[{"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-mweya-safari-lodge-ltd-paraa-safari-lodge-ltd-chobe-safari-lodge-ltd":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":196,"content_type_view":197,"extra_breadcrumbs":198,"body":200,"body_blocks":211,"related_pages":215},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":194,"translations":195},{"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-mweya-safari-lodge-ltd-paraa-safari-lodge-ltd-chobe-safari-lodge-ltd","ff73e056-666a-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-mweya-safari-lodge-ltd-paraa-safari-lodge-ltd-chobe-safari-lodge-ltd\u002Fcollective-bargaining-agreement-between-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-and-mweya-safari-lodge-ltd-paraa-safari-lodge-ltd-chobe-safari-lodge-ltd\u002F","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND MWEYA SAFARI LODGE LTD, PARAA SAFARI LODGE LTD & CHOBE SAFARI LODGE LTD","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND MWEYA SAFARI LODGE LTD, PARAA SAFARI LODGE LTD & CHOBE SAFARI LODGE LTD - 2025","Uganda - COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND MWEYA SAFARI LODGE LTD, PARAA SAFARI LODGE LTD & CHOBE SAFARI LODGE LTD - 2025","COLLECTIVE BARGAINING AGREEMENT BETWEEN UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-Union) AND MWEYA SAFARI LODGE LTD, PARAA SAFARI LODGE LTD & CHOBE SAFARI LODGE LTD - 2025 - Hospitality, catering, tourism",{"name":41,"data":42},"CBA Marasa.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New31\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L71\">PART ONE GENERAL TERMS:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L73\">Section 1. Affirmation and Preamble\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1225\">Section 2: Definitions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L153\">Sec. 3. Guiding Principles\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L169\">Section 4.Purpose and Scope of the Agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L177\">Section 5.Information:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L183\">Section 6.Existing privileges:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L187\">Section 7. Probation:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L191\">Section 8. Seasonal\u002Fcasual employees:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L197\">Section 9. Migrant workers’ rights\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L205\">Section.10. Pandemic or Epidemic or Calamity\n        Situation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L211\">Section 11.Effective date and term of the\n        Agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L217\">Section 12.Salaries\u002FWages Review\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L229\">Section 13.Union Dues Check-Off and\n      Remittances\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L243\">Section 14.Job Vacancy and Promotions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L257\">Section 15. The Right to Stop and Search\n      Staff\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L265\">Section 16. Hours of Work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L273\">Section 17. Overtime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L287\">Section 18.Payment of Salaries\u002FWages\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L299\">Section 19.Public Holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L305\">Section 20.Occupational Health, Safety and\n        Uniforms\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L323\">Section 21.Gender Based Violence, Sexual Harassment\n        & HIV\u002F AIDS Policy\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L331\">PART THREE DISCIPLINARY CODE:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L333\">Section 22. Discipline (Warnings and\n      Dismissals)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L345\">Section 23. Disciplinary and Appeal Time\n      Frame\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L361\">Section 24. Disciplinary Committee (DC)\n        composition\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L375\">Section 25. Disciplinary Procedure.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L389\">Section. 26. Offences & breaches in respect of\n        which Written Warnings may be issued:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L425\">Section 27. Dereliction:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L459\">Section 28. Summary Termination or Dismissal\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L507\">Section 29. Suspensions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L523\">Section 30. Disciplinary Appeals\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L531\">PART FOUR PARENTAL RIGHTS, PROTECTION AND PRIVILEGES\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L533\">Section 31. Paternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L539\">Section 32. Maternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L549\">Section 33.Protection of female employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L559\">Section 34.Maternity related sicknesses or\n        confinement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L575\">PART FIVE BENEFITS AND ALLOWANCES:\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L577\">Section 35.Death Expenses\u002FBenefits\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L589\">Section 36. Annual Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L615\">Section 37. Sick Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L631\">Section 38. Industrial Accidents\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L641\">Section 39. Compassionate Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L655\">Section 40. Leave for Union Activities\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L669\">Section 41.Study Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L675\">Section 42.Repatriation Allowance\u002FFees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L709\">Section 43.Retirement\u002FLayoff \u002FRedundancy\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L765\">Section 44. Long Service Award:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L789\">Section. 45. Out of Station\u002FSubsistence\n      Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L807\">Section 46. Medical Benefit\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L825\">Section 47. Transfer of Shop Stewards.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L829\">Section 48. Staff Transfer and Allowances\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L841\">Section 49.Acting Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L849\">Section 50.Staff Transport\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L857\">Section 51.Service Charge\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L865\">Section 52.Minimum Salary\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L871\">Section 53.Salary Review\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L891\">Section 54.Salary Structure\u002FGrades\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1055\">Section 55.Severability\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1059\">Section 56.Confidentiality:\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1063\">Section 57.Bi-partite Consultations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1067\">Section. 58. Governing Law\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1071\">Section 59. Interpretation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1075\">Section 60. Endorsement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch1>THE REPUBLIC OF UGANDA IN THE MATTER OF THE LABOUR UNIONS ACT CAP 228, IN\nTHE MATTER OF THE EMPLOYMENT ACT CAP, 226 AND IN THE MATTER OF THE CBA BETWEEN\nUGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION\n(HTS-Union) P.O. BOX 37Y9, KAMPALA (Hereinafter called the “UNION” on the\none part) AND MWEYA SAFARI LODGE LTD, PARAA SAFARI LODGE LTD & CHOBE SAFARI\nLODGE LTD COLLECTIVE BARGAINING AGREEMENT\u003C\u002Fh1>\n\n\u003Cp>This Collective Bargaining Agreement made on this 1ST day of\u003C\u002Fp>\n\n\u003Cp>July, 2025\u003C\u002Fp>\n\n\u003Cp>Between\u003C\u002Fp>\n\n\u003Cp>Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe Safari\u003C\u002Fp>\n\n\u003Cp>Lodge Ltd of P. O. 22827 Box Kampala (hereinafter called the\u003C\u002Fp>\n\n\u003Cp>“Company” which expression shall, unless the context otherwise\u003C\u002Fp>\n\n\u003Cp>requires, include its successors in title and assigns) of the one part\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED\u003C\u002Fp>\n\n\u003Cp>WORKERS’ UNION (HTS-Union) of P.O.BOX 3799 Kampala\u003C\u002Fp>\n\n\u003Cp>(hereinafter called the “Union”) of the other part\u003C\u002Fp>\n\n\u003Ch2 id=\"L71\">PART ONE GENERAL TERMS:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L73\">Section 1. Affirmation and Preamble\u003C\u002Fh3>\n\n\u003Cp>a.Cognizant of Article 29 and 40 of the National Constitution, the Labour\nUnions Act, Cap 228, and the Employment Act Cap 226 among others, especially on\nRepresentation and Collective Bargaining; do hereby agree as follows: -\u003C\u002Fp>\n\n\u003Cp>b.The Company is a limited liability company incorporated and carrying on\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.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>e.To negotiate this supplementary agreement to regulate Mweya Safari Lodge\nLtd, Paraa Safari Lodge Ltd & Chobe Safari Lodge Ltd unionized employees’\nsalaries and benefits not determined in the CBA between UHOA on behalf of its\nmember establishments.\u003C\u002Fp>\n\n\u003Cp>f.That reference to “The Union” in this agreement refers to HTS-Union.\nThe UNION shall be the sole body representing such employees.\u003C\u002Fp>\n\n\u003Cp>g.The Company and the Union hereby do agree to enter into a Collective\nBargaining Agreement (“CBA”) for employees on all matters concerning the\nterms and conditions of employment of the bargaining unit employees employed by\nthe Company as represented by the Union;\u003C\u002Fp>\n\n\u003Cp>h.That all grievances real or perceived shall be discussed between Mweya\nSafari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe Safari Lodge Ltd and the\nUnion’s Works Committee of Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd\n& Chobe Safari Lodge Ltd.\u003C\u002Fp>\n\n\u003Cp>i.This CBA takes cognizance of the CBA between UHOA for and on behalf of its\nmember establishments of 2008 with HTS- Union, section (ii) of its preamble\nthat provided for individual Companies to negotiate with the Union on matters\nrelating to employees’ terms and conditions of service.\u003C\u002Fp>\n\n\u003Cp>j.Notwithstanding the Collective Bargaining Agreement between Uganda Hotels\nOwners Association (UHOA) and Uganda Hotels, Food, Tourism Supermarkets &\nAllied Workers’ Union (HTS-Union) of 2008, The Company and the Union hereby\ndo agree to enter into a Collective Bargaining Agreement (“CBA”) for\nemployees on all matters concerning the terms and conditions of employment of\nthe bargaining unit employees employed by the Company as represented by the\nUnion;\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE IT IS HEREBY MUTUALLY AGREED AS FOLLOWS: \u003C\u002Fp>\n\n\u003Ch3 id=\"L1225\">Section 2: Definitions\u003C\u002Fh3>\n\n\u003Cp>Notwithstanding any other definition or meaning of the dictions herein, the\nkey words in this CBA are here below described shall stand for the meaning as\nindicated hereto for the purpose of interpretation of this Agreement.\u003C\u002Fp>\n\n\u003Cp>I.In this Agreement, “CBA” means Collective Bargaining Agreement with\ndirect reference to this very Agreement.\u003C\u002Fp>\n\n\u003Cp>II.Abscondment: Shall mean a situation where an employee does not report to\nwork for consecutive number of days without proper authorization and\ninformation.\u003C\u002Fp>\n\n\u003Cp>III.Bargaining Unit this means the categories of employees that fall within\nthe unionisable grades as opposed to those identified under management\nherein.\u003C\u002Fp>\n\n\u003Cp>IV.Disciplinary Committee Means that Committee composed of both management\nand Union representatives that is responsible for discharging and dispensing\noff disciplinary cases concerning employees.\u003C\u002Fp>\n\n\u003Cp>V.Fixed Term Contract Shall mean a contract of employment offered to an\nemployee for fixed period, purposes of seasonal or one off job specification\nand requirement.\u003C\u002Fp>\n\n\u003Cp>VI.Gender Based Violence (GBV) Refers to physical, sexual, economic or\npsychological violations which are subjected to individuals or groups of\npersons based on social expectations of men\u002Fboys and women\u002Fgirls.\u003C\u002Fp>\n\n\u003Cp>VII.Industrial Accident: shall mean, any accident that an employee meets\nwhile travelling to the place of work; the time the employee is on duty and\nwhile travelling to his\u002Fher place of residence for purposes of work.\u003C\u002Fp>\n\n\u003Cp>VIII.Industrial Disease: shall mean an ailment an employee suffers as a\nresult of performing his\u002Fher duties assigned to him\u002Fher by the company.\u003C\u002Fp>\n\n\u003Cp>IX.Lay off means the temporary or permanent cessation of employees’\nservice in circumstances where the Company decides that the circumstances\nrequire a temporary reduction of personnel or hours of work. (agree to mgt\nproposal)\u003C\u002Fp>\n\n\u003Cp>X.Management shall refer to the Managing Director\u002FDirectors, General\nManager, Finance controller, Expatriates, and Human Resource Manage.\u003C\u002Fp>\n\n\u003Cp>XI.Miscarriage: is the loss of pregnancy by an expectant mother before 20\nweeks of gestation.\u003C\u002Fp>\n\n\u003Cp>XII.Premature: An expectant mother delivers a baby before 37 weeks of\npregnancy\u003C\u002Fp>\n\n\u003Cp>XIII.Repatriation Allowance\u002Ffee: Shall mean the allowance or fee paid to the\nemployee who is recruited 100 kilometres or more from where he\u002Fher is deployed\nto work or to one who has worked with the same employer for ten years and upon\nthe death of an employee.\u003C\u002Fp>\n\n\u003Cp>XIV.‘’Resignation’’ When an employee officially and procedurally\nstops or terminates his\u002Fher contract at his\u002Fher discretion\u002F decision\u003C\u002Fp>\n\n\u003Cp>XV.Redundancy” means the involuntary loss of employment arising from a\nsituation where: The Company has ceased or intends to cease to carry on the\nbusiness for the purposes of which the employee was employed or to carry on\nthat business in the place where the employee was so employed;\u003C\u002Fp>\n\n\u003Cp>XVI.Retirement’’ in this agreement shall mean an employee who ceases to\nwork with the company on the following grounds;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Old age of 55 (fifty-five);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Medical unfitness;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Voluntary at 50 (fifty) years of age, after\nworking for more than 5 years;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Voluntary retirement after working for more than\n10 years.\u003C\u002Fp>\n\n\u003Cp>XVII.\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">Sexual harassment: is unwanted, unwelcome and unasked- for behaviour of\na sexual 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\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>XVIII.Still Birth: is the death of foetus after 20 weeks of pregnancy, but\nbefore or during birth, meaning the bay is born with no signs of life.\u003C\u002Fp>\n\n\u003Cp>XIX.Shop Steward(s)” means a member of the Union elected by other members\nto represent them in dealings with the Company and “Chief Shop Steward”\nshall mean the head of Shop Stewards\u003C\u002Fp>\n\n\u003Cp>XX.\u003C\u002Fp>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.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>XXI.Termination’’ This refers to the situation where either the employer\nor the employee stops the employment appointment\u002Fcontract.\u003C\u002Fp>\n\n\u003Cp>Repatriation Allowance\u002Ffee: Shall mean the allowance or fee paid to the\nemployee who is recruited 100 kilometres or more from where he\u002Fher is deployed\nto work or to one who has worked with the same employer for ten years and upon\nthe death of an employee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L153\">Sec. 3. Guiding Principles\u003C\u002Fh3>\n\n\u003Cp>The company and the union agree that when negotiating this agreement, the\nguiding principle shall be;-\u003C\u002Fp>\n\n\u003Cp>i.To regulate relations between them in the interest of mutual understanding\nand co-operation.\u003C\u002Fp>\n\n\u003Cp>ii.To ensure the speedy and impartial settlement of real or alleged disputes\nor grievances.\u003C\u002Fp>\n\n\u003Cp>iii.To obtain improvement in workers’ earnings from time to time based on\nthe ability of the company to pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">iv.To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed, and color.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v.To always observe and consider the interests of the employer, the Union,\nand the workers.\u003C\u002Fp>\n\n\u003Cp>vi.To ensure high standards for the productivity of the workers and the\ncompany.\u003C\u002Fp>\n\n\u003Ch3 id=\"L169\">Section 4.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,\u003C\u002Fp>\n\n\u003Cp>to provide for the operation of the services of the Company under methods\nwhich will further, to the fullest extent possible, the safety of the\nCompany’s business and the efficiency of its operation; 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=\"L177\">Section 5.Information:\u003C\u002Fh3>\n\n\u003Cp>a)All new employees will be informed of this CBA by either party when their\nemployment commences. This CBA will govern the relationship of such new\nemployees with the Company if such employees accept to become members of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>b)The job categories in the attached schedule indicate entry points\n(starting points) for each category of Employees and the length of service.\u003C\u002Fp>\n\n\u003Ch3 id=\"L183\">Section 6.Existing privileges:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Save as otherwise provided herein, employee already in service shall not\nreceive remuneration or privilege, less favourable than his\u002Fher current\nremuneration of service after the signing\u002Fcoming into force of this\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L187\">Section 7. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L187\">Probation:\u003C\u002Fh3>\n\n\u003Cp>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>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L191\">Section 8. 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 short-term\ncontract at either a peace rate or for a specified period only.\u003C\u002Fp>\n\n\u003Ch3 id=\"L197\">Section 9. 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\nemployees’\u002Funion members.\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\u003Ch3 id=\"L205\">Section.10. 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=\"L211\">Section 11.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 July, 2025 for a period of three (3) years and\nshall continue in force until otherwise amended by the parties.\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=\"L217\">Section 12.Salaries\u002FWages Review\u003C\u002Fh3>\n\n\u003Cp>The Company & the Union agree that when determining the wages\u002Fsalaries\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\u003Cp>c)The economic and social objectives of the Company and the community.\u003C\u002Fp>\n\n\u003Cp>d)Equal work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.\u003C\u002Fp>\n\n\u003Ch3 id=\"L229\">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 Unionizable\ngrades may join the Union in accordance with the Labour Unions Act 228 and the\nLabour Unions (Check Off) Regulations, 2011.\u003C\u002Fp>\n\n\u003Cp>b)Union dues shall be made against the gross salary or the same principle\nfor the National Social Security Fund.\u003C\u002Fp>\n\n\u003Cp>c)The Company shall deduct and remit a levy (prescribed in \u003C\u002Fp>\n\n\u003Cp>the above said Regulations) together with Union Dues from any Unionizable\nemployee who is not a member of the Union but benefits from the terms of this\nCBA.\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 to wit; 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)Any gratuity payable or paid to any Employee(s) who retire (other than\nmedical reasons) will be subjected to a 2% Union fee. The said 2% will be\nwithheld by the Company and transferred or remitted to the Union as soon as\npossible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L243\">Section 14.Job Vacancy and Promotions\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 when their\nemployment commences and will be urged to join and remain fully paid-up members\nof the Union.\u003C\u002Fp>\n\n\u003Cp>b)The Management shall give top priority to the existing qualified Employees\nfor any post that may fall vacant. No Employee shall be subjected to a\nprobationary period on promotion.\u003C\u002Fp>\n\n\u003Cp>c)For all positions and posts that fall vacant within the Company, the first\npriority to fill such positions shall be given to qualified indigenous staff\nand\u002For in accordance with the requirements of the job subject to\nsuitability.\u003C\u002Fp>\n\n\u003Cp>d)Job position shall be commensurate with the grade for that position as\nshall be structured by the HR department in an appendix to form part of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>e)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\u003Ch3 id=\"L257\">Section 15. The Right to Stop and Search Staff\u003C\u002Fh3>\n\n\u003Cp>a)The parties to this Agreement recognize the importance and\u003C\u002Fp>\n\n\u003Cp>the right of security personnel of the Company to carry out the ‘stop and\nsearch’ practice, however the conduct of this practice shall be done in the\nmost humane and professional manner possible so as to avoid causing\nembarrassment to the person being subjected to the said search.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>b)For instance, it is recommended that female Security officers should be\nthe ones to search female employees and the vice-versa should be applied with\nthe males.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch3 id=\"L265\">Section 16. 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>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>b)In the event that there is a 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\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\u003Ch3 id=\"L273\">Section 17. Overtime\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>a)All hours worked in excess of the agreed daily normal hours of work as per\nPART TWO; Section 16. of this agreement will be deemed to be overtime.\u003C\u002Fp>\n\n\u003Cp>b)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of gross pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c)Any overtime worked on gazetted public holidays shall be calculated at 2\n(two) times the gross hourly rate.\u003C\u002Fp>\n\n\u003Cp>d)Any overtime worked on rest days shall be calculated at 1.5 (One and a\nhalf) times the gross hourly rate or time off in lieu.\u003C\u002Fp>\n\n\u003Cp>e)Overtime rates shall apply only where at least 30 minutes have been worked\nin excess of one’s normal working hours.\u003C\u002Fp>\n\n\u003Cp>f)Overtime shall be worked at the request of management and recorded at the\nend of each week and signed for by the employee and the head of department or\nthe respective supervisor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L287\">Section 18.Payment of Salaries\u002FWages\u003C\u002Fh3>\n\n\u003Cp>a)Salaries \u002Fwages will be paid either by bank transfer, cash and or mobile\nmoney.\u003C\u002Fp>\n\n\u003Cp>b)All Employees will be required to open a salary account\u003C\u002Fp>\n\n\u003Cp>with a bank(s) selected to be convenient to the majority of employees in\nUganda where salaries \u002Fwages will be paid. The Employees must notify the\nCompany of the account number, branch and address of the bank to which payments\nare to be made.\u003C\u002Fp>\n\n\u003Cp>c)Bank charges arising from the salaries\u002Fwages payment to the workers shall\nbe met by the Company provided their accounts are in the banks agreeable and\nnotified to the Company as aforesaid.\u003C\u002Fp>\n\n\u003Cp>d)Salaries shall be paid by the last day of the month or in the worst case\nby the 5th day of the subsequent month; any such delays shall be communicated\nto the staff by a Memo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L299\">Section 19.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 Sec 18. 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 holidays.\u003C\u002Fp>\n\n\u003Ch3 id=\"L305\">Section 20.Occupational Health, Safety and Uniforms\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereto do agree that the Company shall continue to maintain\nall existing devices and practices for the purpose of promoting healthful and\nsafe working conditions and shall comply with the Occupational Safety and\nHealth Act Cap 231.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>b)It is also agreed that the Company, Union and employees shall observe,\npromote and respect the Workman’s Compensation Act Cap, 233 on matters of\nindustrial accidents and Diseases.\u003C\u002Fp>\n\n\u003Cp>c)It is hereby agreed by the parties that the Company shall provide a safe\nworking environment, suitable uniforms, protective gears, clothing and\nfacilities for the welfare of all workers and also consult the Union on matters\nof Occupational Health and safety.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)The employee shall be required to use the provided safety\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp> gears at the\nworkplace or else management may institute disciplinary actions against the\nsaid employee who does not comply.\u003C\u002Fp>\n\n\u003Cp>e)The parties also agree that there shall be a Safety, Health,\u003C\u002Fp>\n\n\u003Cp>and Welfare Committee, which shall regularly review all matters relating to\nhealth, safety, and welfare. Any of the shop stewards shall attend the OSH\ncommittee meetings where the committee does not have a shop steward among the\nelected members.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>f)It is also agreed that the Company shall insure all its employees for\npurposes of ensuring safety and healthy for the Employees as well as avoiding\nfines and penalties in cases of industrial accidents.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>g)The parties hereto agree to provide information and facilitate training of\nemployees on OSH and Workers Compensation as a way to control and prevent\nindustrial Hazards, injuries accidents, diseases and\u002For death in the\nworkplace.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L323\">Section 21.\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L323\">Gender Based Violence, Sexual Harassment & HIV\u002F\nAIDS 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 the\nworkplace through awareness raising on the same and putting in place mechanisms\nto deal with GBV and its effects.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)The Company in consultation with the Union shall establish and publish a\nSexual Harassment and HIV\u002FAIDS policy at the workplace and a committee shall be\nestablished for purposes of implementation and Management of the said\npolicies.\u003C\u002Fp>\n\n\u003Ch2 id=\"L331\">PART THREE DISCIPLINARY CODE:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L333\">Section 22. 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 the performance and conduct of\nan employee;\u003C\u002Fp>\n\n\u003Cp>b)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>c)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>d)Misconduct may be minor or gross misconduct, behaviour deemed to be minor\nmisconduct can result in verbal written and final written warnings, and actions\ndeemed as gross misconduct shall result in to final written warning or\ndismissal, actions shall be classified as gross misconduct when the action\ncauses loss or risk to company, person, business or property.\u003C\u002Fp>\n\n\u003Ch3 id=\"L345\">Section 23. Disciplinary and Appeal Time Frame\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"37\" style=\"width:28.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">No.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">ACTION\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">Period\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" style=\"width:118.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">From.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:26.65pt\">\n      \u003Ctd width=\"37\" style=\"width:28.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.65pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:18.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.65pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">Notice of Disciplinary\n        Hearing\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.65pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">5 Consecutive\n        Days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" style=\"width:118.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:26.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"37\" style=\"width:28.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:18.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:10.9pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">Committee response to the outcome\n        of the Disciplinary Hearing\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:10.8pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">5 Consecutive\n        Days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" style=\"width:118.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:10.8pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">From Disciplinary Hearing\n        Date\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"37\" style=\"width:28.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:18.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">3\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">Appeal through the Chair of\n        Disciplinary Hearing\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">7 Consecutive\n        Days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" style=\"width:118.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">From the date of the Disciplinary\n        Hearing Outcome.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.9pt\">\n      \u003Ctd width=\"37\" style=\"width:28.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:18.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;color:black\">4\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.4pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">Response of the Appeal Hearing\n        from the Appeal Referee \u002F Management\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">consecutive days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" style=\"width:118.1pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;color:black\">From the date of the appeal\n        hearing.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L361\">Section 24. Disciplinary Committee (DC) composition\u003C\u002Fh3>\n\n\u003Cp>a)The parties to this Agreement do hereby agree that the disciplinary\nhearings shall be conducted by the Disciplinary Committee under the auspices of\nthe Human Resources manager or his\u002Fher representative. The Chairperson can be\nanyone of equal or higher rank than the member being heard.\u003C\u002Fp>\n\n\u003Cp>b)The DC shall comprise of 3 persons, i.e. the chairperson, 1 representative\nfrom Union, and 1 representative from management\u003C\u002Fp>\n\n\u003Cp>c)In addition to the above, an initiator from the company and a union’s\nrepresentative of his choice will be part of the disciplinary hearing (DH).\u003C\u002Fp>\n\n\u003Cp>d)The person\u002Fofficer initiating an offense\u002Fgrievance\u002F complaint or the one\nwho has investigated the matter for DH thereto, shall not chair the DC\nthereof.\u003C\u002Fp>\n\n\u003Cp>e)The investigator and or any person who makes a statement in the matter\nunder review may be subjected to crossexamination at the call of the DC.\u003C\u002Fp>\n\n\u003Cp>f)Decisions of the DC at any level shall be binding and applicable to the\nparties thereto and the employee in effect unless otherwise appealed\nagainst.\u003C\u002Fp>\n\n\u003Ch3 id=\"L375\">Section 25. Disciplinary Procedure.\u003C\u002Fh3>\n\n\u003Cp>The following are the disciplinary procedures for offenses involving\nmisconduct that do not 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\u002F caution warning by the relevant\nrepresentative of the Company. Such warnings do not require a disciplinary\nhearing, but a note is to be added to the employee’s file as a record of\nbehaviour. Such verbal warning shall be signed by the employee in effect.\u003C\u002Fp>\n\n\u003Cp>b)First Written Warning: Where an Employee commits an identical or similar\noffense or more serious breach of Company policy, manual, rules, and\u002For\nprocedure, including offenses 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 offense, misconduct and\u002For misbehaviour 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\ntwelve months following the warning letter in (b) above, the Head of Department\nshall issue a second warning letter, giving copies to the Union and management\nof the Company and a copy of the same shall be placed on the Employee’s\npersonal file.\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 the previous warning, the\nEmployee fails to remedy the breach, misconduct and\u002For misbehaviour, the Human\nResource Manager shall issue a final warning letter, giving a copy to the Union\nand management of the Company and a copy of the same shall be placed on the\nEmployee’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=\"L389\">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\noffenses: -\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 Authorized or Unauthorized: 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)Unauthorized absence(s) is where the employee did not report or\ncommunicate to the supervisor within the appropriate time and was not excused\nin advance for such events as illness, family emergencies, transportation\nemergencies, family member illness, and\u002For death, and household emergencies\nsuch as flooding.\u003C\u002Fp>\n\n\u003Cp>f)Written warnings may be issued in respect of all unauthorized absences\nsubject to the decision of the disciplinary Committee depending on each\ncircumstance 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 and the\nemployee is required to have obeyed. Insubordination will also constitute both\nunwillingness to carry out a directive from a manager or supervisor; and\ndisrespectful behaviour towards a manager or supervisor as shall be determined\nby 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\u003C\u002Fp>\n\n\u003Cp>Employee resulting from either carelessness or indifference; and may\ninclude, but not be limited to any of 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;\">v.Any public behaviour which has or may have the\neffect of bringing the Company’s reputation into disrepute.\u003C\u002Fp>\n\n\u003Ch3 id=\"L425\">Section 27. Dereliction:\u003C\u002Fh3>\n\n\u003Cp>Dereliction will constitute the conscious or wilful neglect of an\nEmployee’s duty and will include the following situations for which sanctions\nshall be preferred.\u003C\u002Fp>\n\n\u003Cp>a)Giving the vault\u002Fstrong room\u002Fcar 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)Deserting a position or post without an acceptable reason \u002F\nauthorization;\u003C\u002Fp>\n\n\u003Cp>c)Because he\u002Fshe wants to leave, the Employee fails to implement essential\nsecurity procedures;\u003C\u002Fp>\n\n\u003Cp>d)Wilful neglect leading to loss or damage of the Company interests and\nproperty, revenues, and\u002For image;\u003C\u002Fp>\n\n\u003Cp>e)Wilfully ignoring guests or clients.\u003C\u002Fp>\n\n\u003Cp>f)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>g)Reporting to work under the influence of an intoxicant.\u003C\u002Fp>\n\n\u003Cp>h)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>i)Refusal to comply, adhere or execute Company Policies.\u003C\u002Fp>\n\n\u003Cp>j)Rudeness to customers witnessed by a third party.\u003C\u002Fp>\n\n\u003Cp>k)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>l)Refusal to receive and acknowledge communication from management such as\nmemos, notices, etc amounts to an offense.\u003C\u002Fp>\n\n\u003Cp>m)Philological and other minor forms of sexual harassment.\u003C\u002Fp>\n\n\u003Cp>n)Psychological and other minor forms of Gender-Based Violence.\u003C\u002Fp>\n\n\u003Cp>o)In cases of an employee committing the above offenses, the company subject\nto the provisions of this CBA and the law through the DC shall consider\nsanctioning such an employee with either a Final Warning Letter; Suspension\nwithout pay as a sanction; salary deduction; demotion or termination of\nemployment as the DC shall determine.\u003C\u002Fp>\n\n\u003Ch3 id=\"L459\">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, forgery 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 the workplace.\u003C\u002Fp>\n\n\u003Cp>e)verifiable intoxication on duty whether of drugs or alcohol;\u003C\u002Fp>\n\n\u003Cp>f)Bringing dangerous weapons onto the Company premises.\u003C\u002Fp>\n\n\u003Cp>g)Drug and substance abuse resulting to psychotropic behaviour\u003C\u002Fp>\n\n\u003Cp>h)Wilful damage of Company’s property\u003C\u002Fp>\n\n\u003Cp>i)Unexcused prolonged absenteeism without proper cause.\u003C\u002Fp>\n\n\u003Cp>j)Divulging confidential Company information\u003C\u002Fp>\n\n\u003Cp>k)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>l)Gross negligence causing damage\u002Floss to property, persons or loss to\nbusiness\u003C\u002Fp>\n\n\u003Cp>m)Sexual Harassment as may be reported by one party.\u003C\u002Fp>\n\n\u003Cp>n)Gender Based Violence as may be reported.\u003C\u002Fp>\n\n\u003Cp>o)Notwithstanding the aforegoing provisions, the Company may in cases\ndeserving of summary dismissal instead, inflict upon the employee any of the\nfollowing sanctions: -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.Reprimand.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.Demotion;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii.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.Recovery of loss caused to the company by the\nemployee\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">vi.withholding of salary increment or promotion;\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">vii.Termination or dismissal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L507\">Section 29. Suspensions\u003C\u002Fh3>\n\n\u003Cp>a)Suspensions for Investigation\u003C\u002Fp>\n\n\u003Cp>1.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>2.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>b)Suspension as a sanction:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">I.Suspension may be preferred to an employee as a\nsanction arising from the decision of a disciplinary hearing where the employee\nis not terminated but rather suspended.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">II.This type of suspension will be without pay and\nfor a period not exceeding four weeks.\u003C\u002Fp>\n\n\u003Ch3 id=\"L523\">Section 30. Disciplinary Appeals\u003C\u002Fh3>\n\n\u003Cp>a)it further agreed that matters at appeal level shall be handled by the\nExecutive management. This shall be the last step in the internal grievance\nhandling process.\u003C\u002Fp>\n\n\u003Cp>b)The parties hereto agree that where the above processes fail, either party\nshall retain the liberty to resort to the mechanisms provided for under the\nLabour Disputes Arbitration and Settlement Act, Cap. 227 or other applicable\nlaws.\u003C\u002Fp>\n\n\u003Ch2 id=\"L531\">PART FOUR PARENTAL RIGHTS, PROTECTION AND PRIVILEGES\u003C\u002Fh2>\n\n\u003Ch3 id=\"L533\">Section 31. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Ch3 id=\"L533\">Paternity leave\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereby agree that a male employee shall, immediately after the\ndelivery or miscarriage of his registered\u002Fdeclared wife, be granted (5) five\nworking days of paternity leave to enable him to provide the required\nassistance at home.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b)The employee upon return from the said leave shall provide\ndocumentation\u002Fproof of delivery of the child to Management.\u003C\u002Fp>\n\n\u003Ch3 id=\"L539\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Ch3 id=\"L539\">Section 32. Maternity leave\u003C\u002Fh3>\n\n\u003Cp>a)A female employee shall, as a consequence of pregnancy, be entitled to 60\n(sixty) working days’\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>maternity leave on full pay in accordance with the law. This leave may be\nextended at the Company’s discretion.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b)It is also hereby agreed by the parties that the pregnant shall be\nrequired to go for maternity leave two (2) weeks before the expected date of\ndelivery.\u003C\u002Fp>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Ch3 id=\"L549\">Section 33.Protection of female employees\u003C\u002Fh3>\n\n\u003Cp>a)It is hereby agreed that a pregnant woman whose pregnancy is above 6 (six)\nmonths shall be exempted from night duty 10:00 pm to 7 am.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed by the parties that the company shall provide\nappropriate uniforms for pregnant employees whose pregnancy is above 5\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)That for pregnant employees and or mothers with homes in neighbour with\nthe parks where they work, their days off duty for antenatal services and those\nfor post-natal including days for immunization of a child shall be granted a\nweekly day off that suits her requirement for this purpose.\u003C\u002Fp>\n\n\u003Cp>d)The parties hereto also agree that maternity leave for qualifying\nemployees shall be given as per the law. Considering the safety of the newborn\nbaby and the company policy not to allow families in the lodges, the said\nemployee can request in writing extra maternity leave for up to another three\nmonths. But such leave will be without pay.\u003C\u002Fp>\n\n\u003Ch3 id=\"L559\">Section 34.Maternity related sicknesses or confinement\u003C\u002Fh3>\n\n\u003Cp>a)Still birth: A female employee who experiences still birth shall be\nentitled to 8 weeks of leave; however, the said employee may be free to return\nafter 6 weeks upon recommendation of a medical Doctor and a written request to\nManagement by the staff.\u003C\u002Fp>\n\n\u003Cp>b)Miscarriage: A female employee who loses pregnancy as result of\nmiscarriage shall be entitled to at least 8 weeks of leave, however the said\nemployee may be free to return after 6 weeks upon recommendation of a Medical\nDoctor and a written request to Management by the staff.\u003C\u002Fp>\n\n\u003Cp>c)Premature: A female employee who gives birth to a\u003C\u002Fp>\n\n\u003Cp>premature baby, the said employees shall be entitled to full maternity leave\nbenefits. In addition, the,,,,,,,,,,,,\u003C\u002Fp>\n\n\u003Cp>d)In cases related to Still birth, Miscarriage, Premature and or Pregnancy\nor confinement affecting either the mother or the baby, and making the\nmother’s return to work inadvisable, the said employees shall be entitled to\nreturn to work within eight weeks after the date of childbirth, still birth or\nmiscarriage.\u003C\u002Fp>\n\n\u003Cp>e)In extenuating circumstances any further leave days considered shall be\ngranted on the advice of the medical doctor and payable at 50% of the\nemployee’s salary.\u003C\u002Fp>\n\n\u003Ch2 id=\"L575\">PART FIVE BENEFITS AND ALLOWANCES:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2amount1\">\u003Ch3 id=\"L577\">Section 35.Death Expenses\u002FBenefits\u003C\u002Fh3>\n\n\u003Cp>a)It is hereby agreed that in the case of death of an employee, the Company\nshall transport the deceased’s body to its place of final rest free of\ncharge, provide a coffin and all the deceased’s legal dues, gratuity, pending\nleave(s) if any, days worked, overtime\u002Fpublic holidays if any to the Next of\nKin or Administrator General or Executor to the deceased’s estates.\u003C\u002Fp>\n\n\u003Cp>b)The company shall in addition pay Ugx 300,000(Three hundred thousand\nshillings only) towards burial expenses. In circumstances where a coffin has\nnot been provided, the company shall pay UGX 500,000(Five Hundred thousand\nshillings only) to the deceased’s family.\u003C\u002Fp>\n\n\u003Cp>c)It is also hereby agreed that in case an employee loses a registered\nchild, he\u002Fshe shall be paid UGX. 150,000 (One Hundred and Fifty thousand\nshillings only) by management as a contribution for burial arrangements. This\nshall be done for up to two (2) children up to the age of 18 years.\u003C\u002Fp>\n\n\u003Cp>d)It is also hereby agreed that in case an employee loses a registered\nspouse, he\u002Fshe shall be paid UGX. 150,000 (One Hundred and fifty thousand\nshillings only) by management as a contribution for burial arrangements.\u003C\u002Fp>\n\n\u003Cp>e)The Management shall facilitate at least two employees from the Union\nWorks Committee to represent Management and the Union at the burial of the\nemployee for a maximum of two days as per the travel and subsistence\nallowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3 id=\"L589\">Section 36. 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\u003C\u002Fp>\n\n\u003Cp>service shall be entitled for annual leave as scheduled below: -\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"44\" style=\"width:33.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">No.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"178\" style=\"width:133.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:15.85pt\">\u003Ctd width=\"178\" style=\"width:133.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Length Of Service\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" style=\"width:166.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Annual Leave Days Per\n        Annum\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"44\" style=\"width:33.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"178\" style=\"width:133.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Up to 3\n        Years of Service\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" style=\"width:166.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">21\n        consecutive days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"44\" style=\"width:33.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"178\" style=\"width:133.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 to 6\n        Years of Service\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" style=\"width:166.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">27\n        consecutive days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"44\" style=\"width:33.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:16.3pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">3\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"178\" style=\"width:133.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:16.3pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">7 Years\n        and above\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"222\" style=\"width:166.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:16.3pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">30\n        consecutive days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:16.3pt\">\u003Ctd width=\"222\" style=\"width:166.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:16.3pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\u003C\u002Fdiv>\n\n\u003Cp>b) This annual leave may be taken once depending on the business schedule as\nshall 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)All employees proceeding on annual leave shall be entitled to a baggage\nallowance of UGX 50.000 (Fifty thousand shillings only) per annum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Wages and any allowances for leave will be paid prior to the date the\nleave commences.\u003C\u002Fp>\n\n\u003Cp>f)An employee of the company proceeding on annual leave, shall be entitled\nto a reimbursement of transport to and from at public running rates to a stop\nnearest to the employee’s home.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Ch3 id=\"L615\">Section 37. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3 id=\"L615\">Sick Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>a)The Employee shall receive full pay for the one (1) month of illness.\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)Employee who is unable to attend duty due to medical illness should\ncommunicate to management within 48 hours.\u003C\u002Fp>\n\n\u003Cp>d)Upon expiry of the aforementioned period, retirement on medical grounds\nshall be considered by the 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>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\n\n\u003Cp>e)An employee on sick leave shall continue to enjoy his\u002Fher seniority in\nregard to service seniority and accumulation of annual leave.\u003C\u002Fp>\n\n\u003Cp>f)Medical documents from a registered medical practitioner is required to be\nproduced for any period exceeding 48 hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L631\">Section 38. 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\u002F wages will be paid until person returns to work in\naccordance to the Workman’s Compensation Act Cap, 233 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, all provisions of the Act shall apply, including\nprovisions of the Third Schedule which covers industrial diseases.\u003C\u002Fp>\n\n\u003Cp>d)It is also agreed by the parties hereto that compensation for industrial\naccidents is only done after assessment by a qualified medical practitioner\nfrom the government facility or one appointed or accredited by government for\nthat purpose, not every accident is compensated as compensation is for the\nloss\u002Fincapacitation one sustains from the industrial accident met as per\nWorkers Compensation Act Cap, 233.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L641\">Section 39. 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 will be granted\ncompassionate paid leave in the following manner: -\u003C\u002Fp>\n\n\u003Cp>i.If the employee’s family lives in an area near or in the outskirts of\nthe respective Park, the employee will be entitled to 3 (three) days\ncompassionate leave with full pay.\u003C\u002Fp>\n\n\u003Cp>ii.If the employee’s family lives outside the its outskirts of the\nrespective Park, the Employee will be entitled to 5 (five) days compassionate\nleave with full pay.\u003C\u002Fp>\n\n\u003Cp>c)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,\nor mother, from a nuclear family. In other circumstances, the employee may at\nthe Company’s discretion, be allowed to proceed on an unpaid compassionate\nleave as per Employment Act Cap, 226.\u003C\u002Fp>\n\n\u003Ch3 id=\"L655\">Section 40. Leave for Union Activities\u003C\u002Fh3>\n\n\u003Cp>It is hereby agreed that the Company and the Union realize the need for a\nstrong Union with well-trained Union officials\u002Fmembers responsible for\nexecuting the affairs of the Union in the interest of both parties hereto and\nto the nation as a whole and therefore agree that the following leave with pay\nwill be granted by the Company to the Union officials or any of the employees\n(Union members) of the Company:\u003C\u002Fp>\n\n\u003Cp>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 work during the requested period, in deciding whether to grant or\nrefuse an application for leave.\u003C\u002Fp>\n\n\u003Cp>c)Employees shall be granted leave of absence to attend Union activities,\nmeetings\u002Fworkshops at the permission of management in consideration of the\noperational requirements of the company. Such leave shall not be unreasonably\nwithheld and will be paid up to a maximum of 14 (fourteen) days per annum. The\nUnion will give the employer at least seven days’ notice for such leave but\nin case of an emergency meeting, a notice of 48 hours shall suffice.\u003C\u002Fp>\n\n\u003Cp>d)Any employee(s) granted leave under this Section shall not accept\nemployment elsewhere during such period.\u003C\u002Fp>\n\n\u003Cp>e)Union Office Operation Hours; The Chief Shop steward and the Branch\nSecretary shall be accorded time off as part of working hours in intervals, to\noperate the union office in order to attend to workers’ issues. The time off\nshall be arranged administratively. As long as it doesn’t interfere with\nemployees scheduled working hours.\u003C\u002Fp>\n\n\u003Ch3 id=\"L669\">Section 41.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, be 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=\"L675\">Section 42.Repatriation Allowance\u002FFees\u003C\u002Fh3>\n\n\u003Cp>a)It is hereby agreed by the parties hereto that an employee upon leaving\nemployment and who is eligible forrepatriation as in accordance with the\nEmployment Act Cap, 226; shall be paid repatriation allowance in accordance\nwith the matrix herewith below.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"77\" style=\"width:57.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Category\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" style=\"width:153.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Distance\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" style=\"width:104.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Repatriation Fee\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"77\" style=\"width:57.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">One\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" style=\"width:153.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">1 to 100 Kilometers\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.05pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">(only staff who have worked for over 10\n        years)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" style=\"width:104.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">180,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"77\" style=\"width:57.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Two\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" style=\"width:153.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">101 to\n        200 Kilometers\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" style=\"width:104.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">240,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"77\" style=\"width:57.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Three\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" style=\"width:153.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">201 to\n        300 Kilometers\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" style=\"width:104.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">280,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.55pt\">\n      \u003Ctd width=\"77\" style=\"width:57.6pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:16.55pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Four\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" style=\"width:153.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:16.55pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">301 and\n        above Kilometers\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" style=\"width:104.9pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:16.55pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">350,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>b)Repatriation will apply under the following circumstances.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i)Where a staff member is employed from more than\n100Km away from the lodge.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii)A staff member has been employed for 10 years or\nlonger.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii)Repatriation will be paid on successful\ncompletion of probation.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iv)Staff who have worked less than 10 years and\nlive within 100km do not qualify for repatriation.\u003C\u002Fp>\n\n\u003Cp>c)No transport and baggage allowance - repatriation replaces this cost.\u003C\u002Fp>\n\n\u003Cp>d)Repatriation to be calculated on address given at time of employment based\non National ID card\u002Fregistered place of domicile at the time of joining\n(supported by the LC letter).\u003C\u002Fp>\n\n\u003Cp>e)Repatriation does not apply in the case of death benefits being paid.\u003C\u002Fp>\n\n\u003Cp>f)For staff who do not qualify for repatriation, the company will provide\nthe transport cost back to their registered residence.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_dismissal_type\">\u003Ch3 id=\"L709\">Section 43.Retirement\u002FLayoff \u002FRedundancy\u003C\u002Fh3>\n\n\u003Cp>Termination notice under this clause shall apply in the following cases:\u003C\u002Fp>\n\n\u003Cp>a)Retirement\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Old age, to mean when an employee attains the age\nof 55 years (fifty-five)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Medical unfitness, illness as shall be satisfied\nby a government qualified medical practitioner.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Voluntary or early retirement shall apply in\naccordance with the retirement benefits Matrix herein provided under this\nSection) on retirement benefits. M87840\u003C\u002Fp>\n\n\u003Cp>b)Resignation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o When the employee officially and procedurally\nterminates his\u002Fher contract at his\u002Fher discretion\u002Fdecision.\u003C\u002Fp>\n\n\u003Cp>c)Layoff: Arising out or either company restructuring, rightsizing at the\nemployer’s discretion where if things get better, there may be an opportunity\nfor some employees to come back as fresh employees.\u003C\u002Fp>\n\n\u003Cp>d)Redundancy\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o This will refer to permanent cessation of\nemployment which may arise as a result of total closure of the company or\nchange of business where the existing employees can no longer work with the new\ncompany.\u003C\u002Fp>\n\n\u003Cp>e)Retirement benefits\u003C\u002Fp>\n\n\u003Cp>An employee having served the Company shall be entitled to the following\nretirement benefits in regard to:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Retirement (old age, medical unfitness,\nVoluntary\u002FEarly retirement)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)Resignation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)Lay-off\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)Redundancy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f)It is agreed by the parties for any employee who qualifies for any of the\nabove categories herein (Sec.41 i), (a) to (d)) shall be paid retirement\nbenefits in accordance to the matrix here below times the number of years the\nemployee has served the company using the employee’s current salary.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"292\" colspan=\"2\" style=\"width:218.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:15.85pt\">\u003Ctd width=\"292\" colspan=\"2\" style=\"width:218.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Period worked (Years)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Days\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"292\" colspan=\"2\" style=\"width:218.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003C\u002Ftd>\u003Ctd width=\"292\" colspan=\"2\" style=\"width:218.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Less\n        than (1) year\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">NIL\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"38\" style=\"width:28.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">1.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"253\" style=\"width:189.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Two(2)\n        to Three (3)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"38\" style=\"width:28.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">2.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"253\" style=\"width:189.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003C\u002Ftd>\u003Ctd width=\"253\" style=\"width:189.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Four\n        (4) to Nine (9)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"38\" style=\"width:28.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">3.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"253\" style=\"width:189.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Ten\n        (10) to Fifteen (15)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"38\" style=\"width:28.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">4.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"253\" style=\"width:189.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Above\n        Fifteen (15)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.9pt\">\n      \u003Ctd width=\"38\" style=\"width:28.8pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">5.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"253\" style=\"width:189.85pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Medical\n        unfitness\u002F Death\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:13.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">As\n        above\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:13.9pt\">\u003Ctd width=\"124\" style=\"width:92.65pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:13.9pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\u003C\u002Fdiv>\n\n\u003Cp>g) In case of medical unfitness for employees who have served the company\nfor less than three Years (3), a 21-days’ pay shall apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlyamount1\">\u003Ch3 id=\"L765\">Section 44. Long Service Award:\u003C\u002Fh3>\n\n\u003Cp>a)Management and the Union hereby agree to appreciate long serving employees\nwith the company. Such employees\u003C\u002Fp>\n\n\u003Cp>shall be appreciated and rewarded with a gift worth of Uganda Shilling (UGX)\nas per the schedule here below.\u003C\u002Fp>\n\n\u003Cp>b)This consideration shall be made in cognizance of an employee’s period\nof service with the company from the time of probation.\u003C\u002Fp>\n\n\u003Cp>c)If the employee chooses to receive cash, the amount will be subject to\ntaxation\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"203\" style=\"width:152.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Period worked\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"216\" style=\"width:162.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Award\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"203\" style=\"width:152.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">5\n        Years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"216\" style=\"width:162.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">UGX\n        300,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"203\" style=\"width:152.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">10\n        Years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"216\" style=\"width:162.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">UGX\n        550,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"203\" style=\"width:152.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">15\n        Years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"216\" style=\"width:162.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">UGX\n        800,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"203\" style=\"width:152.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">20\n        years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"216\" style=\"width:162.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">UGX\n        950,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"203\" style=\"width:152.4pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">25\n        years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"216\" style=\"width:162.25pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">UGX\n        1,200,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:15.85pt\">\u003Ctd width=\"216\" style=\"width:162.25pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:15.85pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L789\">Section. 45. Out of Station\u002FSubsistence Allowance\u003C\u002Fh3>\n\n\u003Cp>d)) It is hereby agreed that out-of-station subsistence allowance shall be\npaid to an employee when he\u002Fshe is required to carry out official duties from\n15 (Fifteen) Kilometers and beyond his\u002Fher work station in the following\nmanner:-\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Facilitation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Amount\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Breakfast\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Ugx\n        6,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Lunch\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Ugx\n        13,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Dinner\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Ugx\n        13,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Accommodation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Ugx\n        45,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>(ii) It is also agreed that out of Station Subsistence allowance outside\nUganda, shall be UGX 12,000 (Twelve thousand Shillings only)) per 24 hours of\nbusiness. The company shall facilitate the employee with transport costs,\naccommodation and full-board.\u003C\u002Fp>\n\n\u003Ch3 id=\"L807\">Section 46. \u003C\u002Fh3>\u003Ch3 id=\"L807\">Medical Benefit\u003C\u002Fh3>\n\n\u003Cp>It is hereby agreed by the parties that the company shall provide medical\ntreatment to the employees as here below provided:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>a)The company shall provide medical treatment to its employees in\nconsideration of the OSH Act, Cap 231 and the Workman’s Compensation Act, Cap\n233.\u003C\u002Fp>\n\n\u003Cp>b)Management shall provide First Aid treatment to every employee at\nrespective lodges as shall be administered by a qualified and Registered\nNurse.\u003C\u002Fp>\n\n\u003Cp>c)The First Aid facilities shall be adequately equipped with the necessary\nmedicine to cater for staff ailments.\u003C\u002Fp>\n\n\u003Cp>d)Management shall provide transport to employees who shall have been\nreferred for further treatment at qualified or Government designed Health\nCenters.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Management shall provide transport and pay UGX. 40,000 (forty thousand\nShillings only) on the first day for food and consultation during the time the\nsick employee is on medication on referral by the company nurses.\u003C\u002Fp>\n\n\u003Cp>f)In a situation where an employee has been circumstantially required to\nescort a sick colleague to the hospital the said employee should not be charged\nfor absence, but be provided with meals as per daily rates for not more than\nforty-eight hours.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L825\">Section 47. Transfer of Shop Stewards.\u003C\u002Fh3>\n\n\u003Cp>Transfers affecting union branch leaders (Shop steward) shall be done with a\n21-days’ notice (in cases of emergencies a lesser notice period will be\nconsidered in discussion with the Union\u002F concerned person) to the Union Head\nOffice to allow time to make the necessary arrangements at the branch.\u003C\u002Fp>\n\n\u003Ch3 id=\"L829\">Section 48. Staff Transfer and Allowances\u003C\u002Fh3>\n\n\u003Cp>Cognizant that Mweya Safari Lodge Ltd, Paraa Safari Lodge Ltd & Chobe\nSafari Lodge Ltd located in different Districts, staff shall be transferable\nunder the following terms:-\u003C\u002Fp>\n\n\u003Cp>(i)The staff on transfer shall be entitled to 15 days’ notice period to\nenable him\u002Fher prepare for the said transfer, however in cases of emergencies a\nlesser notice period will be considered and discussed with the concerned\nperson.\u003C\u002Fp>\n\n\u003Cp>(ii)The affected staff shall be transported to the new work station with\nhis\u002Fher property by management.\u003C\u002Fp>\n\n\u003Cp>(iii)Staff on transfer shall be paid UGX. 75,000 (Seventy Five Thousand\nshillings only) as a transfer allowance to enable them to prepare to move to\nnew places of work. The above allowance is not applicable to voluntary transfer\nrequests.\u003C\u002Fp>\n\n\u003Cp>(iv)It is also agreed that for whichever cause of loss of job, an employee\nserving on transfer, shall be repatriated back home in accordance with the\nEmployment Act Cap, 226 and Section 42 of this CBA, on Repatriation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L841\">Section 49.Acting Allowance\u003C\u002Fh3>\n\n\u003Cp>i.It is agreed by the parties hereto that where an employee is required to\nact in a position of higher grade over and above that which is substantive to\nhim\u002Fher for a period in excess of 30 (Thirty) days, the employee shall be paid\nan acting allowance of 10% (Ten percent) of his\u002Fher gross salary.\u003C\u002Fp>\n\n\u003Cp>ii.Should an employee act for 3 (Three) months other than a normal\npromotion, he\u002Fshe may be confirmed in that position by the company in its sole\ndiscretion, depending on one’s performance during the period in the acting\nposition.\u003C\u002Fp>\n\n\u003Ch3 id=\"L849\">Section 50.Staff Transport\u003C\u002Fh3>\n\n\u003Cp>a)The parties hereby agreed that in a bid to improve the safety of the\nemployees especially at night, the company shall provide physical transport to\nand from the camps to their respective workstation for all employees at\ndesignated times.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed by the parties that the company shall transport its\nemployees from the Lodge to the stage\u002Ftown where one can access public\ntransport as per schedule drawn by management.\u003C\u002Fp>\n\n\u003Ch3 id=\"L857\">Section 51.Service Charge\u003C\u002Fh3>\n\n\u003Cp>a)It is hereby agreed by the parties hereto that the Company shall levy a 5%\nservice charge on Accommodation, Food and 2% on Beverages which shall be\ndistributed equally among all the staff.\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed by the parties hereto that 10% of the service charge so\ncollected in every calendar month shall be reserved by management to cater for\nbreakages.\u003C\u002Fp>\n\n\u003Cp>c)The 10% herein above referred to, if not utilized, shall be computed and\npaid twice a year in July and January.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L865\">Section 52.Minimum Salary\u003C\u002Fh3>\n\n\u003Cp>a)The parties to this agreement hereto agree that the minimum salary for the\nlowest paid employee of the company shall be UGX 235,000 (Two Hundred thirty\nfive thousand shillings only).\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed by the parties hereto that no employee of the company\nshall earn a salary less than the set minimum as here provided and agreed by\nthe parties hereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L871\">Section 53.Salary Review\u003C\u002Fh3>\n\n\u003Cp>a)The parties to this agreement hereto agree that whereas the company\nprovides its employees with accommodation and meals, the parties to this\nagreement do hereby agree\u003C\u002Fp>\n\n\u003Cp>that the employees shall be paid a Consolidated Salary that shall consider\nBasic pay and cost of living generally.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>b)Considering the current economic situation that has effects and\nimplications on both the employer and the employees, the parties hereto have\nagreed that salary review for employees of Mweya Safari Lodge Ltd, Paraa Safari\nLodge Ltd &Chobe Safari Lodge Ltd shall be done in accordance to the\nfollowing matrix and the existing Salary Structure\u002Fgrades here below provided\nfor the years respectively;\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Period\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Salary Increment %\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">2025\u002F26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">2026\u002F27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"203\" style=\"width:152.15pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">2027\u002F28\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:15.85pt\">\u003Ctd width=\"214\" style=\"width:160.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:15.85pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>c)It is hereby further agreed by the parties that all employees shall get\nthe increment hereto by either minimum grade increase or general percentage\nincrement, whichever is higher.\u003C\u002Fp>\n\n\u003Ch3 id=\"L891\">Section 54.Salary Structure\u002FGrades\u003C\u002Fh3>\n\n\u003Cp>1.MWEYA\u002FPARAA & CHOBE SAFARI LODGES AGREED SALARY STRUCTURE\u002FGRADES SET\nMINIMUMS W.E.F JULY 1st 2025\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:27.35pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:27.35pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 1: UNSKILLED CATEGORY (PREVIOUS\n        EXPERIENCE NOT REQUIRED)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:26.9pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:26.9pt\">\u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:26.9pt\">\u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Minimum Pay\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Maximum Pay\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:119.3pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:119.3pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Kitchen Steward\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Gardener\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Camp Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Public Area Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Glass Washer\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Trainee Waiter\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Trainee Cook\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:119.3pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">235,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:119.3pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Ci>\u003Cspan style=\"font-size:10.0pt\">This shall depend on how long one has worked,\n        one’s performance rewards, negotiated salaries for staff, one’s\n        experience on the job and how one was recruited into Marasa among\n        others\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 2: SEMI-SKILLED\n        CATEGORY\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">255,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:15.35pt\">\u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:119.05pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:119.05pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Laundry Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Swimming Pool Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Head Stewards\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Store Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Page Boy\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Handyman\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Canteen Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Linen Keeper\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Health Club Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Staff Cook\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:119.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:119.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.55pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.55pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 3: LOW SKILLED\n        CATEGORY\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">285,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:84.5pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:84.5pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 F&B Waiter\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Rooms Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Pump Attendant (fuel\u002F\n        water)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Security Guard\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Commi - III \u002F Assistant\n        Cook\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:84.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:84.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 4: MEDIUM SKILLED\n        CATEGORY\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">310,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:199.7pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:199.7pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Painter\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Carpenter\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Plumber\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Electrician\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Manson\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Driver Guide\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Truck Driver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Receptionist\u002FCashier\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Commi - II \u002F Cooks\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Barman\u002FBarlady\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Chef de Rang\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Beauty Therapist\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Gift Shop Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Assistant Store Keeper\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Tailor\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Sr. Security Guard\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:199.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:199.7pt\">\u003Ctd width=\"103\" style=\"width:77.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:199.7pt\">\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:199.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 5: MEDIUM\u002FHIGH SKILLED\n        CATEGORY\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">335,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:130.55pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:130.55pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Sr.\n        Driver Guide\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Sr. Rooms Attendant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Coxswain\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Accounts Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Masseuse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Hostess\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Head Barman\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Stores Keeper\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Commi - I \u002F Senior Cook\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Sr. Tailor\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4\n        Technician\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:130.55pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:130.55pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 6: HIGHER SKILLED\n        CATEGORY\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">370,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.95pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:72.95pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Captain\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Demi Chef-de-parties\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Sr. Accounts Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Sr. Receptionist\u002FCashier\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Supervisor security \u002F Garden \u002FLaundry\u002F\n        Stores\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:72.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:72.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 7: QUALIFIED SKILLED\n        CATEGORY\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:26.9pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">395,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:26.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:50.15pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:50.15pt\">\u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Nurse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Chef-de-Partie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"line-height:11.5pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Supervisor House Keeping \u002F\n        Floor\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:50.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:50.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:15.35pt\">\u003Ctd width=\"469\" colspan=\"3\" style=\"width:351.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">GRADE 8: QUALIFIED SKILLED\n        CATEGORY\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">MARASA POSITIONS\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">420,000\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:61.7pt\">\n      \u003Ctd width=\"210\" style=\"width:157.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:61.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Night Auditor\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Supervisor F&B\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Assistant House Keeper\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Supervisor Maintenance\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 Shift leader\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" style=\"width:77.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:61.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:61.7pt\">\u003Ctd width=\"103\" style=\"width:77.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:61.7pt\">\n      \u003C\u002Ftd>\n      \u003Ctd width=\"156\" style=\"width:116.9pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:61.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1055\">Section 55.Severability\u003C\u002Fh3>\n\n\u003Cp>It is hereby agreed by the parties hereto that if any clause in this CBA\naddendum is found to be unenforceable for any reason, that particular provision\nshall be severed and the rest of the CBA addendum provisions shall remain\nstanding and enforceable.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1059\">Section 56.Confidentiality:\u003C\u002Fh3>\n\n\u003Cp>It is agreed and understood by the parties hereto that all communication and\ninformation between the parties shall be handed in strict confidentiality by\nboth parties and shall not, at any time whatsoever, be disclosed by either\nparty to a third party or published without the prior written consent of the\nparties hereto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1063\">Section 57.Bi-partite Consultations\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement hereby agree that future engagements on these\nmatters by the parties hereto shall continue in furtherance of interests of the\nhotel, its employees and the union.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1067\">Section. 58. 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=\"L1071\">Section 59. Interpretation\u003C\u002Fh3>\n\n\u003Cp>It is hereby agreed by the parties hereto that interpretation of this\nagreement shall remain the duty of the Management and the Union chief\nnegotiators where failure to interpret by the parties hereto, the matter may be\nreferred to the registrar of Labour Unions.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1075\">Section 60. 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 3rd September 2025 at\nMarasa Africa Head Office, Kampala.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"contracttrial":44,"contracttrialperiod":48,"contractseverancepay":52,"contractseverancepay1":56,"maxsicknesspay":60,"maxsicknesspayperc":64,"maxsicknesspaytype":68,"sicknessmaxdaysnr":72,"healthcareaccess":76,"healthandsafetypolicy":80,"protectiveclothing":84,"healthandsafetytraining":88,"WORKFAM_trigger":92,"paidmaternityleave":96,"paidmaternityleaveduration":100,"paidmaternityleaveall":103,"paidmaternityleavepay":105,"paidmaternityleavepayperc":107,"pregnancy":109,"breastfeeding_dangerouswork":113,"paidpaternityleave":115,"paidpaternityleaveduration":118,"GENEQ_trigger":120,"eqpay":124,"sexualhar":128,"hourspday":132,"hourspweek":136,"dayspweek":140,"holidaysdays":144,"holidaysweeks":148,"TRADEUNLEAV_trigger":152,"WAGES_trigger":154,"WAGES_determined":158,"PAYSCALES_trigger":162,"PAYSCALES_table_selection_txt":165,"STRUCINCR_trigger":169,"onceonlyamount1":173,"onceonly2amount1":177,"ANNLEAVE_trigger":181,"OVERTIME_trigger":185,"overtimeallowancetype_general":189,"overtimeallowanceperc1_general":192},{"bindId":45,"name":46,"text":47},"contracttrial","Probation: New Employees shall be engage","Probation:\n\nNew 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":49,"name":50,"text":51},"contracttrialperiod","Save as otherwise provided herein, emplo","Save as otherwise provided herein, employee already in service shall not\nreceive remuneration or privilege, less favourable than his\u002Fher current\nremuneration of service after the signing\u002Fcoming into force of this\nagreement.\n\nSection 7. Probation:\n\nNew 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":54,"text":55},"contractseverancepay","Section 43.Retirement\u002FLayoff \u002FRedundancy","Section 43.Retirement\u002FLayoff \u002FRedundancy\n\nTermination notice under this clause shall apply in the following cases:\n\na)Retirement\n\no Old age, to mean when an employee attains the age\nof 55 years (fifty-five)\n\no Medical unfitness, illness as shall be satisfied\nby a government qualified medical practitioner.\n\no Voluntary or early retirement shall apply in\naccordance with the retirement benefits Matrix herein provided under this\nSection) on retirement benefits. M87840\n\nb)Resignation\n\no When the employee officially and procedurally\nterminates his\u002Fher contract at his\u002Fher discretion\u002Fdecision.\n\nc)Layoff: Arising out or either company restructuring, rightsizing at the\nemployer’s discretion where if things get better, there may be an opportunity\nfor some employees to come back as fresh employees.\n\nd)Redundancy\n\no This will refer to permanent cessation of\nemployment which may arise as a result of total closure of the company or\nchange of business where the existing employees can no longer work with the new\ncompany.\n\ne)Retirement benefits\n\nAn employee having served the Company shall be entitled to the following\nretirement benefits in regard to:\n\n(a)Retirement (old age, medical unfitness,\nVoluntary\u002FEarly retirement)\n\n(b)Resignation\n\n(c)Lay-off\n\n(d)Redundancy.\n\nf)It is agreed by the parties for any employee who qualifies for any of the\nabove categories herein (Sec.41 i), (a) to (d)) shall be paid retirement\nbenefits in accordance to the matrix here below times the number of years the\nemployee has served the company using the employee’s current salary.",{"bindId":57,"name":58,"text":59},"contractseverancepay1","Period worked (Years) Days Less than (1)","Period worked (Years)\n      \n      Days\n      \n    \n    \n      Less\n        than (1) year\n      \n      NIL\n      \n    \n    \n      1.\n      \n      Two(2)\n        to Three (3)\n      \n      12\n      \n    \n    \n      2.\n      \n      Four\n        (4) to Nine (9)\n      \n      24\n      \n    \n    \n      3.\n      \n      Ten\n        (10) to Fifteen (15)\n      \n      26\n      \n    \n    \n      4.\n      \n      Above\n        Fifteen (15)\n      \n      30\n      \n    \n    \n      5.\n      \n      Medical\n        unfitness\u002F Death\n      \n      As\n        above",{"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 one (1) month of illness.\n\nb)The Employee shall receive half pay for a further 1 (one) month.\n\nc)Employee who is unable to attend duty due to medical illness should\ncommunicate to management within 48 hours.\n\nd)Upon expiry of the aforementioned period, retirement on medical grounds\nshall be considered by the 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\ne)An employee on sick leave shall continue to enjoy his\u002Fher seniority in\nregard to service seniority and accumulation of annual leave.\n\nf)Medical documents from a registered medical practitioner is required to be\nproduced for any period exceeding 48 hours.",{"bindId":65,"name":66,"text":67},"maxsicknesspayperc","An Employee who has been in writing or o","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: -\n\na)The Employee shall receive full pay for the one (1) month of illness.\n\nb)The Employee shall receive half pay for a further 1 (one) month.\n\nc)Employee who is unable to attend duty due to medical illness should\ncommunicate to management within 48 hours.\n\nd)Upon expiry of the aforementioned period, retirement on medical grounds\nshall be considered by the 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.",{"bindId":69,"name":70,"text":71},"maxsicknesspaytype","Section 37. Sick Leave An Employee who h","Section 37. 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 one (1) month of illness.\n\nb)The Employee shall receive half pay for a further 1 (one) month.\n\nc)Employee who is unable to attend duty due to medical illness should\ncommunicate to management within 48 hours.\n\nd)Upon expiry of the aforementioned period, retirement on medical grounds\nshall be considered by the 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.",{"bindId":73,"name":74,"text":75},"sicknessmaxdaysnr","a)The Employee shall receive full pay fo","a)The Employee shall receive full pay for the one (1) month of illness.\n\nb)The Employee shall receive half pay for a further 1 (one) month.",{"bindId":77,"name":78,"text":79},"healthcareaccess","a)The company shall provide medical trea","a)The company shall provide medical treatment to its employees in\nconsideration of the OSH Act, Cap 231 and the Workman’s Compensation Act, Cap\n233.\n\nb)Management shall provide First Aid treatment to every employee at\nrespective lodges as shall be administered by a qualified and Registered\nNurse.\n\nc)The First Aid facilities shall be adequately equipped with the necessary\nmedicine to cater for staff ailments.\n\nd)Management shall provide transport to employees who shall have been\nreferred for further treatment at qualified or Government designed Health\nCenters.",{"bindId":81,"name":82,"text":83},"healthandsafetypolicy"," gears at the workplace or else manageme"," gears at the\nworkplace or else management may institute disciplinary actions against the\nsaid employee who does not comply.\n\ne)The parties also agree that there shall be a Safety, Health,\n\nand Welfare Committee, which shall regularly review all matters relating to\nhealth, safety, and welfare. Any of the shop stewards shall attend the OSH\ncommittee meetings where the committee does not have a shop steward among the\nelected members.",{"bindId":85,"name":86,"text":87},"protectiveclothing","b)It is also agreed that the Company, Un","b)It is also agreed that the Company, Union and employees shall observe,\npromote and respect the Workman’s Compensation Act Cap, 233 on matters of\nindustrial accidents and Diseases.\n\nc)It is hereby agreed by the parties that the Company shall provide a safe\nworking environment, suitable uniforms, protective gears, clothing and\nfacilities for the welfare of all workers and also consult the Union on matters\nof Occupational Health and safety.",{"bindId":89,"name":90,"text":91},"healthandsafetytraining","g)The parties hereto agree to provide in","g)The parties hereto agree to provide information and facilitate training of\nemployees on OSH and Workers Compensation as a way to control and prevent\nindustrial Hazards, injuries accidents, diseases and\u002For death in the\nworkplace.",{"bindId":93,"name":94,"text":95},"WORKFAM_trigger","Paternity leave a)The parties hereby agr","Paternity leave\n\na)The parties hereby agree that a male employee shall, immediately after the\ndelivery or miscarriage of his registered\u002Fdeclared wife, be granted (5) five\nworking days of paternity leave to enable him to provide the required\nassistance at home.\n\nb)The employee upon return from the said leave shall provide\ndocumentation\u002Fproof of delivery of the child to Management.\n\nSection 32. Maternity leave\n\na)A female employee shall, as a consequence of pregnancy, be entitled to 60\n(sixty) working days’\n\nmaternity leave on full pay in accordance with the law. This leave may be\nextended at the Company’s discretion.\n\nb)It is also hereby agreed by the parties that the pregnant shall be\nrequired to go for maternity leave two (2) weeks before the expected date of\ndelivery.\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":97,"name":98,"text":99},"paidmaternityleave","Section 32. Maternity leave a)A female e","Section 32. Maternity leave\n\na)A female employee shall, as a consequence of pregnancy, be entitled to 60\n(sixty) working days’",{"bindId":101,"name":98,"text":102},"paidmaternityleaveduration","Section 32. Maternity leave\n\na)A female employee shall, as a consequence of pregnancy, be entitled to 60\n(sixty) working days’\n\nmaternity leave on full pay in accordance with the law. This leave may be\nextended at the Company’s discretion.",{"bindId":104,"name":98,"text":102},"paidmaternityleaveall",{"bindId":106,"name":98,"text":102},"paidmaternityleavepay",{"bindId":108,"name":98,"text":99},"paidmaternityleavepayperc",{"bindId":110,"name":111,"text":112},"pregnancy","Section 33.Protection of female employee","Section 33.Protection of female employees\n\na)It is hereby agreed that a pregnant woman whose pregnancy is above 6 (six)\nmonths shall be exempted from night duty 10:00 pm to 7 am.\n\nb)It is also agreed by the parties that the company shall provide\nappropriate uniforms for pregnant employees whose pregnancy is above 5\nmonths.",{"bindId":114,"name":111,"text":112},"breastfeeding_dangerouswork",{"bindId":116,"name":94,"text":117},"paidpaternityleave","Paternity leave\n\na)The parties hereby agree that a male employee shall, immediately after the\ndelivery or miscarriage of his registered\u002Fdeclared wife, be granted (5) five\nworking days of paternity leave to enable him to provide the required\nassistance at home.",{"bindId":119,"name":94,"text":117},"paidpaternityleaveduration",{"bindId":121,"name":122,"text":123},"GENEQ_trigger","Gender Based Violence, Sexual Harassment","Gender Based Violence, Sexual Harassment & HIV\u002F\nAIDS 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 the\nworkplace through awareness raising on the same and putting in place mechanisms\nto deal with GBV and its effects.",{"bindId":125,"name":126,"text":127},"eqpay","iv.To ensure the principle of equal work","iv.To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed, and color.",{"bindId":129,"name":130,"text":131},"sexualhar","Sexual harassment: is unwanted, unwelcom","Sexual harassment: is unwanted, unwelcome and unasked- for behaviour of\na sexual 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":133,"name":134,"text":135},"hourspday","Section 16. Hours of Work a)The normal w","Section 16. Hours of Work\n\na)The normal working hours per week will be 48 (forty-eight) hours for all\nEmployees of the Company.",{"bindId":137,"name":138,"text":139},"hourspweek","b)For instance, it is recommended that f","b)For instance, it is recommended that female Security officers should be\nthe ones to search female employees and the vice-versa should be applied with\nthe males.\n\nSection 16. Hours of Work\n\na)The normal working hours per week will be 48 (forty-eight) hours for all\nEmployees of the Company.",{"bindId":141,"name":142,"text":143},"dayspweek","b)In the event that there is a need for ","b)In the event that there is a 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.\n\nc)Each week shall include a period of one day off of not less than 24\n(twenty-four) hours of continuous rest.",{"bindId":145,"name":146,"text":147},"holidaysdays","Section 36. Annual Leave Every Employee ","Section 36. Annual Leave\n\nEvery Employee shall be entitled to annual leave as follows: -\n\na)An Employee who has completed 12 months of unbroken\n\nservice shall be entitled for annual leave as scheduled below: -\n\n\n\n\n  \n    \n      No.\n      \n      Length Of Service\n      \n      Annual Leave Days Per\n        Annum\n      \n    \n    \n      1\n      \n      Up to 3\n        Years of Service\n      \n      21\n        consecutive days\n      \n    \n    \n      2\n      \n      4 to 6\n        Years of Service\n      \n      27\n        consecutive days\n      \n    \n    \n      3\n      \n      7 Years\n        and above\n      \n      30\n        consecutive days\n      \n    \n  \n",{"bindId":149,"name":150,"text":151},"holidaysweeks","Length Of Service Annual Leave Days Per ","Length Of Service\n      \n      Annual Leave Days Per\n        Annum\n      \n    \n    \n      1\n      \n      Up to 3\n        Years of Service\n      \n      21\n        consecutive days\n      \n    \n    \n      2\n      \n      4 to 6\n        Years of Service\n      \n      27\n        consecutive days\n      \n    \n    \n      3\n      \n      7 Years\n        and above\n      \n      30\n        consecutive days",{"bindId":153,"name":142,"text":143},"TRADEUNLEAV_trigger",{"bindId":155,"name":156,"text":157},"WAGES_trigger","MARASA POSITIONS Minimum Pay Maximum Pay","MARASA POSITIONS\n      \n      Minimum Pay\n      \n      Maximum Pay\n      \n    \n    \n      4\n        Kitchen Steward\n\n        4\n        Gardener\n\n        4\n        Camp Attendant\n\n        4\n        Public Area Attendant\n\n        4\n        Glass Washer\n\n        4\n        Trainee Waiter\n\n        4\n        Trainee Cook\n      \n      235,000\n      \n      This shall depend on how long one has worked,\n        one’s performance rewards, negotiated salaries for staff, one’s\n        experience on the job and how one was recruited into Marasa among\n        others\n      \n    \n    \n      GRADE 2: SEMI-SKILLED\n        CATEGORY\n      \n    \n    \n      MARASA POSITIONS\n      \n      255,000\n      \n       ",{"bindId":159,"name":160,"text":161},"WAGES_determined","Section 52.Minimum Salary a)The parties ","Section 52.Minimum Salary\n\na)The parties to this agreement hereto agree that the minimum salary for the\nlowest paid employee of the company shall be UGX 235,000 (Two Hundred thirty\nfive thousand shillings only).\n\nb)It is also agreed by the parties hereto that no employee of the company\nshall earn a salary less than the set minimum as here provided and agreed by\nthe parties hereto.",{"bindId":163,"name":156,"text":164},"PAYSCALES_trigger","MARASA POSITIONS\n      \n      Minimum Pay\n      \n      Maximum Pay\n      \n    \n    \n      4\n        Kitchen Steward\n\n        4\n        Gardener\n\n        4\n        Camp Attendant\n\n        4\n        Public Area Attendant\n\n        4\n        Glass Washer\n\n        4\n        Trainee Waiter\n\n        4\n        Trainee Cook\n      \n      235,000\n      \n      This shall depend on how long one has worked,\n        one’s performance rewards, negotiated salaries for staff, one’s\n        experience on the job and how one was recruited into Marasa among\n        others\n      \n    \n    \n      GRADE 2: SEMI-SKILLED\n        CATEGORY\n      \n    \n    \n      MARASA POSITIONS\n      \n      255,000\n      \n       \n      \n    \n    \n      4\n        Laundry Attendant\n\n        4\n        Swimming Pool Attendant\n\n        4\n        Head Stewards\n\n        4\n        Store Assistant\n\n        4\n        Page Boy\n\n        4\n        Handyman\n\n        4\n        Canteen Attendant\n\n        4\n        Linen Keeper\n\n        4\n        Health Club Attendant\n\n        4\n        Staff Cook\n      \n       \n      \n       \n      \n    \n    \n      GRADE 3: LOW SKILLED\n        CATEGORY\n      \n    \n    \n      MARASA POSITIONS\n      \n      285,000\n      \n       \n      \n    \n    \n      4 F&B Waiter\n\n        4 Rooms Attendant\n\n        4 Pump Attendant (fuel\u002F\n        water)\n\n        4 Security Guard\n\n        4 Commi - III \u002F Assistant\n        Cook\n      \n       \n      \n       \n      \n    \n    \n      GRADE 4: MEDIUM SKILLED\n        CATEGORY\n      \n    \n    \n      MARASA POSITIONS\n      \n      310,000\n      \n       \n      \n    \n    \n      4\n        Painter\n\n        4\n        Carpenter\n\n        4\n        Plumber\n\n        4\n        Electrician\n\n        4\n        Manson\n\n        4\n        Driver Guide\n\n        4\n        Truck Driver\n\n        4\n        Receptionist\u002FCashier\n\n        4\n        Commi - II \u002F Cooks\n\n        4\n        Barman\u002FBarlady\n\n        4\n        Chef de Rang\n\n        4\n        Beauty Therapist\n\n        4\n        Gift Shop Attendant\n\n        4\n        Assistant Store Keeper\n\n        4\n        Tailor\n\n        4\n        Sr. Security Guard\n      \n       ",{"bindId":166,"name":167,"text":168},"PAYSCALES_table_selection_txt","GRADE 8: QUALIFIED SKILLED CATEGORY MARA","GRADE 8: QUALIFIED SKILLED\n        CATEGORY\n      \n    \n    \n      MARASA POSITIONS\n      \n      420,000\n      \n       \n      \n    \n    \n      4 Night Auditor\n\n        4 Supervisor F&B\n\n        4 Assistant House Keeper\n\n        4 Supervisor Maintenance\n\n        4 Shift leader\n      \n       ",{"bindId":170,"name":171,"text":172},"STRUCINCR_trigger","b)Considering the current economic situa","b)Considering the current economic situation that has effects and\nimplications on both the employer and the employees, the parties hereto have\nagreed that salary review for employees of Mweya Safari Lodge Ltd, Paraa Safari\nLodge Ltd &Chobe Safari Lodge Ltd shall be done in accordance to the\nfollowing matrix and the existing Salary Structure\u002Fgrades here below provided\nfor the years respectively;\n\n\n\n\n  \n    \n      Period\n      \n      Salary Increment %\n      \n    \n    \n      2025\u002F26\n      \n      10\n      \n    \n    \n      2026\u002F27\n      \n      7\n      \n    \n    \n      2027\u002F28\n      \n      7",{"bindId":174,"name":175,"text":176},"onceonlyamount1","Section 44. Long Service Award: a)Manage","Section 44. Long Service Award:\n\na)Management and the Union hereby agree to appreciate long serving employees\nwith the company. Such employees\n\nshall be appreciated and rewarded with a gift worth of Uganda Shilling (UGX)\nas per the schedule here below.\n\nb)This consideration shall be made in cognizance of an employee’s period\nof service with the company from the time of probation.\n\nc)If the employee chooses to receive cash, the amount will be subject to\ntaxation\n\n\n\n\n  \n    \n      Period worked\n      \n      Award\n      \n    \n    \n      5\n        Years\n      \n      UGX\n        300,000\n      \n    \n    \n      10\n        Years\n      \n      UGX\n        550,000\n      \n    \n    \n      15\n        Years\n      \n      UGX\n        800,000\n      \n    \n    \n      20\n        years\n      \n      UGX\n        950,000\n      \n    \n    \n      25\n        years\n      \n      UGX\n        1,200,000",{"bindId":178,"name":179,"text":180},"onceonly2amount1","Section 35.Death Expenses\u002FBenefits a)It ","Section 35.Death Expenses\u002FBenefits\n\na)It is hereby agreed that in the case of death of an employee, the Company\nshall transport the deceased’s body to its place of final rest free of\ncharge, provide a coffin and all the deceased’s legal dues, gratuity, pending\nleave(s) if any, days worked, overtime\u002Fpublic holidays if any to the Next of\nKin or Administrator General or Executor to the deceased’s estates.\n\nb)The company shall in addition pay Ugx 300,000(Three hundred thousand\nshillings only) towards burial expenses. In circumstances where a coffin has\nnot been provided, the company shall pay UGX 500,000(Five Hundred thousand\nshillings only) to the deceased’s family.\n\nc)It is also hereby agreed that in case an employee loses a registered\nchild, he\u002Fshe shall be paid UGX. 150,000 (One Hundred and Fifty thousand\nshillings only) by management as a contribution for burial arrangements. This\nshall be done for up to two (2) children up to the age of 18 years.\n\nd)It is also hereby agreed that in case an employee loses a registered\nspouse, he\u002Fshe shall be paid UGX. 150,000 (One Hundred and fifty thousand\nshillings only) by management as a contribution for burial arrangements.\n\ne)The Management shall facilitate at least two employees from the Union\nWorks Committee to represent Management and the Union at the burial of the\nemployee for a maximum of two days as per the travel and subsistence\nallowance.",{"bindId":182,"name":183,"text":184},"ANNLEAVE_trigger","d)All employees proceeding on annual lea","d)All employees proceeding on annual leave shall be entitled to a baggage\nallowance of UGX 50.000 (Fifty thousand shillings only) per annum.",{"bindId":186,"name":187,"text":188},"OVERTIME_trigger","a)All hours worked in excess of the agre","a)All hours worked in excess of the agreed daily normal hours of work as per\nPART TWO; Section 16. of this agreement will be deemed to be overtime.\n\nb)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of gross pay.",{"bindId":190,"name":187,"text":191},"overtimeallowancetype_general","a)All hours worked in excess of the agreed daily normal hours of work as per\nPART TWO; Section 16. of this agreement will be deemed to be overtime.\n\nb)Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of gross pay.\n\nc)Any overtime worked on gazetted public holidays shall be calculated at 2\n(two) times the gross hourly rate.\n\nd)Any overtime worked on rest days shall be calculated at 1.5 (One and a\nhalf) times the gross hourly rate or time off in lieu.\n\ne)Overtime rates shall apply only where at least 30 minutes have been worked\nin excess of one’s normal working hours.\n\nf)Overtime shall be worked at the request of management and recorded at the\nend of each week and signed for by the employee and the head of department or\nthe respective supervisor.",{"bindId":193,"name":187,"text":188},"overtimeallowanceperc1_general","\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 MWEYA SAFARI LODGE LTD, PARAA SAFARI LODGE LTD & CHOBE SAFARI LODGE LTD - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-07-01\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: → Hotels and similar accommodation\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        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Employee involvement in the monitoring\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 150000.0\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: → 12 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → No\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\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: → No\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: → Yes\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\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 24 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → No provision days\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\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: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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 50000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → 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",[199],{"title":37,"slug":33},[201],{"type":202,"data":203},"call_to_action_body_block",{"title":204,"description":205,"variant":206,"link":207},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":204,"url":208,"description":204,"rel":209,"type":210},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[212],{"type":202,"data":213},{"title":204,"description":205,"variant":206,"link":214},{"title":204,"url":208,"description":204,"rel":209,"type":210},[]]