n\n\u003Cp>Section 6.Existing privileges:\u003C\u002Fp>\n\n\u003Cp>Save as otherwise provided herein, Employee already in service shall not\nreceive remuneration or privilege, less favorable than his\u002F her current\nremuneration of service after the signing\u002Fcoming into force of this\nagreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch3 id=\"L181\">Section 7.Probation:\u003C\u002Fh3>\n\n\u003Cp>a)New Employees shall be engaged for a probationary period of three months.\nThe Probationary period may be extended in special circumstances for a period\nnot longer than three months with the agreement of the Employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b)In such circumstances the Union may be advised of the extension and may\nhave the right to intervine where it considers that the probationary period has\nbeen unfairly extended.\u003C\u002Fp>\n\n\u003Ch3 id=\"L187\">Section 8.Migrant workers’ rights\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto also 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 employees\u002Funion\nmembers.\u003C\u002Fp>\n\n\u003Cp>b)It is also hereby agreed that all migrant workers who are not top managers\nwill have the liberty to be members of the union for purposes of\nrepresentation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Ch3 id=\"L193\">Section 9.Seasonal\u002Fcasual employees:\u003C\u002Fh3>\n\n\u003Cp>a)The Company may engage seasonal employees or casual employees in\naccordance with the law in force.\u003C\u002Fp>\n\n\u003Cp>b)Casual or seasonal employees shall have the right to a written or\u003C\u002Fp>\n\n\u003Cp>oral short term contract offerered by the employer and the right to\nrepresentation by the union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L201\">Section 10.Effective date and term of the Agreement:\u003C\u002Fh3>\n\n\u003Cp>a)Notwithstanding the date of execution, this agreement shall be deemed to\nbe effective from the 1st Day of March, 2025 for a period of two (2) years and\nshall continue in force until otherwise amended by the parties except for PART\nFive that may be reviewed annually.\u003C\u002Fp>\n\n\u003Cp>b)Thirty (30) days to the expiry of this agreement, the Union shall forward\na written notice setting forth the nature of any proposed amendments to this\nagreement and other related matters hereof to the Company in respect of the\nperiod starting after the expiry of this agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L207\">Section.11. Pandemic or Epidemic or Calamity Situation\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 responsive\nmeasure\u003C\u002Fp>\n\n\u003Ch3 id=\"L213\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L213\">Section 12.Principles for Salaries\u002FWages Review\u003C\u002Fh3>\n\n\u003Cp>The Company & the Union agree that when determining the wages\u002F salaries\nof the Employees, 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>c)The economic and social objectives of the Company and the community.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>d)Equal work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L225\">Section 13.Union Dues Check-Off and Remittances\u003C\u002Fh3>\n\n\u003Cp>a)An Employee recruited to occupy a position in any of the unionisable\ngrades may join the Union in accordance with the Labour Unions Act, Cap 228 and\nthe Labour Unions (Check Off) Regulations, 2011.\u003C\u002Fp>\n\n\u003Cp>b)Union dues as a statutory deduction, shall be made against the same\nprinciple for National Social Security Fund.\u003C\u002Fp>\n\n\u003Cp>c)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>d)It shall be the responsibility of the Union to inform employees of the\nCompany of the two available options either to join the Union and be subjected\nto a subscription of 2% of their wages as Union Dues; or, opt not to join. The\nUnion shall also notify the employees that if they opt not to join, they would\nbe required to pay 1% of their wages to the Union if such employees benefit\nfrom negotiations of the Union with the Company.\u003C\u002Fp>\n\n\u003Cp>e)New Employees will be subjected to this levy as and when they start to\nbenefit from this CBA.\u003C\u002Fp>\n\n\u003Cp>f)Any gratuity payable or paid to any Employee(s) who retire (for reasons\nother than death) will be subjected to a 2% Union dues.\u003C\u002Fp>\n\n\u003Ch3 id=\"L239\">Section 14.Job Vacancy and Promotions\u003C\u002Fh3>\n\n\u003Cp>a)The Management shall give top priority to the existing qualified or\nqualifiable indiginuous Employees for any post that may fall vacant. No\nEmployee shall be subjected to probationary period on promotion.\u003C\u002Fp>\n\n\u003Cp>b)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 a\nfixed term contracts.\u003C\u002Fp>\n\n\u003Cp>c)An Employee who attains 10 years of continuous service without having been\npromoted during the period under review, will on top of the awards given to\nsuch Employees, have his\u002Fher job position or grade reviewed befittingly at the\ndiscretion of Management.\u003C\u002Fp>\n\n\u003Ch2 id=\"L249\">PART TWO RIGHTS:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L251\">Section 15.Protection of female employees\u003C\u002Fh3>\n\n\u003Cp>a)A pregnant woman whose pregnancy is above 6 (six) months shall be exempted\nfrom night duty thus 11:00pm to 7am unless in case of emergency\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\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 at the discreation of Mnagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>c)Management shall design favorable duty roster for breast feeding mothers\nso as to allow them easy access to their babies for feeding purposes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtxt\">\u003Cp>d)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>\u003C\u002Fdiv>\n\n\u003Cp>e)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.\u003C\u002Fp>\n\n\u003Ch3 id=\"L263\">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 the\nones to search female employees and the vicevasa should be applied with the\nmales.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3 id=\"L269\">Section 17. Hours of Work\u003C\u002Fh3>\n\n\u003Cp>a)The normal working hours per week will be 48 (forty eight) hours for all\nEmployees of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)In the event that there is need for the Company to regulate daily or\nweekly hours of work in order to suit peculiar work requirements, such\nschedules shall first be discussed between the Company and Employee. The Union\nmay be invited for such discussions should the Company and Employee fail to\nagree. In any case, no Employee(s) shall be asked by the Company to report to\nwork on a broken\u002Fsplit shift of more than once a day.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L277\">Section 18. OVERTIME\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>a)All hours worked in excess of the agreed daily normal hours of work as per\nPART TWO; Section 17. of this agreement will be deemed to be overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>b)Any overtime worked on gazetted public holidays shall be calculated at 2\n(two) times the gross hourly rate.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>c)Any overtime worked on rest days shall be calculated at 2 (two) times the\ngross hourly rate or time off in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d)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>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L287\">Section 19. Payment of Salaries\u002FWages principles\u003C\u002Fh3>\n\n\u003Cp>a)Salaries \u002Fwages will be paid either by Cheque, bank transfer or cash.\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 transfer of salaries\u002Fwages payment to the\nworkers personal accounts shall be met by the Company provided their accounts\nare in the banks agreeable and notified to the Company as aforesaid. In case\nthe employee insists on a particular Bank not favourable to the Company terms\nas shall be notified to the employees, then the employee shall meet the\ntransfer charges\u003C\u002Fp>\n\n\u003Cp>d)Salaries shall be paid by the last day of the month or in the worst case\nby the 7th day of the subsequent month; any such delays shall be communicated\nto the staff by a Memo.\u003C\u002Fp>\n\n\u003Cp>e)It is also clarified by the parties thereto that the company shall pay\nconsolidated Salaries covering one month’s trading period of 30 days.\u003C\u002Fp>\n\n\u003Ch3 id=\"L299\">Section 20. Public Holidays\u003C\u002Fh3>\n\n\u003Cp>a)All Uganda gazetted public holidays and other recognized holidays shall be\nrecognized by the Company and Employees and shall receive overtime pay in\naccordance with Sec14 herein for any overtime 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 for\nthe public holidays he\u002Fshe worked. No Employee shall refuse the request of the\nmanagement to work on a public holiday or other holidays.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3 id=\"L305\">Section 21. Occupational Health, Safety and Uniforms\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The Company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthful and safe working conditions and shall\ncomply with Occupational Safety and Health Act 2006.\u003C\u002Fp>\n\n\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\u003Cp>b)The Company shall insure all its Employees for purposes of ensuring safety\nand healthy for the Employees as well as avoiding fines and penalties in cases\nof industrial accidents.\u003C\u002Fp>\n\n\u003Cp>c)The compant shall observe and respect the Workmans Conmpensatoin Act, 2000\non matters of industrial accidents\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L315\">Section 22. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L315\">Gender Based Violence, Sexual Harassment &\nHIV\u002FAIDS Policy\u003C\u002Fh3>\n\n\u003Cp>a)That the Company and the Union do agree that they both shall promote\nefforts to control and or eliminate Gender Based Violence (GBV) at workplace\nthrough awareness raising on the same and putting in place mechanisms to deal\nwith GBV and its effects.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\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\u003Ch3 id=\"L321\">Section 23. Discipline (Warnings and Dismissals)\u003C\u002Fh3>\n\n\u003Cp>a)It is the intention of the Company and the Union that disciplinary action\nshall have the goal of correcting or improving performance and conduct of an\nEmployee;\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)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)The Company shall ensure that all disciplinary actions are carried out in\na fair and just manner and in accordance with this CBA and the law.\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>Level One: First sitting Chaired by the HR Manager or General Manager\u003C\u002Fp>\n\n\u003Cp>Level Two: Appeal Hearing chaired by a Director\u003C\u002Fp>\n\n\u003Cp>Level Three: Conciliation and or Arbitration Chaired by a Government\nofficial agreeable to by the parties to the grievance\u002F complaint in question\u003C\u002Fp>\n\n\u003Cp>Level Four: Industrial Court and or action by either part in accordance with\nthe law.\u003C\u002Fp>\n\n\u003Ch3 id=\"L341\">Section 24. Disciplinary Committee composition\u003C\u002Fh3>\n\n\u003Cp>a)The parties to this Agreement do hereby agree that the Disciplinary\nCommittee(DC) shall comprise of atleast 7 persons, 5 of whom shall be\nrepresentatives of the Company and 2 representatives of the Union.\u003C\u002Fp>\n\n\u003Cp>b)The Disciplinary Hearings (DH) at level one shall be conducted by the\nDisciplinary Committee (DC) under the chairmanship of the Human Resource\nManager or the General manager and this committee shall handle minner\noffences.\u003C\u002Fp>\n\n\u003Cp>c)The Disciplinary Hearings (DH) at level two shall be conducted by the\nDisciplinary Committee (DC) under the chairmanship of a Director of the Company\nand this committee shall handle serious, Grave and offences under appeal.\u003C\u002Fp>\n\n\u003Cp>d)The person\u002Fofficer initiating an offence\u002Fgrievance\u002Fcomplaint or the one\nwho has investigated the matter for DH thereto, shall not chair the DC\nthereof.\u003C\u002Fp>\n\n\u003Cp>e)The suspect appearing before the DC shall reserve the liberty to come\nalong with his\u002Fher Union representative.\u003C\u002Fp>\n\n\u003Cp>f)The Management shall also reserve the liberty to have another officer to\nwitness and or represent the interests of the company during the DH.\u003C\u002Fp>\n\n\u003Cp>g)Decisions of the DC shall be binding and applicable to the parties thereto\nand the employee in effect unless otherwise appealed against.\u003C\u002Fp>\n\n\u003Ch3 id=\"L357\">Section 25. DisciplinaryProcedure\u003C\u002Fh3>\n\n\u003Cp>The following are the disciplinary procedures for offences involving\nmisconduct which do not to warrant dismissal:\u003C\u002Fp>\n\n\u003Cp>a)Informal\u002FVerbal Warning: A breach of rules or failure to meet or maintain\nstandards. This will result in an informal\u002Fcaution warning by the relevant\nrepresentative of the Company. Such warning shall be recorded and the above\nmentioned representative and the employee or worker may examine and propose\nadequate and appropriate ways to remedy the breach, neglect, failure or\nshortcoming of the employee.\u003C\u002Fp>\n\n\u003Cp>b)First Written Warning: Where an Employee commits an identical or similar\noffence or more serious breach of Company policy, manual, rules and\u002For\nprocedure, including offences listed in (e) below, the Employee’s HoD or\nrepresentative of the Company may notify the relevant head of department or\nmanagement of the particulars of offence, misconduct and\u002For misbehavior of the\nEmployee. The HoD or his relevant representative of the Company shall\ninvestigate the matter and if the Employee’s explanation is found to be\nunsatisfactory, he\u002Fshe shall issue the Employee with a first warning letter,\ncopies of which shall be placed on the Employee’s personal file. The Employee\nwill be required to acknowledge receipt of the warning.\u003C\u002Fp>\n\n\u003Cp>c)Second Written Warning: Where the same Employee commits an identical or\nsimilar breach of the Company policy, manual, rules and\u002For procedure within six\nmonths following the warning letter in (b) above, the Head of Department shall\nissue a second warning letter, giving copies to the Union and management of the\nCompany and a copy of the same shall be placed on the Employee’s personal\nfile.\u003C\u002Fp>\n\n\u003Cp>d)Final Written Warning: Any further breach of Company policy, manual, rules\nand\u002For procedure by the Employee, and if, despite\u003C\u002Fp>\n\n\u003Cp>the previous warning, the Employee fails to remedy the breach, misconduct\nand\u002For misbehavior, the Human Resource Manager shall issue a final warning\nletter, giving a copy to the Union and management of the Company and a copy of\nthe same shall be placed on the Employee’s personal file.\u003C\u002Fp>\n\n\u003Cp>e)No written warning shall be valid for more than 12 (twelve) months. Such\nwarnings shall be cancelled by the Human Resource Manager after (12) twelve\nmonths from the date of issue unless another warning has been issued before the\nexpiry of the 12 months (extended term) another 12 months period shall start\nand the previous warning shall not be cancelled until the extended term has\nelapsed. No future response shall be made on all “lapsed” warnings.\u003C\u002Fp>\n\n\u003Ch3 id=\"L373\">Section. 26. Offences & breaches in respect of which Written\nWarnings may be issued:\u003C\u002Fh3>\n\n\u003Cp>Written warnings shall be given for the following breaches, misconduct or\noffences:-\u003C\u002Fp>\n\n\u003Cp>a)Absenteeism; Absenteeism refers to the state of not being present that\noccurs when an employee is absent or not present at work during a normally\nscheduled work period. The Absences may be scheduled or unscheduled.\u003C\u002Fp>\n\n\u003Cp>b)Scheduled absences, taken with the approval of the Company, include annual\nleave, public holidays, medical appointments, funerals, and other happenings\nwhich cannot be scheduled outside of regular work hours. No warning may be\nissued in respect of a scheduled absence.\u003C\u002Fp>\n\n\u003Cp>c)Unscheduled absences to be defined as when an employee is absent from duty\nwithout permission or just cause as shall be determined by the disciplinary\ncommittee either from the premises of the employer or any other proper place\nappointed by the employer for performance of such employees’ work).\u003C\u002Fp>\n\n\u003Cp>d)Absence may also be Excusable or inexcusable: Excusable absence(s) is\nwhere the employee notified the management and is\u002Fwas excused in advance of the\nabsence, by the supervisor. No written warning may be issued in respect of an\nexcused absence.\u003C\u002Fp>\n\n\u003Cp>e)Inexcusable absence(s) is where the employee did not report or communicate\nto the supervisor within appropriate time and was not excused in advance for\nsuch events as illness, family emergencies, transportation emergencies, family\nmember illness and\u002For death, and household emergencies such as flooding.\u003C\u002Fp>\n\n\u003Cp>f)Written warnings may be issued in respect of all unexcused absences\nsubject to the decision of the disciplinary Committee depending on each\ncircumstances of the matter in question.\u003C\u002Fp>\n\n\u003Cp>g)Insubordination: Insubordination will include but not be limited to, the\nrefusal to obey some order which a superior is entitled to give\u003C\u002Fp>\n\n\u003Cp>and the employee is required to have obeyed. Insubordination will also\nconstitute both unwillingness to carry out a directive from a manager or\nsupervisor; and disrespectful behavior towards a manager or supervisor as shall\nbe determined by the DC.\u003C\u002Fp>\n\n\u003Cp>h)Neglect of duty\u003C\u002Fp>\n\n\u003Cp>Neglect of duty involves -\u003C\u002Fp>\n\n\u003Cp>Simple neglect of duty; Simple neglect of duty will constitute the failure\nto give proper attention to a task expected from an Employee resulting from\neither carelessness or indifference; and may include, but not be limited to any\nof the following:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">I.being absent from work without reasonable notice\nor permission;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">II.sleeping on the duty for no unjustifiable\ncause;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">III.leaving a duty station or assigned\nresponsibility without permission; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">IV.failing to follow prescribed department or work\nsite policy relevant to job duties and responsibilities.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">II.Any public behavior which has or may have the\neffect of bringing the Company’s reputation into disrepute.\u003C\u002Fp>\n\n\u003Ch3 id=\"L409\">Section 27.Dereliction:\u003C\u002Fh3>\n\n\u003Cp>Dereliction will constitute the conscious or willful neglect of an\nEmployee’s duty and willful misconduct and will include the following\nsituations for which sanctions may be preferred.\u003C\u002Fp>\n\n\u003Cp>a)Giving the vault\u002Fstrong room \u002F car keys to an unauthorized person in order\nto be able to go & do something he\u002Fshe wants to do (prolonged lunch, visit\na friend etc.).\u003C\u002Fp>\n\n\u003Cp>b)Psyclogical and other minor forms of sexual harassment, depending on the\nsituation and magnitude as the DC shall determine from time to time and on a\ncase by case.\u003C\u002Fp>\n\n\u003Cp>c)Psychlogical and other minor forms of Gender Based Violence depending on\nthe situation and magnitude as the DC shall determine from time to time and on\na case by case.\u003C\u002Fp>\n\n\u003Cp>d)Deserting a position or post without an acceptable reason \u002F\nauthorization;\u003C\u002Fp>\n\n\u003Cp>e)Downloading data from an unauthorized website or one that the Employee\nknows or ought to know can cause virus infections or spam related retardation\nof a computer system;\u003C\u002Fp>\n\n\u003Cp>f)Because he\u002Fshe wants to leave, Employee fails to implement essential\nsecurity procedures;\u003C\u002Fp>\n\n\u003Cp>g)Willful neglect leading to loss or damage of the Company interests and\nproperty, revenues and\u002For image;\u003C\u002Fp>\n\n\u003Cp>h)Willfully ignoring guests or clients.\u003C\u002Fp>\n\n\u003Cp>i)Employee consciously fails to switch off any safety device or initiate\nsafety procedures on a machine and as a result someone oblivious to such\naction, gets injured or dies.\u003C\u002Fp>\n\n\u003Cp>j)Reporting to work under the influence of an intoxicant.\u003C\u002Fp>\n\n\u003Cp>k)Incompetence, that is, failure to perform assigned tasks for which the\nEmployee was recruited, in accordance with reasonable service standards or as\ndirected by the Company.\u003C\u002Fp>\n\n\u003Cp>l)Refusal to comply, adhere or execute Company Policies.\u003C\u002Fp>\n\n\u003Cp>m)Rudeness to customers witnessed by a third party.\u003C\u002Fp>\n\n\u003Cp>n)Inciting other Employees to abscond from duty or behave in a manner that\nis contrary to the Company’s directives, interests or policies.\u003C\u002Fp>\n\n\u003Cp>o)In cases of an employee committing the above offences, the company subject\nto the provisions of this CBA and the law through the DC shall consider to\nsanction such an employee with either Final Warning Letter; Suspension without\npay as a sanction; salary deduction; demotion or termination of employment as\nthe DC shall determine.\u003C\u002Fp>\n\n\u003Ch3 id=\"L443\">Section 28.Summary Termination or Dismissal\u003C\u002Fh3>\n\n\u003Cp>Where an Employee is proved to have committed any of the following offences\nhe\u002Fshe will be liable to instant dismissal by the Management of the Company.\u003C\u002Fp>\n\n\u003Cp>a)Theft of company property\u003C\u002Fp>\n\n\u003Cp>b)Fraud or dishonest dealing with company property ;\u003C\u002Fp>\n\n\u003Cp>c)Gross insubordination in the performance of an Employee’s duties.\u003C\u002Fp>\n\n\u003Cp>d)Physical assault or fighting at workplace.\u003C\u002Fp>\n\n\u003Cp>e)Physical sexual harassment; depending on the situation and magnitude as\nthe DC shall determine from time to time and on a case by case.\u003C\u002Fp>\n\n\u003Cp>f)Rape; conducted by any employee against the other.\u003C\u002Fp>\n\n\u003Cp>g)Gender Based Violence depending on the situation and magnitude as the DC\nshall determine from time to time and on a case by case.\u003C\u002Fp>\n\n\u003Cp>h)verifiable intoxication on duty whether of drugs or alcohol;\u003C\u002Fp>\n\n\u003Cp>i)Bringing dangerous weapons onto the Company premises.\u003C\u002Fp>\n\n\u003Cp>j)Proved drug abuse and intoxications while on duty.\u003C\u002Fp>\n\n\u003Cp>k)Willful damage of Company property.\u003C\u002Fp>\n\n\u003Cp>l)Unexcused prolonged absenteeism without proper cause.\u003C\u002Fp>\n\n\u003Cp>m)Divulging confidential Company information.\u003C\u002Fp>\n\n\u003Cp>n)Notwithstanding the foregoing provisions, the Company may in cases\ndeserving of summary dismissal, inflict upon any Employee following\nDisciplinary Hearing any of the following sanctions instead:-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.Recovery of loss.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.Demotion;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii.Reduction of salary ;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iv.Suspension without pay;\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=\"L487\">Section 29. Suspension for investigation\u003C\u002Fh3>\n\n\u003Cp>a)Where it requires Management to make investigations in case of an offence,\nan Employee may be suspended; such suspension shall be in writing by the Human\nResource office and copied to the Chief Shop Steward.\u003C\u002Fp>\n\n\u003Cp>b)Suspension under this Section shall not exceed or 4 (four) weeks. The\nsalary of the Employee on suspension may be reduced by half. If after 4\n(four)weeks the investigations are not complete, the Employee shall be\nreinstated to his\u002Fher duties The reinstatement shall not affect the\ndisciplinary procedures and the Employee may as the case may be subjected to a\nhearing upon conclusion of the investigations.\u003C\u002Fp>\n\n\u003Cp>c)In case the investigations are conducted by the police, the internal\ngrievance handling procedures shall remain to the extent of suspension on\nconditions to be determined by the DC at a meeting as the police report is\nawaited before final process and decision thereof.\u003C\u002Fp>\n\n\u003Cp>Suspension as a sanction:\u003C\u002Fp>\n\n\u003Cp>i.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>ii.This type of suspension will be on half pay or without pay and for a\nperiod not exceeding two weeks.\u003C\u002Fp>\n\n\u003Ch3 id=\"L501\">Section 30. Abscondment from Duty\u003C\u002Fh3>\n\n\u003Cp>a)An employee shall be considered as having absconded from duty after\nabsenting himself or herself from his\u002Fher workplace for 7(Seven) consecutive\ndays without permission from his\u002Fher employers or Supervisor or without a\njustifiable cause or reason.\u003C\u002Fp>\n\n\u003Cp>b)In case the employee considered for abscondment comes back for work, the\ndisciplinary committee will take into account extenuating circumstances if\nreported for him\u002Fher to resume duties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L507\">Section 31. Disciplinary Appeals\u003C\u002Fh3>\n\n\u003Cp>a)Appeal shall be sought with the General Manager or the Managing Director\nand or the General Secretary, where the person against whom a sanction has been\npreferred and he\u002Fshe is not satisfied with the decision of the DC arising from\nthe DH process.\u003C\u002Fp>\n\n\u003Cp>b)Either party herein, the Union or the management may also raise an appeal\nif any of them strongly feels that the decision by the DC in the matter in\nquestion has not been handled satisfactorily.\u003C\u002Fp>\n\n\u003Cp>c)Any aggrieved party may appeal to other authority if he\u002Fshe is still not\nsatisfied with the decision at appeal level as well.\u003C\u002Fp>\n\n\u003Ch2 id=\"L517\">PART FOUR BENEFITS AND ALLOWANCES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch3 id=\"L519\">Section 32. Annual Leave\u003C\u002Fh3>\n\n\u003Cp>Every Employee shall be entitled to annual leave as follows:-\u003C\u002Fp>\n\n\u003Cp>a)An Employee who has completed 12 months of unbroken service shall be\nentitled to 21(twenty one) working days of rest days of annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b)This annual leave may be taken once or in two parts depending on the\nbusiness schedule as shall be determined by the management.\u003C\u002Fp>\n\n\u003Cp>c)Leave without pay may be granted upon mutual agreement between the\nEmployee and the Company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>d)An employee of the company proceeding on annual leave, shall be entitled\nto a leave transport allowance of UGX. 20,000 (twenty thousand shillings) .\u003C\u002Fp>\n\n\u003Cp>e)Wages and any allowances for leave will be paid prior to the date the\nleave commences.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Ch3 id=\"L533\">Section 33. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Ch3 id=\"L533\">Sick Leave\u003C\u002Fh3>\n\n\u003Cp>An Employee who has been in writing or orally appointed or contracted by the\ncompany who becomes unable to attend duty because of prolonged illness, shall\nbe granted sick leave under the following conditions:-\u003C\u002Fp>\n\n\u003Cp>a)The Employee shall receive full pay for the first 2 (Two) months of\nillness.\u003C\u002Fp>\n\n\u003Cp>b)The Employee shall receive half pay for a further 1 (one) month.\u003C\u002Fp>\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. However, should the Employee recover and be fit to work again, the\nCompany may, at its discretion, consider reinstating such Employee.\u003C\u002Fp>\n\n\u003Cp>d)An Employee on sick leave shall continue to enjoy his\u002Fher seniority in\nregard to service seniority and accumulation of annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L545\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L545\">Section 34. Industrial Accidents\u003C\u002Fh3>\n\n\u003Cp>a)In case of absence from duty as a result of an industrial accident (that\ndoes not result into permanent total or permanent partial incapacity) at the\nwork place, full salary\u002Fwages will be paid until person returns to work in\naccordance to the Workman’s Compensation Act Cap, 225 and or as may be\namended.\u003C\u002Fp>\n\n\u003Cp>b)Where an accident during the course of employment occurs to an Employee\nresulting into 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 225 all provisions of the Act shall apply,\nincluding provisions of the Third Schedule which covers industrial diseases.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L553\">Section 35. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3 id=\"L553\">Maternity\u002FPaternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>a)A female Employee shall as a consequence of pregnancy, be entitled to 60\n(sixty) working days maternity leave on full pay in accordance with the law.\nThis leave may be extended at the Company’s discretion.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b)A male Employee shall, immediately after the delivery or miscarriage of\nhis declared wife, be granted (4) four working days of paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c)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.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L561\">Section 36.Compassionate Leave\u003C\u002Fh3>\n\n\u003Cp>a)In special circumstances and upon application in writing, an Employee may\nbe granted compassionate leave for a period agreed upon between the Employee\nand the Management of the Company depending on the circumstances of each\ncase.\u003C\u002Fp>\n\n\u003Cp>b)In the event of loss of a relative, the Employee may be granted\ncompassionate paid leave in the following manner:-\u003C\u002Fp>\n\n\u003Cp>c)All Employees irrespective of where their familes live, shall be entitled\nto 4 (four) days compassionate leave with full pay.\u003C\u002Fp>\n\n\u003Cp>d)An Employee who intends to take compassionate leave must follow the\nCompany’s leave application procedure. In this Article, a close relative\nshall mean the Employee’s recognized spouse (husband or wife), child, father,\nmother, sister and brother from a nuclear family. In other circumstances, the\nEmployee may at the Company’s discretion, be allowed to proceed on an unpaid\ncompassionate leave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L571\">Section 37. Leave for Union Activities\u003C\u002Fh3>\n\n\u003Cp>The Company and the Union realize the need for a strong Union with well\ntrained Union officials\u002Fmembers responsible for executing the affairs of the\nUnion in the interest of both parties hereto and to the nation as a whole and\ntherefore agree that the following leave with pay will be granted by the\nCompany to the Union officials or any of the Employees (Union members) of the\nCompany:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>a)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>b)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\u003C\u002Fp>\n\n\u003Cp>work during the requested period, in deciding whether to grant or refuse an\napplication for leave.\u003C\u002Fp>\n\n\u003Cp>c)The Union representative shall be granted leave of absence to attend Union\nactivities, meetings\u002Fworkshops at the permission of management in consideration\nof operational requirements of the company. Such leave shall not be\nunreasonably withheld and will be paid up to a maximum of 14 (fourteen) days\nper annum. The Union will give the employer at least seven days’ notice for\nsuch leave but in case of an emergency meeting, a notice of twenty 24 hours\nshall suffice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)) Any Employee(s) granted leave under this Section shall not accept\nemployment elsewhere during such period.\u003C\u002Fp>\n\n\u003Ch3 id=\"L585\">Section 38. Study Leave\u003C\u002Fh3>\n\n\u003Cp>a)An employee, who requests for study leave may, at the discretion of the\nmanagement of the Company, is granted such paid or unpaid study leave.\u003C\u002Fp>\n\n\u003Cp>b)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\u003Ch3 id=\"L591\">Section 39. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3 id=\"L591\">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.\u003C\u002Fp>\n\n\u003Cp>a)That in the case of death of an employee, the Company shall contribute a\nminimum of UGX. 1,300,000 (One million and three hundred thousand shilling)\ntowards the burial arrangement and pay all the deceased’s dues to the\nexecutor of the deceased’s Estates (Next of Kin)\u002For Administrator General.\nSuch dues shall include outstanding salary\u002Fpay, leave days, overtime worked,\npublic holidays worked and death gratulty .\u003C\u002Fp>\n\n\u003Cp>b)That in case of death of the employee’s registered spouse, UGX. 300,000\n(Three hundred Thousand shillings only) shall be paid to the employee for\nburial expenses.\u003C\u002Fp>\n\n\u003Cp>d)That in case of death of the employee’s registered child regardless of\nage, UGX. 300,000 (Three hundred Thousand shillings only) shall be given to the\nemployee for burial expenses.\u003C\u002Fp>\n\n\u003Cp>e)That in case of death of the employee’s registered Bilogical parents,\nUGX. 300,000 (Three hundred Thousand shillings only) shall be given to the\nemployee for burial expenses.\u003C\u002Fp>\n\n\u003Cp>f)That the Management shall facilitate at least two employees to represent\nManagement at the burial of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L605\">Section 40. Repatriation Allowance\u002FFees\u003C\u002Fh3>\n\n\u003Cp>a) Pursuant to 2006 Section 39 of the Employment Act 2006, it is agreed by\nthe paties hereto that an employee upon leaving\u003C\u002Fp>\n\n\u003Cp>employment and who is eligible for repatriation as in accordance with the\nEmployment Act, 2006; i.e. upon, one appointed more than 100 km from where one\nis deployed to work and one who has served the company for more than Ten\nYears,shall be paid repatriation allowance of UGX. 400,000 ( Four hundred\nthousand Shillings).\u003C\u002Fp>\n\n\u003Ch3 id=\"L611\">Section 41.Cessation of Employment\u003C\u002Fh3>\n\n\u003Cp>Any staff member shall cease to be an Employee of the Company by virtue of\nthe 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 a 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>Where the Company has ceased or intends to cease to carry on the business\nfor the purposes of which the Employee was employed; or to carry on that\nbusiness in the place where the Employee was so employed; or\u003C\u002Fp>\n\n\u003Cp>e)the fact that the requirements of that business for Employees to carry out\nwork of a particular kind, or for Employees to carry out work of a particular\nkind in the place where the Employee was employed by the Company, have ceased\nor diminished or are expected to cease or diminish.\u003C\u002Fp>\n\n\u003Cp>f)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 Voluntarily at 50 (fifty) years of age and\nafter working for 10 years;\u003C\u002Fp>\n\n\u003Cp>g)Severance Pay’’ This refers to payment to an employee under the\nsituation where the employer for his\u002Fher own reasons terminates the services of\nan employee who is still willing to continue in employment and has not\ncommitted an offence under the circumstances.\u003C\u002Fp>\n\n\u003Ch3 id=\"L637\">Section 42.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 style=\"margin-left:2em\">- During probation7 days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">- After probation but less than one year 14 Days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">- After six months and up to 5 years service 1(one)\nmonth\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">- Over 5 years to 10 years2(two) months\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">- Ten years and above3(three) month\u003C\u002Fp>\n\n\u003Cp>iii.During the period of notice the Employee shall as far as it is\npracticable be entitled to reasonable amount of time off without loss of pay in\norder to look for alternative employment.\u003C\u002Fp>\n\n\u003Cp>iv.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>v.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>b)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. 43. on Retirement ,,, benefits herein\nbelow.\u003C\u002Fp>\n\n\u003Ch3 id=\"L665\">Section 43. Termination; Retirement; Lay-off; Redundancy;\nSeverance Benefits\u003C\u002Fh3>\n\n\u003Cp>a)Termination Notice\u003C\u002Fp>\n\n\u003Cp>i.Termination Notice shall be given or paid to a qualifying employee or\nemployer as follows: During probation7(Seven) days\u003C\u002Fp>\n\n\u003Cp>Afer probation to one Year14 (Fourteen) days\u003C\u002Fp>\n\n\u003Cp>After six months and up to 5years service 1(one) month Over 5 years to 10\nyears2(two) months\u003C\u002Fp>\n\n\u003Cp>Ten years and above3(three) months\u003C\u002Fp>\n\n\u003Cp>ii.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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>b)Retirement; Lay-off; Redundancy; Termination and Severance Benefits i. The\nparties to this agreement hereby agree that for any employee who qualifies for\nany of the above categories herein (Sec.43 ) above shall be paid benefits in\naccordance to the matrix here below times the number of years the employee has\nserved the company.\u003C\u002Fp>\n\n\u003Cp>11.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 current pay.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Old age 55 years\u003C\u002Ftd>\n      \u003Ctd>Voluntary Retirement\u003C\u002Ftd>\n      \u003Ctd>Medical unfitness\u003C\u002Ftd>\n      \u003Ctd>Layoff\u002F Redundancy \u002F severance\u003C\u002Ftd>\n      \u003Ctd>Death\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6%\u003C\u002Ftd>\n      \u003Ctd>6%\u003C\u002Ftd>\n      \u003Ctd>6%\u003C\u002Ftd>\n      \u003Ctd>6%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\n      \u003Ctd>7%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3 id=\"L689\">Section. 44. Re-engagement after Retirement\u003C\u002Fh3>\n\n\u003Cp>Re-engagement of retired staff Employees on permanent or contractual basis\nif required shall only be done at the discretion of management.\u003C\u002Fp>\n\n\u003Ch3 id=\"L693\">Section. 45. Long Service Awards\u003C\u002Fh3>\n\n\u003Cp>a)An Employee who has served the Company for 5 (five) years continuously\nshall be awarded an official company certificate of recognition of one’s long\nservice with the company and a gift voucher worth UGX.55,000 ( Fifty five\nthousand shilling)\u003C\u002Fp>\n\n\u003Cp>b)An Employee who has served the Company for 10 (ten) years continuously\nshall be awarded an official company certificate of recognition of one’s long\nservice with the company and a gift voucher worth UGX. 150,000 (One hundred\nfifty and fifty thousand shillings)\u003C\u002Fp>\n\n\u003Cp>c)An Employee who has served the Company for 15 (fiften) years continuously\nshall be awarded an official company certificate of recognition of one’s long\nservice with the company and a gift voucher worth a minimum UGX. 250,000 (Two\nhundred and fifty thousand shillings)\u003C\u002Fp>\n\n\u003Cp>d)An Employee who has served the Company for 20 (twenty) years continuously\nshall be awarded an official company certificate of recognition of one’s long\nservice with the company and a gift voucher worth a minimum of UGX. 450,000\n(Four hundred and fifity thousand shillings )\u003C\u002Fp>\n\n\u003Cp>e)An Employee who has served the Company for 25 (twenty five) years and\nabove continuously shall be awarded an official company certificate of\nrecognition of one’s long service with the company and a gift voucher worth a\nminimum UGX. 600,000 (six hundred thousand shillings)\u003C\u002Fp>\n\n\u003Ch3 id=\"L705\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3 id=\"L705\">Section. 46. Staff Meals\u003C\u002Fh3>\n\n\u003Cp>The Company shall provide descent meals and safe drinking water to all its\nEmployees whilst on duty.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L709\">Section. 47. Traveling on Duty\u003C\u002Fh3>\n\n\u003Cp>Management shall meet all expenses of Employee while traveling on duty.\u003C\u002Fp>\n\n\u003Ch3 id=\"L713\">Section. 48. Out of Station Allowance\u003C\u002Fh3>\n\n\u003Cp>a)Out of station subsistence allowance shall be paid to an employee when\nhe\u002Fshe is required to carry out official duties 40 (Forty) vs 65 Km and beyond,\naway from his\u002Fher work station in the following manner:-\u003C\u002Fp>\n\n\u003Cp>b)It shall be the responsibility of the company to facilitate the employees\nwho are required to work in terms of transport, accommodation, meals and pay\u002F\ncompenset for the overtime worke.\u003C\u002Fp>\n\n\u003Cp>c)In instances where the employes has not facilitated in (b) herein above,\nhe\u002Fshe shall paid cash as here below.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">I.Ugx. 20,000 per day\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">II.Ugx. 50,000 per night\u003C\u002Fp>\n\n\u003Ch3 id=\"L725\">Section. 49. Late Night Transport\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall provide physical transport or an allowance back home to\nemployees whose shift ends after 11:00pm in the night and in cases of any\ndifficutly with a particular employee in this aspect shall be considered\nadministratively.\u003C\u002Fp>\n\n\u003Ch3 id=\"L729\">Section. 50. 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 Cap, 230 and the Workman’s\nCompensation Act, Cap 231.\u003C\u002Fp>\n\n\u003Cp>b)The parties to this agreement hereby agree that the company shall deploy a\nprofessional medical practitioner on call and adequately equip and operate a\nFirst Aid Box\u002FKit to offer treatment to the staff of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">c)The company shall provide medical treatment to its entire employees. Each\nemployee is entitled to a medical cover worth, UGX 300,000 (Three Hundred\nThousand Shillings) per Month with Kibuli Hospital,IUIU which shall be paid\ndirectly to the Hospital Account in case staff falls sick and is treated.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)The annexed medical policy marked Appendix “A” shall be followed to\naccess the facilities.\u003C\u002Fp>\n\n\u003Ch3 id=\"L739\">Section 51. Acting Allowance\u003C\u002Fh3>\n\n\u003Cp>a)It is agreed that where an Employee is required to act in a position of\nhigher grade over and above his\u002Fher position for a period in\u003C\u002Fp>\n\n\u003Cp>excess of 28 (twenty eight) days, the Employee shall in addition be paid 20%\nof his\u002Fher gross salary.\u003C\u002Fp>\n\n\u003Cp>b)This requirement shall be made in writing by the management.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cp>c)Where an Employee acts in the same position for six months or with an\nextention of another three months other than by normal promotion the Employee\nwill either be confirmed in that position or further extention in acting\ncapacity shall be subject to fresh negotiation between management and the\nconcered employee. Where need be, the employee shall reserve the right to call\non a representative of his\u002Fher choice from either a fellow employee or the\nUnion.\u003C\u002Fp>\n\n\u003Ch3 id=\"L749\">Section. 52. Social Security Fund\u003C\u002Fh3>\n\n\u003Cp>The Company and all Employees shall be required to contribute to the\nNational Social Security Fund (NSSF) in accordance with the law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L753\">Section. 53. Certificate of Service\u003C\u002Fh3>\n\n\u003Cp>When an Employee leaves the Company’s services of his own accord, or\nhis\u002Fher service terminated under the provisions of this agreement, he\u002Fshe shall\nbe issued with a certificate of service. He\u002Fshe will also be issued with a\nrecommendation on request. Certificate of service will include name and address\nof Employee, name of Employee, dates of commencement and termination of service\nand type of work performed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L757\">Section. 54. Incentive Bonus\u002FCelebration Day.\u003C\u002Fh3>\n\n\u003Cp>a)The Company shall provide an annual bonus\u002Fincentive at its discretion\ndepending on the achievements of the Company’s goal and objectives as shall\nbe communicated to the staff at the beginning of each calendar year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>b)The Company will provide a Christmas, IDI Mubarak IDI Adhuha, or Easter\nhamper in the form of a gift voucher worth UGX 25,000 or hamper which should be\ncommensurate to the performance of the Company during the year as an\nappreciation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)The Company shall put in place an incentive scheme that will be tagged to\nperformance, scores of an open appraisal, GEI (Guest Experience Index) and\nother such measurements of departments, sections, and individual Employees.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1201\">PART FIVE SALARIES: RENUMERATION\u003C\u002Fh2>\n\n\u003Ch3 id=\"L769\">Section.55. Service Charge\u003C\u002Fh3>\n\n\u003Cp>The company shall levy Service Charge on all its services e.g\nlaudry,accommodation,conference, food, beverages, recreation, banquets,etc of\nwhich UGX 75,000 (Seventy five thousand shillings) shall be paid to all staff\neach calendar month\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3 id=\"L773\">Section.56. SALARY REVIEW\u003C\u002Fh3>\n\n\u003Cp>The parties agree that for the bargaining period of 2025\u002F28;\u003C\u002Fp>\n\n\u003Cp>1.Minimum Salary under this agreement:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.The parties to this agreement do hereby agree\nthat the minimum salary to the lowest paid salary employee of the Company shall\nwith effect from 1st March 2025 be adjusted to UGX. 350,000 (Three hundred and\nfifity thousand shilling)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.It is also agreed that no employee joining HOTEL\nAFRICANA LTD service with effect 1st March 2025, shall be paid a wage less than\nthe minimum provided for in clause (i) above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>2.Considering the current economic situations that has effects and\nimplications on both the employer and the employees, the parties hereto agreed\nthat a general increase of salaries for; HOTEL AFRICANA LTD shall be considered\nby Management before the end of this year 2025 using the principle of\ndecreasing the gap between the lowest paid and highest paid employees. This\nprocess shall be done in consultation with the Union and thereafter\ncommunicated to the staff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.The parties to this agreement further agreed hereto, that this CBA shall\nbe effective from the 1st February 2025 for all categories of staff for two\nyears and shall continue in force until otherwise amended by the parties\nthereto\u003C\u002Fp>\n\n\u003Ch3 id=\"L787\">Section. 57. Dispute Resolution\u003C\u002Fh3>\n\n\u003Cp>a)The parties shall endeavour to settle amicably any dispute or controversy\nbetween them arising out of this Pledge or in connection therewith. To this\nend, at the initiative of any party, the parties shall meet promptly to discuss\nthe dispute and, if requested by the initiating party in writing, the other\nparty shall reply in writing to any submission made by the initiating party\nconcerning the dispute or controversy.\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=\"L793\">Section 58.Severability\u003C\u002Fh3>\n\n\u003Cp>If any clause in this CBA addendum is found to be unenforceable for any\nreason, that particular provision shall be severed and the rest of the CBA\naddendum provisions shall remain standing and enforceable.\u003C\u002Fp>\n\n\u003Ch3 id=\"L797\">Section 59.Confidentiality\u003C\u002Fh3>\n\n\u003Cp>It is agreed and understood that all communication and information between\nthe parties shall be handed in strict confidentiality by both parties and shall\nnot, at any time whatsoever, be disclosed by either party to a third party or\npublished without the prior written consent of the parties hereto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L801\">Section 60.Bi-partite Consultations\u003C\u002Fh3>\n\n\u003Cp>That future engagements on these matters by the parties hereto shall\ncontinue in furtherance of interests of the hotel, its employees and the\nunion.\u003C\u002Fp>\n\n\u003Ch3 id=\"L805\">Section 61. Interpretation.\u003C\u002Fh3>\n\n\u003Cp>Interpretation of this agreement shall remain the duty of the Management and\nthe Union chief negotiators where failure to interpret by the parties hereto,\nthe matter may refer to the registrar of Labour Unions for that purpose.\u003C\u002Fp>\n\n\u003Ch3 id=\"L809\">Section. 62. 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\u003Ch3 id=\"L813\">Section 63. Endorsement\u003C\u002Fh3>\n\n\u003Cp>IN WITNESS WHEREOF, the Parties hereto agree that this CBA is entered into\nand have unto set their respective hands and seals on 1st Day of March 2025 at\nHOTEL AFRICANA LIMITED, Kampala.\u003C\u002Fp>\n\n\u003Cp>Uganda Hotels, Food, Tourism, Supermarkets & Allied Worker’s Union\u003C\u002Fp>\n\n\u003Cp>Plot 477, Ssekabaka Kintu Road, Wakaliga, Lubaga P. O. Box 3799 Kampala\n(U).\u003C\u002Fp>\n\n\u003Cp>Tel: +256 414 272 903, +256 700 107 722\u003C\u002Fp>\n\n\u003Cp>E-mail: info@hts-union.org Website: www.hts-union.org YouTube:\n@htsunionuganda\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"SOCSEC_trigger":44,"contracttrial":48,"contracttrialperiod":52,"contractseverancepay":54,"contractseverancepay1":58,"maxsicknesspay":60,"maxsicknesspayperc":64,"maxsicknesspaytype":67,"disabilitypay":71,"healthinsurance":75,"healthandsafetypolicy":79,"protectiveclothing":83,"funeralpay":87,"WORKFAM_trigger":91,"paidmaternityleave":95,"paidmaternityleaveall":98,"paidmaternityleavepayperc":102,"maternityexcludedtxt":104,"timeoff":108,"paidpaternityleave":112,"paidpaternityleaveduration":116,"nursingmothers":118,"GENEQ_trigger":122,"eqpay":126,"gender":130,"discrimination":132,"sexualhar":136,"violence":140,"equalityexcludedtrigger":144,"hourspweek":148,"dayspweek":152,"holidaysdays":156,"holidaysweeks":160,"schedulesrestpw":162,"TRADEUNLEAV_trigger":164,"WAGES_trigger":168,"WAGES_determined":172,"LOWWAGE_trigger":174,"STRUCINCR_trigger":178,"ONCERISE_trigger":182,"NOCTPREM_trigger":186,"ANNLEAVE_trigger":190,"OVERTIME_trigger":194,"overtimeallowancetype_general":197,"overtimeallowanceperc1_general":201,"overtimeallowancetype":203,"overtimeallowanceperc1":207,"mealvouchers":209},{"bindId":45,"name":46,"text":47},"SOCSEC_trigger","c)Where an Employee acts in the same pos","c)Where an Employee acts in the same position for six months or with an\nextention of another three months other than by normal promotion the Employee\nwill either be confirmed in that position or further extention in acting\ncapacity shall be subject to fresh negotiation between management and the\nconcered employee. Where need be, the employee shall reserve the right to call\non a representative of his\u002Fher choice from either a fellow employee or the\nUnion.\n\nSection. 52. Social Security Fund\n\nThe Company and all Employees shall be required to contribute to the\nNational Social Security Fund (NSSF) in accordance with the law.",{"bindId":49,"name":50,"text":51},"contracttrial","Section 7.Probation: a)New Employees sha","Section 7.Probation:\n\na)New Employees shall be engaged for a probationary period of three months.\nThe Probationary period may be extended in special circumstances for a period\nnot longer than three months with the agreement of the Employee.",{"bindId":53,"name":50,"text":51},"contracttrialperiod",{"bindId":55,"name":56,"text":57},"contractseverancepay","b)Retirement; Lay-off; Redundancy; Termi","b)Retirement; Lay-off; Redundancy; Termination and Severance Benefits i. The\nparties to this agreement hereby agree that for any employee who qualifies for\nany of the above categories herein (Sec.43 ) above shall be paid benefits in\naccordance to the matrix here below times the number of years the employee has\nserved the company.\n\n11.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 current pay.\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      Old age 55 years\n      Voluntary Retirement\n      Medical unfitness\n      Layoff\u002F Redundancy \u002F severance\n      Death\n    \n    \n      6%\n      6%\n      6%\n      6%",{"bindId":59,"name":56,"text":57},"contractseverancepay1",{"bindId":61,"name":62,"text":63},"maxsicknesspay","Sick Leave An Employee who has been in w","Sick Leave\n\nAn Employee who has been in writing or orally appointed or contracted by the\ncompany who becomes unable to attend duty because of prolonged illness, shall\nbe granted sick leave under the following conditions:-\n\na)The Employee shall receive full pay for the first 2 (Two) months of\nillness.\n\nb)The Employee shall receive half pay for a further 1 (one) month.\n\nc)Upon expiry of the aforementioned period, retirement on medical grounds\nshall be considered by Management of the Company in consultation with the\nUnion. However, should the Employee recover and be fit to work again, the\nCompany may, at its discretion, consider reinstating such Employee.\n\nd)An Employee on sick leave shall continue to enjoy his\u002Fher seniority in\nregard to service seniority and accumulation of annual leave.",{"bindId":65,"name":62,"text":66},"maxsicknesspayperc","Sick Leave\n\nAn Employee who has been in writing or orally appointed or contracted by the\ncompany who becomes unable to attend duty because of prolonged illness, shall\nbe granted sick leave under the following conditions:-\n\na)The Employee shall receive full pay for the first 2 (Two) months of\nillness.\n\nb)The Employee shall receive half pay for a further 1 (one) month.",{"bindId":68,"name":69,"text":70},"maxsicknesspaytype","Section 33. Sick Leave An Employee who h","Section 33. Sick Leave\n\nAn Employee who has been in writing or orally appointed or contracted by the\ncompany who becomes unable to attend duty because of prolonged illness, shall\nbe granted sick leave under the following conditions:-\n\na)The Employee shall receive full pay for the first 2 (Two) months of\nillness.\n\nb)The Employee shall receive half pay for a further 1 (one) month.\n\nc)Upon expiry of the aforementioned period, retirement on medical grounds\nshall be considered by Management of the Company in consultation with the\nUnion. However, should the Employee recover and be fit to work again, the\nCompany may, at its discretion, consider reinstating such Employee.\n\nd)An Employee on sick leave shall continue to enjoy his\u002Fher seniority in\nregard to service seniority and accumulation of annual leave.",{"bindId":72,"name":73,"text":74},"disabilitypay","Section 34. Industrial Accidents a)In ca","Section 34. Industrial Accidents\n\na)In case of absence from duty as a result of an industrial accident (that\ndoes not result into permanent total or permanent partial incapacity) at the\nwork place, full salary\u002Fwages will be paid until person returns to work in\naccordance to the Workman’s Compensation Act Cap, 225 and or as may be\namended.\n\nb)Where an accident during the course of employment occurs to an Employee\nresulting into permanent total or permanent partial incapacity, the Workers\nCompensation Act, shall become applicable.\n\nc)In the case of an employee receiving injuries that come under the terms of\nWorkers Compensation Act, Cap 225 all provisions of the Act shall apply,\nincluding provisions of the Third Schedule which covers industrial diseases.",{"bindId":76,"name":77,"text":78},"healthinsurance","c)The company shall provide medical trea","c)The company shall provide medical treatment to its entire employees. Each\nemployee is entitled to a medical cover worth, UGX 300,000 (Three Hundred\nThousand Shillings) per Month with Kibuli Hospital,IUIU which shall be paid\ndirectly to the Hospital Account in case staff falls sick and is treated.",{"bindId":80,"name":81,"text":82},"healthandsafetypolicy","Section 21. Occupational Health, Safety ","Section 21. Occupational Health, Safety and Uniforms\n\nThe Company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthful and safe working conditions and shall\ncomply with Occupational Safety and Health Act 2006.\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 insure all its Employees for purposes of ensuring safety\nand healthy for the Employees as well as avoiding fines and penalties in cases\nof industrial accidents.\n\nc)The compant shall observe and respect the Workmans Conmpensatoin Act, 2000\non matters of industrial accidents",{"bindId":84,"name":85,"text":86},"protectiveclothing","The Company shall continue to maintain a","The Company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthful and safe working conditions and shall\ncomply with Occupational Safety and Health Act 2006.\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.",{"bindId":88,"name":89,"text":90},"funeralpay","Death Benefits The parties to this agree","Death Benefits\n\nThe parties to this agreement hereby agree on the following as death\nbenefits for employees and their qualifying close family members.\n\na)That in the case of death of an employee, the Company shall contribute a\nminimum of UGX. 1,300,000 (One million and three hundred thousand shilling)\ntowards the burial arrangement and pay all the deceased’s dues to the\nexecutor of the deceased’s Estates (Next of Kin)\u002For Administrator General.\nSuch dues shall include outstanding salary\u002Fpay, leave days, overtime worked,\npublic holidays worked and death gratulty .\n\nb)That in case of death of the employee’s registered spouse, UGX. 300,000\n(Three hundred Thousand shillings only) shall be paid to the employee for\nburial expenses.\n\nd)That in case of death of the employee’s registered child regardless of\nage, UGX. 300,000 (Three hundred Thousand shillings only) shall be given to the\nemployee for burial expenses.\n\ne)That in case of death of the employee’s registered Bilogical parents,\nUGX. 300,000 (Three hundred Thousand shillings only) shall be given to the\nemployee for burial expenses.\n\nf)That the Management shall facilitate at least two employees to represent\nManagement at the burial of the employee.",{"bindId":92,"name":93,"text":94},"WORKFAM_trigger","Maternity\u002FPaternity Leave a)A female Emp","Maternity\u002FPaternity Leave\n\na)A female Employee shall as a consequence of pregnancy, be entitled to 60\n(sixty) working days maternity leave on full pay in accordance with the law.\nThis leave may be extended at the Company’s discretion.\n\nb)A male Employee shall, immediately after the delivery or miscarriage of\nhis declared wife, be granted (4) four working days of paternity leave.\n\nc)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.",{"bindId":96,"name":93,"text":97},"paidmaternityleave","Maternity\u002FPaternity Leave\n\na)A female Employee shall as a consequence of pregnancy, be entitled to 60\n(sixty) working days maternity leave on full pay in accordance with the law.\nThis leave may be extended at the Company’s discretion.",{"bindId":99,"name":100,"text":101},"paidmaternityleaveall","a)A female Employee shall as a consequen","a)A female Employee shall as a consequence of pregnancy, be entitled to 60\n(sixty) working days maternity leave on full pay in accordance with the law.\nThis leave may be extended at the Company’s discretion.",{"bindId":103,"name":100,"text":101},"paidmaternityleavepayperc",{"bindId":105,"name":106,"text":107},"maternityexcludedtxt","d)Female employees with babies of below ","d)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.",{"bindId":109,"name":110,"text":111},"timeoff","b)Days off duty for antenatal services a","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 at the discreation of Mnagement.",{"bindId":113,"name":114,"text":115},"paidpaternityleave","b)A male Employee shall, immediately aft","b)A male Employee shall, immediately after the delivery or miscarriage of\nhis declared wife, be granted (4) four working days of paternity leave.",{"bindId":117,"name":114,"text":115},"paidpaternityleaveduration",{"bindId":119,"name":120,"text":121},"nursingmothers","c)Management shall design favorable duty","c)Management shall design favorable duty roster for breast feeding mothers\nso as to allow them easy access to their babies for feeding purposes.",{"bindId":123,"name":124,"text":125},"GENEQ_trigger","Gender Based Violence, Sexual Harassment","Gender Based Violence, Sexual Harassment &\nHIV\u002FAIDS Policy\n\na)That the Company and the Union do agree that they both shall promote\nefforts to control and or eliminate Gender Based Violence (GBV) at workplace\nthrough awareness raising on the same and putting in place mechanisms to deal\nwith 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":127,"name":128,"text":129},"eqpay","d)Equal work for equitable pay irrespect","d)Equal work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.",{"bindId":131,"name":128,"text":129},"gender",{"bindId":133,"name":134,"text":135},"discrimination","c)The economic and social objectives of ","c)The economic and social objectives of the Company and the community.\n\nd)Equal work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.",{"bindId":137,"name":138,"text":139},"sexualhar","e)Sexual harassment is unwanted, unwelco","e)Sexual harassment is unwanted, unwelcome and unasked-for behaviour 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.",{"bindId":141,"name":142,"text":143},"violence","b)The Company in consultation with the U","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.",{"bindId":145,"name":146,"text":147},"equalityexcludedtrigger","Section 9.Seasonal\u002Fcasual employees: a)T","Section 9.Seasonal\u002Fcasual employees:\n\na)The Company may engage seasonal employees or casual employees in\naccordance with the law in force.\n\nb)Casual or seasonal employees shall have the right to a written or\n\noral short term contract offerered by the employer and the right to\nrepresentation by the union.",{"bindId":149,"name":150,"text":151},"hourspweek","Section 17. Hours of Work a)The normal w","Section 17. Hours of Work\n\na)The normal working hours per week will be 48 (forty eight) hours for all\nEmployees of the Company.",{"bindId":153,"name":154,"text":155},"dayspweek","c)Each week shall include a period of on","c)Each week shall include a period of one day off of not less than 24\n(twenty four) hours of continuous rest.",{"bindId":157,"name":158,"text":159},"holidaysdays","Section 32. Annual Leave Every Employee ","Section 32. Annual Leave\n\nEvery Employee shall be entitled to annual leave as follows:-\n\na)An Employee who has completed 12 months of unbroken service shall be\nentitled to 21(twenty one) working days of rest days of annual leave.",{"bindId":161,"name":158,"text":159},"holidaysweeks",{"bindId":163,"name":154,"text":155},"schedulesrestpw",{"bindId":165,"name":166,"text":167},"TRADEUNLEAV_trigger","a)Leave to attend Union business\u002Feducati","a)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\nb)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\n\nwork during the requested period, in deciding whether to grant or refuse an\napplication for leave.\n\nc)The Union representative shall be granted leave of absence to attend Union\nactivities, meetings\u002Fworkshops at the permission of management in consideration\nof operational requirements of the company. Such leave shall not be\nunreasonably withheld and will be paid up to a maximum of 14 (fourteen) days\nper annum. The Union will give the employer at least seven days’ notice for\nsuch leave but in case of an emergency meeting, a notice of twenty 24 hours\nshall suffice.",{"bindId":169,"name":170,"text":171},"WAGES_trigger","Section 12.Principles for Salaries\u002FWages","Section 12.Principles for Salaries\u002FWages Review\n\nThe Company & the Union agree that when determining the wages\u002F salaries\nof the Employees, the following principles will be paramount and have to be\nconsidered:-\n\na)The continuity and interests of the Company, the Union and the\nEmployees;\n\nb)The rate of productivity of the Employees as determined by the Company in\naccordance with set Company targets for each Employee\n\nc)The economic and social objectives of the Company and the community.\n\nd)Equal work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.",{"bindId":173,"name":170,"text":171},"WAGES_determined",{"bindId":175,"name":176,"text":177},"LOWWAGE_trigger","Section.56. SALARY REVIEW The parties ag","Section.56. SALARY REVIEW\n\nThe parties agree that for the bargaining period of 2025\u002F28;\n\n1.Minimum Salary under this agreement:\n\ni.The parties to this agreement do hereby agree\nthat the minimum salary to the lowest paid salary employee of the Company shall\nwith effect from 1st March 2025 be adjusted to UGX. 350,000 (Three hundred and\nfifity thousand shilling)\n\nii.It is also agreed that no employee joining HOTEL\nAFRICANA LTD service with effect 1st March 2025, shall be paid a wage less than\nthe minimum provided for in clause (i) above.",{"bindId":179,"name":180,"text":181},"STRUCINCR_trigger","2.Considering the current economic situa","2.Considering the current economic situations that has effects and\nimplications on both the employer and the employees, the parties hereto agreed\nthat a general increase of salaries for; HOTEL AFRICANA LTD shall be considered\nby Management before the end of this year 2025 using the principle of\ndecreasing the gap between the lowest paid and highest paid employees. This\nprocess shall be done in consultation with the Union and thereafter\ncommunicated to the staff.",{"bindId":183,"name":184,"text":185},"ONCERISE_trigger","b)The Company will provide a Christmas, ","b)The Company will provide a Christmas, IDI Mubarak IDI Adhuha, or Easter\nhamper in the form of a gift voucher worth UGX 25,000 or hamper which should be\ncommensurate to the performance of the Company during the year as an\nappreciation.",{"bindId":187,"name":188,"text":189},"NOCTPREM_trigger","Section 18. OVERTIME a)All hours worked ","Section 18. OVERTIME\n\na)All hours worked in excess of the agreed daily normal hours of work as per\nPART TWO; Section 17. of this agreement will be deemed to be overtime.",{"bindId":191,"name":192,"text":193},"ANNLEAVE_trigger","d)An employee of the company proceeding ","d)An employee of the company proceeding on annual leave, shall be entitled\nto a leave transport allowance of UGX. 20,000 (twenty thousand shillings) .\n\ne)Wages and any allowances for leave will be paid prior to the date the\nleave commences.",{"bindId":195,"name":188,"text":196},"OVERTIME_trigger","Section 18. OVERTIME\n\na)All hours worked in excess of the agreed daily normal hours of work as per\nPART TWO; Section 17. of this agreement will be deemed to be overtime.\n\nb)Any overtime worked on gazetted public holidays shall be calculated at 2\n(two) times the gross hourly rate.\n\nc)Any overtime worked on rest days shall be calculated at 2 (two) times the\ngross hourly rate or time off in lieu.\n\nd)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.",{"bindId":198,"name":199,"text":200},"overtimeallowancetype_general","c)Any overtime worked on rest days shall","c)Any overtime worked on rest days shall be calculated at 2 (two) times the\ngross hourly rate or time off in lieu.",{"bindId":202,"name":199,"text":200},"overtimeallowanceperc1_general",{"bindId":204,"name":205,"text":206},"overtimeallowancetype","b)Any overtime worked on gazetted public","b)Any overtime worked on gazetted public holidays shall be calculated at 2\n(two) times the gross hourly rate.\n\nc)Any overtime worked on rest days shall be calculated at 2 (two) times the\ngross hourly rate or time off in lieu.",{"bindId":208,"name":205,"text":206},"overtimeallowanceperc1",{"bindId":210,"name":211,"text":212},"mealvouchers","Section. 46. Staff Meals The Company sha","Section. 46. Staff Meals\n\nThe Company shall provide descent meals and safe drinking water to all its\nEmployees whilst on duty.","\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 HOTEL AFRICANA LIMITED - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-03-01\u003C\u002Fdiv>\n            \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: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hospitality, catering, tourism\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): → 100 %\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: → No\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: → No clear provision\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 300000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -9 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 4 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 4 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: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\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: → 14.0 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: → No\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 350000.0\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                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → No\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → UGX 20000.0\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: → 200 % 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            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[218],{"title":37,"slug":33},[220],{"type":221,"data":222},"call_to_action_body_block",{"title":223,"description":224,"variant":225,"link":226},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":223,"url":227,"description":223,"rel":228,"type":229},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[231],{"type":221,"data":232},{"title":223,"description":224,"variant":225,"link":233},{"title":223,"url":227,"description":223,"rel":228,"type":229},[]]