THE REPUBLIC OF UGANDA IN THE MATTER OF THE LABOUR UNIONS ACT CAP 228, IN THE MATTER OF THE EMPLOYMENT ACT CAP, 226 AND IN THE MATTER OF THE CBA BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) P.O. BOX 37Y9, KAMPALA (Hereinafter called the “UNION” on the one part) AND MWEYA SAFARI LODGE LTD, PARAA SAFARI LODGE LTD & CHOBE SAFARI LODGE LTD COLLECTIVE BARGAINING AGREEMENT

This Collective Bargaining Agreement made on this 1ST day of

July, 2025

Between

Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe Safari

Lodge Ltd of P. O. 22827 Box Kampala (hereinafter called the

“Company” which expression shall, unless the context otherwise

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

AND

UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED

WORKERS’ UNION (HTS-Union) of P.O.BOX 3799 Kampala

(hereinafter called the “Union”) of the other part

PART ONE GENERAL TERMS:

Section 1. Affirmation and Preamble

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

b.The Company is a limited liability company incorporated and carrying on Hotel and hospitality business under the laws of Uganda;

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

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

e.To negotiate this supplementary agreement to regulate Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe Safari Lodge Ltd unionized employees’ salaries and benefits not determined in the CBA between UHOA on behalf of its member establishments.

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

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

h.That all grievances real or perceived shall be discussed between Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe Safari Lodge Ltd and the Union’s Works Committee of Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe Safari Lodge Ltd.

i.This CBA takes cognizance of the CBA between UHOA for and on behalf of its member establishments of 2008 with HTS- Union, section (ii) of its preamble that provided for individual Companies to negotiate with the Union on matters relating to employees’ terms and conditions of service.

j.Notwithstanding the Collective Bargaining Agreement between Uganda Hotels Owners Association (UHOA) and Uganda Hotels, Food, Tourism Supermarkets & Allied Workers’ Union (HTS-Union) of 2008, The Company and the Union hereby do agree to enter into a Collective Bargaining Agreement (“CBA”) for employees on all matters concerning the terms and conditions of employment of the bargaining unit employees employed by the Company as represented by the Union;

NOW THEREFORE IT IS HEREBY MUTUALLY AGREED AS FOLLOWS:

Section 2: Definitions

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

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

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

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

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

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

VI.Gender Based Violence (GBV) Refers to physical, sexual, economic or psychological violations which are subjected to individuals or groups of persons based on social expectations of men/boys and women/girls.

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

VIII.Industrial Disease: shall mean an ailment an employee suffers as a result of performing his/her duties assigned to him/her by the company.

IX.Lay off means the temporary or permanent cessation of employees’ service in circumstances where the Company decides that the circumstances require a temporary reduction of personnel or hours of work. (agree to mgt proposal)

X.Management shall refer to the Managing Director/Directors, General Manager, Finance controller, Expatriates, and Human Resource Manage.

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

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

XIII.Repatriation Allowance/fee: Shall mean the allowance or fee paid to the employee who is recruited 100 kilometres or more from where he/her is deployed to work or to one who has worked with the same employer for ten years and upon the death of an employee.

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

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

XVI.Retirement’’ in this agreement shall mean an employee who ceases to work with the company on the following grounds;

o Old age of 55 (fifty-five);

o Medical unfitness;

o Voluntary at 50 (fifty) years of age, after working for more than 5 years;

o Voluntary retirement after working for more than 10 years.

XVII.

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

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

XX.

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

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

Repatriation Allowance/fee: Shall mean the allowance or fee paid to the employee who is recruited 100 kilometres or more from where he/her is deployed to work or to one who has worked with the same employer for ten years and upon the death of an employee.

Sec. 3. Guiding Principles

The company and the union agree that when negotiating this agreement, the guiding principle shall be;-

i.To regulate relations between them in the interest of mutual understanding and co-operation.

ii.To ensure the speedy and impartial settlement of real or alleged disputes or grievances.

iii.To obtain improvement in workers’ earnings from time to time based on the ability of the company to pay.

v.To always observe and consider the interests of the employer, the Union, and the workers.

vi.To ensure high standards for the productivity of the workers and the company.

Section 4.Purpose and Scope of the Agreement

a)The purpose of this Agreement is, in the mutual interest of the Company and the Union on behalf of the employees,

to provide for the operation of the services of the Company under methods which will further, to the fullest extent possible, the safety of the Company’s business and the efficiency of its operation; and

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

Section 5.Information:

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

b)The job categories in the attached schedule indicate entry points (starting points) for each category of Employees and the length of service.

Section 6.Existing privileges:

Section 8. Seasonal/casual employees:

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

b)Casual or seasonal employees shall have the right to a written short-term contract at either a peace rate or for a specified period only.

Section 9. Migrant workers’ rights

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

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

Section.10. Pandemic or Epidemic or Calamity Situation

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

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

Section 11.Effective date and term of the Agreement

a)Notwithstanding the date of execution, this agreement shall be deemed to be effective from the 1st day of July, 2025 for a period of three (3) years and shall continue in force until otherwise amended by the parties.

b)Thirty [30] days to the expiry of this agreement, the Union shall forward a written notice setting forth the nature of any proposed amendments to this agreement and other related matters hereof to the Company in respect of the period starting after the expiry of this agreement.

Section 12.Salaries/Wages Review

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

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

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

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

d)Equal work for equitable pay irrespective of the Employees’ race, sex, creed and colour.

Section 13.Union Dues Check-Off and Remittances

a)An Employee recruited to occupy a position in any of the Unionizable grades may join the Union in accordance with the Labour Unions Act 228 and the Labour Unions (Check Off) Regulations, 2011.

b)Union dues shall be made against the gross salary or the same principle for the National Social Security Fund.

c)The Company shall deduct and remit a levy (prescribed in 

the above said Regulations) together with Union Dues from any Unionizable employee who is not a member of the Union but benefits from the terms of this CBA.

d)It shall be the responsibility of the Union to inform employees of the Company of the two available options to wit; to join the Union and be subjected to a subscription of 2% of their wages as Union Dues; or, opt not to join. The Union shall also notify the employees that if they opt not to join, they would be required to pay 1% of their wages to the Union if such employees benefit from negotiations of the Union with the Company.

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

Section 14.Job Vacancy and Promotions

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

b)The Management shall give top priority to the existing qualified Employees for any post that may fall vacant. No Employee shall be subjected to a probationary period on promotion.

c)For all positions and posts that fall vacant within the Company, the first priority to fill such positions shall be given to qualified indigenous staff and/or in accordance with the requirements of the job subject to suitability.

d)Job position shall be commensurate with the grade for that position as shall be structured by the HR department in an appendix to form part of this Agreement.

e)An Employee who attains 10 years of continuous service without having been promoted during the period under review, will on top of the awards given to such Employees, have his/her job position or grade reviewed befittingly at the discretion of Management.

Section 15. The Right to Stop and Search Staff

a)The parties to this Agreement recognize the importance and

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

Section 17. Overtime

Section 18.Payment of Salaries/Wages

a)Salaries /wages will be paid either by bank transfer, cash and or mobile money.

b)All Employees will be required to open a salary account

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

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

d)Salaries shall be paid by the last day of the month or in the worst case by the 5th day of the subsequent month; any such delays shall be communicated to the staff by a Memo.

Section 19.Public Holidays

a)All Uganda gazetted public holidays and other recognized holidays shall be recognized by the Company and Employees and shall receive overtime pay in accordance with Sec 18. herein for any overtime worked on such days.

b)Subject to what may be agreed upon between an Employee and the Company, an Employee will have the option of taking either a day off or payment in lieu for the public holidays he/she worked. No Employee shall refuse the request of the management to work on a public holiday or holidays.

Section 20.Occupational Health, Safety and Uniforms

a)The parties hereto do agree that the Company shall continue to maintain all existing devices and practices for the purpose of promoting healthful and safe working conditions and shall comply with the Occupational Safety and Health Act Cap 231.

d)The employee shall be required to use the provided safety

f)It is also agreed that the Company shall insure all its employees for purposes of ensuring safety and healthy for the Employees as well as avoiding fines and penalties in cases of industrial accidents.

Section 21.

b)The Company in consultation with the Union shall establish and publish a Sexual Harassment and HIV/AIDS policy at the workplace and a committee shall be established for purposes of implementation and Management of the said policies.

PART THREE DISCIPLINARY CODE:

Section 22. Discipline (Warnings and Dismissals)

a)It is the intention of the Company and the Union that disciplinary action shall have the goal of correcting or improving the performance and conduct of an employee;

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

c)The Company shall ensure that all disciplinary actions are carried out in a fair and just manner and in accordance with this CBA and the law.

d)Misconduct may be minor or gross misconduct, behaviour deemed to be minor misconduct can result in verbal written and final written warnings, and actions deemed as gross misconduct shall result in to final written warning or dismissal, actions shall be classified as gross misconduct when the action causes loss or risk to company, person, business or property.

Section 23. Disciplinary and Appeal Time Frame

Section 24. Disciplinary Committee (DC) composition

a)The parties to this Agreement do hereby agree that the disciplinary hearings shall be conducted by the Disciplinary Committee under the auspices of the Human Resources manager or his/her representative. The Chairperson can be anyone of equal or higher rank than the member being heard.

b)The DC shall comprise of 3 persons, i.e. the chairperson, 1 representative from Union, and 1 representative from management

c)In addition to the above, an initiator from the company and a union’s representative of his choice will be part of the disciplinary hearing (DH).

d)The person/officer initiating an offense/grievance/ complaint or the one who has investigated the matter for DH thereto, shall not chair the DC thereof.

e)The investigator and or any person who makes a statement in the matter under review may be subjected to crossexamination at the call of the DC.

f)Decisions of the DC at any level shall be binding and applicable to the parties thereto and the employee in effect unless otherwise appealed against.

Section 25. Disciplinary Procedure.

The following are the disciplinary procedures for offenses involving misconduct that do not warrant dismissal:

a)Informal/Verbal Warning: A breach of rules or failure to meet or maintain standards. This will result in an informal/ caution warning by the relevant representative of the Company. Such warnings do not require a disciplinary hearing, but a note is to be added to the employee’s file as a record of behaviour. Such verbal warning shall be signed by the employee in effect.

b)First Written Warning: Where an Employee commits an identical or similar offense or more serious breach of Company policy, manual, rules, and/or procedure, including offenses listed in (e) below, the Employee’s HOD or representative of the Company may notify the relevant head of department or management of the particulars of offense, misconduct and/or misbehaviour of the Employee. The HOD or his relevant representative of the Company shall investigate the matter and if the Employee’s explanation is found to be unsatisfactory, he/she shall issue the Employee with a first warning letter, copies of which shall be placed on the Employee’s personal file. The Employee will be required to acknowledge receipt of the warning.

c)Second Written Warning: Where the same Employee commits an identical or similar breach of the Company policy, manual, rules and/or procedure within twelve months following the warning letter in (b) above, the Head of Department shall issue a second warning letter, giving copies to the Union and management of the Company and a copy of the same shall be placed on the Employee’s personal file.

d)Final Written Warning: Any further breach of Company policy, manual, rules and/or procedure by the Employee, and if, despite the previous warning, the Employee fails to remedy the breach, misconduct and/or misbehaviour, the Human Resource Manager shall issue a final warning letter, giving a copy to the Union and management of the Company and a copy of the same shall be placed on the Employee’s personal file.

e)No written warning shall be valid for more than 12 (twelve) months. Such warnings shall be cancelled by the Human Resource Manager after (12) twelve months from the date of issue unless another warning has been issued before the expiry of the 12 months (extended term) another 12 months’ period shall start and the previous warning shall not be cancelled until the extended term has elapsed. No future response shall be made on all “lapsed” warnings.

Section. 26. Offences & breaches in respect of which Written Warnings may be issued:

Written warnings shall be given for the following breaches, misconduct or offenses: -

a)Absenteeism; Absenteeism refers to the state of not being present that occurs when an employee is absent or not present at work during a normally scheduled work period. The Absences may be scheduled or unscheduled.

b)Scheduled absences, taken with the approval of the Company, include annual leave, public holidays, medical appointments, funerals, and other happenings which cannot be scheduled outside of regular work hours. No warning may be issued in respect of a scheduled absence.

c)Unscheduled absences to be defined as when an employee is absent from duty without permission or just cause as shall be determined by the disciplinary committee either from the premises of the employer or any other proper place appointed by the employer for performance of such employees’ work).

d)Absence may also be Authorized or Unauthorized: Excusable absence(s) is where the employee notified the management and is/was excused in advance of the absence, by the supervisor. No written warning may be issued in respect of an excused absence.

e)Unauthorized absence(s) is where the employee did not report or communicate to the supervisor within the appropriate time and was not excused in advance for such events as illness, family emergencies, transportation emergencies, family member illness, and/or death, and household emergencies such as flooding.

f)Written warnings may be issued in respect of all unauthorized absences subject to the decision of the disciplinary Committee depending on each circumstance of the matter in question.

g)Insubordination: Insubordination will include but not be limited to, the refusal to obey some order which a superior is entitled to give and the employee is required to have obeyed. Insubordination will also constitute both unwillingness to carry out a directive from a manager or supervisor; and disrespectful behaviour towards a manager or supervisor as shall be determined by the DC.

h)Neglect of duty

Neglect of duty involves -

Simple neglect of duty; Simple neglect of duty will constitute the failure to give proper attention to a task expected from an

Employee resulting from either carelessness or indifference; and may include, but not be limited to any of the following:

i.being absent from work without reasonable notice or permission;

ii.sleeping on the duty for no unjustifiable cause;

iii.leaving a duty station or assigned responsibility without permission; or

iv.failing to follow prescribed department or work site policy relevant to job duties and responsibilities.

v.Any public behaviour which has or may have the effect of bringing the Company’s reputation into disrepute.

Section 27. Dereliction:

Dereliction will constitute the conscious or wilful neglect of an Employee’s duty and will include the following situations for which sanctions shall be preferred.

a)Giving the vault/strong room/car keys to an unauthorized person in order to be able to go & do something he/she wants to do (prolonged lunch, visit a friend etc.)

b)Deserting a position or post without an acceptable reason / authorization;

c)Because he/she wants to leave, the Employee fails to implement essential security procedures;

d)Wilful neglect leading to loss or damage of the Company interests and property, revenues, and/or image;

e)Wilfully ignoring guests or clients.

f)Employee consciously fails to switch off any safety device or initiate safety procedures on a machine and as a result, someone oblivious to such action, gets injured or dies.

g)Reporting to work under the influence of an intoxicant.

h)Incompetence, that is, failure to perform assigned tasks for which the Employee was recruited, in accordance with reasonable service standards or as directed by the Company.

i)Refusal to comply, adhere or execute Company Policies.

j)Rudeness to customers witnessed by a third party.

k)Inciting other Employees to abscond from duty or behave in a manner that is contrary to the Company’s directives, interests or policies.

l)Refusal to receive and acknowledge communication from management such as memos, notices, etc amounts to an offense.

m)Philological and other minor forms of sexual harassment.

n)Psychological and other minor forms of Gender-Based Violence.

o)In cases of an employee committing the above offenses, the company subject to the provisions of this CBA and the law through the DC shall consider sanctioning such an employee with either a Final Warning Letter; Suspension without pay as a sanction; salary deduction; demotion or termination of employment as the DC shall determine.

Section 28. Summary Termination or Dismissal

Where an Employee is proved to have committed any of the following offences he/she will be liable to instant dismissal by the Management of the Company.

a)Theft of company property

b)Fraud, forgery or dishonest dealing with company property;

c)Gross insubordination in the performance of an employee’s duties.

d)Physical assault or fighting at the workplace.

e)verifiable intoxication on duty whether of drugs or alcohol;

f)Bringing dangerous weapons onto the Company premises.

g)Drug and substance abuse resulting to psychotropic behaviour

h)Wilful damage of Company’s property

i)Unexcused prolonged absenteeism without proper cause.

j)Divulging confidential Company information

k)Downloading data from an unauthorized website or one that the Employee knows or ought to know can cause virus infections or spam-related retardation of a computer system

l)Gross negligence causing damage/loss to property, persons or loss to business

m)Sexual Harassment as may be reported by one party.

n)Gender Based Violence as may be reported.

o)Notwithstanding the aforegoing provisions, the Company may in cases deserving of summary dismissal instead, inflict upon the employee any of the following sanctions: -

i.Reprimand.

ii.Demotion;

iii.Reduction of salary;

iv.Suspension without pay;

v.Recovery of loss caused to the company by the employee

vi.withholding of salary increment or promotion; or

vii.Termination or dismissal.

Section 29. Suspensions

a)Suspensions for Investigation

1.Where it requires Management to make investigations in case of an offence, an employee may be suspended; such suspension shall be in writing by the Human Resource office and copied to the Chief Shop Steward.

2.Suspension under this Section shall not exceed or 4 (four) weeks. The salary of the employee on suspension may be reduced by half. If after 4 (four)weeks the investigations are not complete, the employee shall be reinstated to his/her duties The reinstatement shall not affect the disciplinary procedures and the employee may as the case may be subjected to a hearing upon conclusion of the investigations.

b)Suspension as a sanction:

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

II.This type of suspension will be without pay and for a period not exceeding four weeks.

Section 30. Disciplinary Appeals

a)it further agreed that matters at appeal level shall be handled by the Executive management. This shall be the last step in the internal grievance handling process.

b)The parties hereto agree that where the above processes fail, either party shall retain the liberty to resort to the mechanisms provided for under the Labour Disputes Arbitration and Settlement Act, Cap. 227 or other applicable laws.

PART FOUR PARENTAL RIGHTS, PROTECTION AND PRIVILEGES

Section 31.

c)That for pregnant employees and or mothers with homes in neighbour with the parks where they work, their days off duty for antenatal services and those for post-natal including days for immunization of a child shall be granted a weekly day off that suits her requirement for this purpose.

d)The parties hereto also agree that maternity leave for qualifying employees shall be given as per the law. Considering the safety of the newborn baby and the company policy not to allow families in the lodges, the said employee can request in writing extra maternity leave for up to another three months. But such leave will be without pay.

Section 34.Maternity related sicknesses or confinement

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

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

c)Premature: A female employee who gives birth to a

premature baby, the said employees shall be entitled to full maternity leave benefits. In addition, the,,,,,,,,,,,,

d)In cases related to Still birth, Miscarriage, Premature and or Pregnancy or confinement affecting either the mother or the baby, and making the mother’s return to work inadvisable, the said employees shall be entitled to return to work within eight weeks after the date of childbirth, still birth or miscarriage.

e)In extenuating circumstances any further leave days considered shall be granted on the advice of the medical doctor and payable at 50% of the employee’s salary.

PART FIVE BENEFITS AND ALLOWANCES:

b) This annual leave may be taken once depending on the business schedule as shall be determined by the management.

c)Leave without pay may be granted upon mutual agreement between the Employee and the Company.

e)Wages and any allowances for leave will be paid prior to the date the leave commences.

f)An employee of the company proceeding on annual leave, shall be entitled to a reimbursement of transport to and from at public running rates to a stop nearest to the employee’s home.

Section 38. Industrial Accidents

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

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

c)In the case of an employee receiving injuries that come under the terms of Workers Compensation Act, all provisions of the Act shall apply, including provisions of the Third Schedule which covers industrial diseases.

d)It is also agreed by the parties hereto that compensation for industrial accidents is only done after assessment by a qualified medical practitioner from the government facility or one appointed or accredited by government for that purpose, not every accident is compensated as compensation is for the loss/incapacitation one sustains from the industrial accident met as per Workers Compensation Act Cap, 233.

Section 39. Compassionate Leave

a)In special circumstances and upon application in writing, an employee may be granted compassionate leave for a period agreed upon between the employee and the Management of the Company depending on the circumstances of each case.

b)In the event of loss of a relative, the employee will be granted compassionate paid leave in the following manner: -

i.If the employee’s family lives in an area near or in the outskirts of the respective Park, the employee will be entitled to 3 (three) days compassionate leave with full pay.

ii.If the employee’s family lives outside the its outskirts of the respective Park, the Employee will be entitled to 5 (five) days compassionate leave with full pay.

c)An employee who intends to take compassionate leave must follow the Company’s leave application procedure. In this Article, a close relative shall mean the employee’s recognized spouse (husband or wife), child, father, or mother, from a nuclear family. In other circumstances, the employee may at the Company’s discretion, be allowed to proceed on an unpaid compassionate leave as per Employment Act Cap, 226.

Section 40. Leave for Union Activities

It is hereby agreed that the Company and the Union realize the need for a strong Union with well-trained Union officials/members responsible for executing the affairs of the Union in the interest of both parties hereto and to the nation as a whole and therefore agree that the following leave with pay will be granted by the Company to the Union officials or any of the employees (Union members) of the Company:

a)Leave to attend Union business/education shall be applicable to the Union executive members and such leave shall be with full pay provided that the employer has granted prior permission. Such permission shall not be unreasonably withheld.

b)The Union shall ensure that any required leave for Union business shall be reasonable and that such absenteeism will not be so prolonged in a manner that would affect the Company’s business. The Company will take into consideration the length of time for which leave is sought and the need to retain the employee at work during the requested period, in deciding whether to grant or refuse an application for leave.

c)Employees shall be granted leave of absence to attend Union activities, meetings/workshops at the permission of management in consideration of the operational requirements of the company. Such leave shall not be unreasonably withheld and will be paid up to a maximum of 14 (fourteen) days per annum. The Union will give the employer at least seven days’ notice for such leave but in case of an emergency meeting, a notice of 48 hours shall suffice.

d)Any employee(s) granted leave under this Section shall not accept employment elsewhere during such period.

e)Union Office Operation Hours; The Chief Shop steward and the Branch Secretary shall be accorded time off as part of working hours in intervals, to operate the union office in order to attend to workers’ issues. The time off shall be arranged administratively. As long as it doesn’t interfere with employees scheduled working hours.

Section 41.Study Leave

a)An employee, who requests for study leave may, at the discretion of the management of the Company, be granted such paid or unpaid study leave.

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

Section 42.Repatriation Allowance/Fees

a)It is hereby agreed by the parties hereto that an employee upon leaving employment and who is eligible forrepatriation as in accordance with the Employment Act Cap, 226; shall be paid repatriation allowance in accordance with the matrix herewith below.

b)Repatriation will apply under the following circumstances.

i)Where a staff member is employed from more than 100Km away from the lodge.

ii)A staff member has been employed for 10 years or longer.

iii)Repatriation will be paid on successful completion of probation.

iv)Staff who have worked less than 10 years and live within 100km do not qualify for repatriation.

c)No transport and baggage allowance - repatriation replaces this cost.

d)Repatriation to be calculated on address given at time of employment based on National ID card/registered place of domicile at the time of joining (supported by the LC letter).

e)Repatriation does not apply in the case of death benefits being paid.

f)For staff who do not qualify for repatriation, the company will provide the transport cost back to their registered residence.

g) In case of medical unfitness for employees who have served the company for less than three Years (3), a 21-days’ pay shall apply.

Section. 45. Out of Station/Subsistence Allowance

d)) It is hereby agreed that out-of-station subsistence allowance shall be paid to an employee when he/she is required to carry out official duties from 15 (Fifteen) Kilometers and beyond his/her work station in the following manner:-

(ii) It is also agreed that out of Station Subsistence allowance outside Uganda, shall be UGX 12,000 (Twelve thousand Shillings only)) per 24 hours of business. The company shall facilitate the employee with transport costs, accommodation and full-board.

Section 46.

Medical Benefit

It is hereby agreed by the parties that the company shall provide medical treatment to the employees as here below provided:

e)Management shall provide transport and pay UGX. 40,000 (forty thousand Shillings only) on the first day for food and consultation during the time the sick employee is on medication on referral by the company nurses.

f)In a situation where an employee has been circumstantially required to escort a sick colleague to the hospital the said employee should not be charged for absence, but be provided with meals as per daily rates for not more than forty-eight hours.

Section 47. Transfer of Shop Stewards.

Transfers affecting union branch leaders (Shop steward) shall be done with a 21-days’ notice (in cases of emergencies a lesser notice period will be considered in discussion with the Union/ concerned person) to the Union Head Office to allow time to make the necessary arrangements at the branch.

Section 48. Staff Transfer and Allowances

Cognizant that Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe Safari Lodge Ltd located in different Districts, staff shall be transferable under the following terms:-

(i)The staff on transfer shall be entitled to 15 days’ notice period to enable him/her prepare for the said transfer, however in cases of emergencies a lesser notice period will be considered and discussed with the concerned person.

(ii)The affected staff shall be transported to the new work station with his/her property by management.

(iii)Staff on transfer shall be paid UGX. 75,000 (Seventy Five Thousand shillings only) as a transfer allowance to enable them to prepare to move to new places of work. The above allowance is not applicable to voluntary transfer requests.

(iv)It is also agreed that for whichever cause of loss of job, an employee serving on transfer, shall be repatriated back home in accordance with the Employment Act Cap, 226 and Section 42 of this CBA, on Repatriation.

Section 49.Acting Allowance

i.It is agreed by the parties hereto that where an employee is required to act in a position of higher grade over and above that which is substantive to him/her for a period in excess of 30 (Thirty) days, the employee shall be paid an acting allowance of 10% (Ten percent) of his/her gross salary.

ii.Should an employee act for 3 (Three) months other than a normal promotion, he/she may be confirmed in that position by the company in its sole discretion, depending on one’s performance during the period in the acting position.

Section 50.Staff Transport

a)The parties hereby agreed that in a bid to improve the safety of the employees especially at night, the company shall provide physical transport to and from the camps to their respective workstation for all employees at designated times.

b)It is also agreed by the parties that the company shall transport its employees from the Lodge to the stage/town where one can access public transport as per schedule drawn by management.

Section 51.Service Charge

a)It is hereby agreed by the parties hereto that the Company shall levy a 5% service charge on Accommodation, Food and 2% on Beverages which shall be distributed equally among all the staff.

b)It is also agreed by the parties hereto that 10% of the service charge so collected in every calendar month shall be reserved by management to cater for breakages.

c)The 10% herein above referred to, if not utilized, shall be computed and paid twice a year in July and January.

Section 53.Salary Review

a)The parties to this agreement hereto agree that whereas the company provides its employees with accommodation and meals, the parties to this agreement do hereby agree

that the employees shall be paid a Consolidated Salary that shall consider Basic pay and cost of living generally.

c)It is hereby further agreed by the parties that all employees shall get the increment hereto by either minimum grade increase or general percentage increment, whichever is higher.

Section 54.Salary Structure/Grades

1.MWEYA/PARAA & CHOBE SAFARI LODGES AGREED SALARY STRUCTURE/GRADES SET MINIMUMS W.E.F JULY 1st 2025

Section 55.Severability

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

Section 56.Confidentiality:

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

Section 57.Bi-partite Consultations

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

Section. 58. Governing Law

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

Section 59. Interpretation

It is hereby agreed by the parties hereto that interpretation of this agreement shall remain the duty of the Management and the Union chief negotiators where failure to interpret by the parties hereto, the matter may be referred to the registrar of Labour Unions.

Section 60. Endorsement

IN WITNESS WHEREOF, the Parties hereto agree that this CBA is entered into and have unto set their respective hands and seals on 3rd September 2025 at Marasa Africa Head Office, Kampala.