[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-c-b-a-between-dhl-supply-chain-international-limited-and-uganda-beverage-tobacco-allied-workers-union---2015":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":139,"content_type_view":140,"extra_breadcrumbs":141,"body":143,"body_blocks":154,"related_pages":158},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":137,"translations":138},{"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-c-b-a-between-dhl-supply-chain-international-limited-and-uganda-beverage-tobacco-allied-workers-union---2015","ec477628-884d-11e7-a532-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-c-b-a-between-dhl-supply-chain-international-limited-and-uganda-beverage-tobacco-allied-workers-union---2015\u002Fcollective-bargaining-agreement-c-b-a-between-dhl-supply-chain-international-limited-and-uganda-beverage-tobacco-allied-workers-union---2015\u002F","Collective Bargaining Agreement (C.B.A) between DHL Supply Chain International Limited and Uganda Beverage Tobacco & Allied Workers’ Union - 2015","UGA DHL Supply Chain International Limited - 2015","Uganda - UGA DHL Supply Chain International Limited - 2015","UGA DHL Supply Chain International Limited - 2015 - Transport, logistics, communication",{"name":41,"data":42},"CBA for DHL and UBTAU.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT (C.B.A) BETWEEN DHL SUPPLY CHAIN\nINTERNATIONAL LIMITED  AND UGANDA BEVERAGE TOBACCO & ALLIED WORKERS’\nUNION - 2015\u003C\u002Fh1>\n\n\u003Cp>Period: April 2015 - March 2017\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF AGREEMENT BETWEEN DHL SUPPLY CHAIN INTERNATIONAL LIMITED\n(HEREINAFTER REFERRED TO AS THE COMPANY) AND UGANDA BEVERAGE TOBACCO &\nALLIED WORKERS’ UNION (HEREINAFTER REFERRED TO AS THE UNION)\u003C\u002Fp>\n\n\u003Cp>DHL Supply Chain International Ltd\u003C\u002Fp>\n\n\u003Cp>Plot 8\u002F8A, Kome Close Portbell, Luzira\u003C\u002Fp>\n\n\u003Cp>15 MAY 2015\u003C\u002Fp>\n\n\u003Ch2>1. Introduction\u003C\u002Fh2>\n\n\u003Cp>This agreement shall only apply to all Permanent Unionisable employees of\nthe Company. Specific terms and conditions not covered by this agreement and\ncurrently existing in the individual terms and conditions shall still apply\nwithout reference to them herein.\u003C\u002Fp>\n\n\u003Ch2>2. Probation\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>On first appointment, all employees will initially be employed on a\nprobationary period of six (6) months. Upon satisfactory completion of the\nprobation period the employee will be confirmed in writing. The immediate\nmanager, with the involvement of the employee will review progress on training\nand job familiarization during this period. In the event that an employee is\nfound to be unsuitable or unable to attain the required standard, the probation\nperiod may be extended for a further period up to a maximum of six months, in\nwriting, to the employee and copied to the Union, at the absolute discretion of\nManagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>During the probationary period, either party may terminate the contract by\ngiving not less than fourteen days’ notice of termination, or by payment, by\neither party, of seven days wages in lieu of notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3. Medical Examinations prior and during employment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>New recruits for employment will be required to undergo a medical\nexamination conducted by a doctor appointed by the Company before being\neffectively employed should they operate in an environment involving exposure\nto hazards. It is the Company’s prerogative to request for medical\nexaminations from time to time to ensure employees are fit for their duties.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>4. Salaries\u002FWages\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>All permanent employees that were in the service of the company on 31st\nDecember of the preceding year will be eligible for a salary increase as\nfollows:\u003C\u002Fp>\n\n\u003Cp>I. 10% of the Basic pay for the 1st year of this CBA for the period 1st\nApril 2015 - 31st March 2016\u003C\u002Fp>\n\n\u003Cp>II. 10% of the Basic pay for the 2nd year of this CBA for the period 1st\nApril 2016 - 31st March 2017\u003C\u002Fp>\n\n\u003Cp>Permanent employees who joined in the period of 1st Jan - 31st March of any\nyear will not be eligible for a CBA salary increase that year. Employees will\nbe notified in writing of any changes to their salaries.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>5. Leave Travel allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Leave travel allowance shall be paid to employees proceeding on annual leave\nat the rate of 3.5% of annual basic pay. This amount will be pro-rated in the\nevent that an employee proceeds on annual leave before a full year was worked\nsince the last leave allowance was earned. This amount is payable once per\nannum, it will\u003C\u002Fp>\n\n\u003Cp>not be transferred to the next leave period and cannot be paid if leave is\nnot taken. It is the employee’s responsibility to agree with his\u002Fher annual\nleave with his\u002Fher Line Manager and in the event that leave cannot be taken due\nto business requirements a cancelled leave form MUST reach the HR department to\nenable accurate calculation of the leave at the point when the employee takes\nhis \u002Fher leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. Night Shift Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype1\">\u003Cp>Employees who may be required to work night shifts will be paid at a flat\nrate of Ushs. 60,000\u002F= per month upon working 8 nights and above in any given\nmonth. Should the employee work less than 8 nights, the allowance will be\nprorated to the actual number of nights worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For purposes of this CBA ‘Night Shift’ is defined as the period between\n7.00 pm at night (19:00) and 7.00 am in the morning (07:00).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. Gazetted Public Holidays\u003C\u002Fh2>\n\n\u003Cp>Hours worked on gazetted Public Holidays shall be paid at the rate of double\ntimes the hourly rate as governed by the Employment Act of Uganda 2006.\u003C\u002Fp>\n\n\u003Ch2>8. Safari\u002FAccommodation and Lunch Allowance\u003C\u002Fh2>\n\n\u003Cp>a. A driver sent on an official trip by the Company shall be entitled to a\ntrip allowance as currently stipulated & provided for by the Company. The\nCompany have the right to review these allowances from time to time and to\nrequest proof of spending thereof when required.\u003C\u002Fp>\n\n\u003Cp>b. Employees who are not receiving a trip allowance and who execute their\nduties out of their duty stations or on sites that may not access canteen\nservices, shall be paid a lunch allowance at the prevailing canteen rate.\u003C\u002Fp>\n\n\u003Ch2>9. Overtime and Working hours\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The Employee shall be scheduled to work not more than forty eight hours (48)\nin a week.\u003C\u002Fp>\n\n\u003Cp>■ The employee will be entitled to a 1 (one) hour lunch break respectively\non each day. Lunch times are scheduled to ensure continuity of the\noperations.\u003C\u002Fp>\n\n\u003Cp>■ Site access control systems might be deployed to monitor reporting and\ndeparture times. Employees will be required to oblige with the rules of these\nsystems. Reports from these systems will be used to calculate and verify total\nhours worked per week and month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) Employees other than drivers:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cp>An overtime allowance is payable if the Company requires the employee to\nwork additional hours over and above the stipulated working hour limit. For\nemployees (other than drivers) the hours worked in excess of 48 (Forty eight)\nhours per week, excluding a daily meal break of one hour shall be properly\ncalculated and paid as follows:\u003C\u002Fp>\n\n\u003Cp>■ Hours worked in excess of 48 hours per week on normal working days of\nMonday to Saturday shall be paid as overtime at the rate of one and a half\ntimes the hourly rate i.e. (1.5)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>■ Hours worked on Rest days (Off days\u002F Sunday) and Gazetted Public\nholidays shall be paid overtime at the rate of double time the hourly rate.\ni.e. (2.0)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The above will not apply to employees who are working on a shift pattern\nwhere hours worked on these days are included in the normal Forty Eight hours\nper week.\u003C\u002Fp>\n\n\u003Cp>b) will be paid a sixth and seventh day allowance after working through 5\ncontinuous days as follows:\u003C\u002Fp>\n\n\u003Cp>■ Sixth & Seventh day allowance - Ushs. 23,000\u002F=\u003C\u002Fp>\n\n\u003Cp>■ Gazetted Public Holiday allowance - Ushs. 40,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Working on Sixth and Seventh days are discouraged as observing rest days are\nan important part of the Company’s Health and Safety policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. Final Dues and Payments on Termination of Employment\u003C\u002Fh2>\n\n\u003Cp>Where the service of an employee ends under the circumstances listed below\nfinal dues will apply as stated.\u003C\u002Fp>\n\n\u003Cp>On termination of a contract of employment for any reason below the Company\nshall provide an employee with a Certificate of Service with the final dues\npayment.\u003C\u002Fp>\n\n\u003Cp>10.1 Retirement\u003C\u002Fp>\n\n\u003Cp>Retirement age for the Company shall be upon attainment of sixty (60) years.\nAn employee may also retire on proven medical grounds subject to verification\nby the Company doctor. Upon retirement an employee is eligible for retirement\nbenefits as follows:\u003C\u002Fp>\n\n\u003Cp>a. 25 days basic pay for every completed year of service\u003C\u002Fp>\n\n\u003Cp>b. 30 bags of cement and 30 iron sheets or its equivalent in monetary\nterms\u003C\u002Fp>\n\n\u003Cp>c. Pending leave days in accordance with the prevailing leave policy\u003C\u002Fp>\n\n\u003Cp>d. Travel allowance of Ushs. 300,000\u002F=\u003C\u002Fp>\n\n\u003Cp>All these payments and allowances will be subject to the relevant taxes in\nforce at the time of retirement. The Travel Allowance is paid in lieu of the\nrepatriation provision of the Labour Law.\u003C\u002Fp>\n\n\u003Cp>A retired employee will not be entitled to any other gratuity payment over\nand above the Retirement Benefits as stated in the CBA.\u003C\u002Fp>\n\n\u003Cp>10.2 Redundancy\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cp>An employee who has been declared redundant due to operational requirements\n(structural and economical changes or a change in the client requirement) shall\nbe paid severance pay as follows:\u003C\u002Fp>\n\n\u003Cp>a. Payment in lieu of notice according to the notice period provisions\nstipulated in the Labour Legislation at the time.\u003C\u002Fp>\n\n\u003Cp>b. 30 days basic pay for each completed year of service\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c. Any other payment\u002Fallowance owing up to the day of redundancy including\noutstanding leave according to the leave policy in force at the time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d. Repatriation will only apply under the provision of the definition of\nrepatriation in the Labour Law.\u003C\u002Fp>\n\n\u003Cp>All payments will be subject to the relevant taxes in force at the time of\nredundancy.\u003C\u002Fp>\n\n\u003Cp>10.3 Involuntary Termination by the Company\u003C\u002Fp>\n\n\u003Cp>In the event that the contract of service is ended by the Employer with\nnotice for any involuntary reasons other than redundancy, retirement or\ndisciplinary action, dues will be paid as follows:\u003C\u002Fp>\n\n\u003Cp>a. Payment in lieu of notice according to the notice period provisions\nstipulated in the Labour Legislation at the time\u003C\u002Fp>\n\n\u003Cp>b. Pending leave days according to the prevailing leave policy\u003C\u002Fp>\n\n\u003Cp>c. Any payment\u002F allowance owing up the day of termination\u003C\u002Fp>\n\n\u003Cp>d. Repatriation will only apply under the provision of the definition of\nrepatriation in the Labour Law.\u003C\u002Fp>\n\n\u003Cp>e. 15 days pay for each completed year of service\u003C\u002Fp>\n\n\u003Cp>Payment for every completed year of service (e) and repatriation allowance\n(d) shall only be applicable to the involuntary terminations based on medical\ngrounds.\u003C\u002Fp>\n\n\u003Cp>Employees whose services are terminated due to disciplinary action (other\nthan summary dismissal) will only be entitled to payment in lieu of notice as\nstipulated in (a) above and prorated pending leave days as in(b).\u003C\u002Fp>\n\n\u003Cp>All these payments and allowances will be subject to the relevant taxes in\nforce at the time of termination.\u003C\u002Fp>\n\n\u003Cp>10.4 Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>An employee who has been summary dismissed according to the provisions of\nthe CBA and the Labour Law will be entitled to:\u003C\u002Fp>\n\n\u003Cp>a. Pending leave days in accordance with the prevailing leave policy\u003C\u002Fp>\n\n\u003Cp>b. Any payment\u002Fallowance owing up to the day of Dismissal\u003C\u002Fp>\n\n\u003Cp>c. Salary up to date of dismissal\u003C\u002Fp>\n\n\u003Cp>d. A dismissed employee shall not be entitled to payment in lieu of\nnotice\u003C\u002Fp>\n\n\u003Cp>e. A dismissed employee shall not be entitled to any gratuity payments.\u003C\u002Fp>\n\n\u003Cp>f. A dismissed employee shall not be entitled to repatriation under the\nLabour Law\u003C\u002Fp>\n\n\u003Cp>All these payments and allowances will be subject to the relevant taxes in\nforce at the time of dismissal.\u003C\u002Fp>\n\n\u003Cp>The company reserves the right to recover from the employee any loss or\ndamages resulting from his\u002Fher misconduct or any other outstanding obligations\nwith the Company. This will be recovered from the employee’s final dues.\u003C\u002Fp>\n\n\u003Cp>10.5 Voluntary Termination by way of resignation from Employee\u003C\u002Fp>\n\n\u003Cp>An employee may resign from employment at any time by giving the appropriate\nnotice in writing to the company or without notice by paying the company the\nequivalent salary in lieu. Upon resignation an employee shall be paid as\nfollows:\u003C\u002Fp>\n\n\u003Cp>a. Pending leave days in accordance with the prevailing leave policy\u003C\u002Fp>\n\n\u003Cp>b. Any payment\u002Fallowances owing up to the day of resignation\u002F last working\nday\u003C\u002Fp>\n\n\u003Cp>c. Salary up to date of resignation\u002Flast working day\u003C\u002Fp>\n\n\u003Cp>e. Repatriation will only apply under the provision of the definition of\nrepatriation in the Labour Law.\u003C\u002Fp>\n\n\u003Cp>d. In the exceptional event that an employee’s personal domestic\ncircumstances leaves him\u002Fher no choice but to resign and that there is\nsignificant evidence over a sustained period of time to support such a\ndecision, it is up to Managements’ discretion to determine whether any\ngratuity will be payable.\u003C\u002Fp>\n\n\u003Cp>All these payments and allowances will be subject to the relevant taxes in\nforce at the time of resignation.\u003C\u002Fp>\n\n\u003Ch2>11. Death Benefits\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>The Company has taken appropriate insurance cover for permanent employees.\nThis entails Group Life Assurance benefits (payable when death is as a result\nof illness) and Group Personal Accident benefits (payable when death is as a\nresult of an accident while on duty). Both these payments are subject to the\nprovisions of the insurance policy, and relevant investigations and the\ninsurance company’s decision is final.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. Burial\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>When an employee passes away while in service, the Company shall contribute\nUshs. 1,500,000\u002F= towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>The Company shall facilitate transport for approved staff representatives to\nattend the burial of a fellow staff member.\u003C\u002Fp>\n\n\u003Cp>The company through its medical service provider has negotiated a\ncontribution of 1,000,000\u002F= to cater for the registered dependants in case of\ndeath. This is dependent on the policy arrangements in force which are reviewed\non an annual basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13. Personal Protective Equipment (PPE) and Identity Cards\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The company will provide suitable PPE for employees who by nature of their\nemployment are required to wear PPE.\u003C\u002Fp>\n\n\u003Cp>All PPE remains the property of the Company and should only be used for the\nbusiness of the company. Replacements shall only be made upon wear and tear and\nwith the return of the old PPE.\u003C\u002Fp>\n\n\u003Cp>In the event that PPE is lost an employee is required to report to the line\nmanager immediately. If the loss is as a result of negligence, the employee\nshall be charged.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The company shall provide Identity cards to all employees and each employee\nis required to wear the card while on Company premises. In event of damage due\nto neglect, the employee may be asked to pay the cost of replacing the card.\u003C\u002Fp>\n\n\u003Cp>The card is the property of the Company and is not transferable and must be\nreturned to the company upon termination, retirement or resignation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. Acting Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Employees might be required to perform duties over and above their current\nresponsibilities in order for the business to meet its requirements. In such\ncases these additional duties will be communicated in writing, and an Acting\nAllowance will be paid to compensate for the additional work.\u003C\u002Fp>\n\n\u003Cp>a. Where an Acting employee is required to work for a period of not less\nthan fifteen days in an occupation or grade higher than the Acting employee’s\ncurrent position, the Acting employee shall be paid an acting Allowance at a\nrate of 15% of his\u002Fher basic wage. On the 15th day of performing these\nadditional duties, the Acting Allowance will be paid in full and not prorated.\nWhen Acting continues after the 1st month, days worked which are less than 15\nwill be paid on a prorated basis while on the 15th day the Acting Allowance for\nthe month will be paid in full without prorating.\u003C\u002Fp>\n\n\u003Cp>b. Period of time, he\u002Fshe shall be paid an Acting Allowance at a rate of 10%\nof his\u002Fher basic wage. On the 15th day the Acting Allowance will be paid in\nfull and not prorated.\u003C\u002Fp>\n\n\u003Cp>When an employee is required to act and Acting continues after the 1st\nmonth, days worked which are less than 15 will be paid on a prorated basis\nwhile on the 15th day the Acting Allowance for the month will be paid in full\nwithout prorating.\u003C\u002Fp>\n\n\u003Cp>c. Where an employee acts successfully in a vacant position for six months\nconsecutively, the employee shall be entitled to be confirmed to that\nposition.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. Absence through Sickness or Injury\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>a. An employee may be granted two month’s sick leave with full pay and two\nmonth’s sick leave with half pay upon hospitalization and producing a\ncertified authorization from a recognized medical practitioner. Sick leave may\nbe extended beyond this period at the discretion of the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>b. If you are absent from work as a result of sickness or injury, you or\nsomeone on your behalf must notify your Manager 3 hours prior to your normal\nstarting time on the first day of your absence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>c. Thereafter, at regular intervals, as specified by your Manager, you must\nkeep the Company informed of your condition whilst your absence continues and\nof the likely date of your return to work, a medical certificate must be\nproduced to your Manager, after more than two consecutive days of absence from\nwork.\u003C\u002Fp>\n\n\u003Cp>d. On your return to work you may be expected to attend a return to work\ninterview, which would be conducted with yourself and your manager.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e. An employee may be granted not more than a month of casual sick leave (21\nworking days) in any 12 months. This must be brought to the attention of the HR\nDepartment and the Direct Line Manager and an off duty form approved.\u003C\u002Fp>\n\n\u003Cp>A medical certificate from a certified practitioner has to reach the Company\nwithin 48 hours from the first day of absence.\u003C\u002Fp>\n\n\u003Cp>f. The Company reserves the right to require you to attend an additional\nmedical examination by a Doctor it nominates to determine your capability to\nperform your duties.\u003C\u002Fp>\n\n\u003Cp>g. If you fail to notify the Company in accordance with the provisions of\nthe above paragraph, it will be assumed that you are absent without authority\nand disciplinary action can be taken against you or the Company reserves the\nright not to pay you for any days on which proper notification is not given.\u003C\u002Fp>\n\n\u003Ch2>16. Disciplinary Procedure\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misconduct which, in the opinion of the Company does not warrant instant\ndismissal shall be warned in writing and the following procedure shall apply:\n-\u003C\u002Fp>\n\n\u003Cp>a. the first and second warnings shall be entered in the employee’s file\nand the shop steward shall be informed accordingly;\u003C\u002Fp>\n\n\u003Cp>b. the second warning shall be copied to the union representatives\noffice;\u003C\u002Fp>\n\n\u003Cp>c. if an employee who has already received two warnings commits a third\nmisconduct he\u002Fshe shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee completes twelve months from the date of the\nsecond warning without further misconduct any warning entered in his file shall\nbe expunged\u003C\u002Fp>\n\n\u003Cp>d.Where, following due investigation, an employee is deemed to have\ncommitted an act of gross misconduct, he\u002Fshe may be summarily dismissed from\nemployment.\u003C\u002Fp>\n\n\u003Cp>The following are some of the offences considered to be gross misconduct as\noutlined in the Company’s Terms and Conditions and the DPDHL Code of\nConduct:\u003C\u002Fp>\n\n\u003Cp>- Theft Attempted theft\u003C\u002Fp>\n\n\u003Cp>- Fraud\u003C\u002Fp>\n\n\u003Cp>- Assault\u002FFighting in the company premises Acts of indecency\u003C\u002Fp>\n\n\u003Cp>Malicious damage to company property Serious breaches of Health and Safety\nrequirements\u003C\u002Fp>\n\n\u003Cp>Refusal to carry out contractual or reasonable instruction from the\nManagement (insubordination)\u003C\u002Fp>\n\n\u003Cp>Unauthorized use of company vehicles\u003C\u002Fp>\n\n\u003Cp>Offensive conduct towards colleagues or client representatives Racial or\ntribal abuse Sexual harassment\u003C\u002Fp>\n\n\u003Cp>Failure to report on duty for more than ten consecutive days as a result\nof\u003C\u002Fp>\n\n\u003Cp>lawful imprisonment\u003C\u002Fp>\n\n\u003Cp>Breach of statutory regulations\u003C\u002Fp>\n\n\u003Cp>- Carrying unauthorized passengers in company vehicles.\u003C\u002Fp>\n\n\u003Cp>Breach of substance misuse policy\u003C\u002Fp>\n\n\u003Cp>Serious breach of Transport Safety Requirements\u003C\u002Fp>\n\n\u003Cp>However, this list is NOT exhaustive and there may be other grounds for\nSummary Dismissal.\u003C\u002Fp>\n\n\u003Cp>e. Where an employee is suspected to have committed an offence, he\u002Fshe may\nbe suspended to facilitate investigations. The suspension will be with half pay\nand would not normally exceed 30 days. Employee is required to remain available\nand reacheable at all times in case of any enquiry.\u003C\u002Fp>\n\n\u003Ch2>17. Grievance Procedure\u003C\u002Fh2>\n\n\u003Cp>The purpose of the procedure is to provide the means by which grievance\nissues arising between the company and employees individually or collectively\ncan be resolved rapidly and effectively whilst ensuring the continuity of the\nbusiness operations.\u003C\u002Fp>\n\n\u003Cp>Stage 1\u003C\u002Fp>\n\n\u003Cp>a) In the case of an individual grievance, the employee should raise the\nmatter with his\u002Fher immediate superior, in writing.\u003C\u002Fp>\n\n\u003Cp>b) Where the grievance affects a group of employees, a representative of the\ngroup will act on their behalf in raising the matter with the appropriate Line\nManager, in writing.\u003C\u002Fp>\n\n\u003Cp>c) If the matter is not resolved within one week (or longer if mutually\nagreed) the issue is then referred to Stage 2.\u003C\u002Fp>\n\n\u003Cp>Stage 2\u003C\u002Fp>\n\n\u003Cp>The Chief Shop Steward will hear the grievance from the individual employee\nor a representative of the group in case of a collective grievance. If the\nmatter is not resolved within two weeks (or longer if mutually agreed), the\nissue is then referred to Stage 3.\u003C\u002Fp>\n\n\u003Cp>Stage 3\u003C\u002Fp>\n\n\u003Cp>The meeting will be convened, normally within two weeks, between the\nrelevant HR Manager; the individual or up to two representatives of the group\nand the Chief Shop steward, in the case of a collective grievance, in a final\nattempt to resolve the problem. Where necessary the relevant Line Manager and\nContract Manager will be invited to sit in the panel.\u003C\u002Fp>\n\n\u003Cp>Should the matter remain unresolved, the issue will be referred to the\nCountry Manager.\u003C\u002Fp>\n\n\u003Cp>This procedure is capable of resolving all matters of dispute between the\nCompany and employees; therefore, at no time will there be any disruption to\nthe normal Business operations and activities. It is clearly recognised by all\nparties that Industrial Action of any kind will be regarded as a breach of the\nContract of Employment, which could result in dismissal.\u003C\u002Fp>\n\n\u003Ch2>18. Alcohol Level Assessment\u003C\u002Fh2>\n\n\u003Cp>As part of our commitment to ensure that all employees work in a safe\nenvironment, all employees are prohibited from entering the company premises\nunder the influence of alcohol. Therefore there is a zero tolerance for alcohol\nusage. Any employee in breach of the foregoing shall be in breach of the\nCompany policy and will be subjected to appropriate disciplinary action which\nincludes summary dismissal.\u003C\u002Fp>\n\n\u003Cp>The Company reserves the right to request employees to participate in an\nalcohol level measurement at any time including upon entry on the premises,\nexit of the site premises and during the execution of duties.\u003C\u002Fp>\n\n\u003Cp>This procedure applies to all employees, contractors and third parties\nconducting activities, assignments and tasks on behalf of DHL on all sites.\u003C\u002Fp>\n\n\u003Ch2>19. Election of Committee Members\u003C\u002Fh2>\n\n\u003Cp>The union shall hold elections to vote on committee members every 5 calendar\nyears. The voting shall be done by DHL registered union members.\u003C\u002Fp>\n\n\u003Ch2>20. Annual General Meetings\u003C\u002Fh2>\n\n\u003Cp>The union shall in each calendar year, hold a general meeting as its annual\ngeneral meeting on addition to any other meetings in that year. The trade union\nshall keep records of all the meeting proceedings and will be signed off by the\ncommittee members.\u003C\u002Fp>\n\n\u003Ch2>21. Membership to the Union\u003C\u002Fh2>\n\n\u003Cp>All non-management permanent employees will be considered members of the\nunion (UBTAWU) once the company has received their written approval to deduct\nunion (UBTAWU) contributions. For withdrawal a union member shall be required\nto give one month’s written notice to the Union General Secretary who will\nthen inform the Company to seize deductions.\u003C\u002Fp>\n\n\u003Ch2>22. Roles and Responsibilitiesof the Union\u003C\u002Fh2>\n\n\u003Cp>Although the Union looks after the interests of their members, there is need\nto also realise the importance of working in partnership with the employer\nthrough;\u003C\u002Fp>\n\n\u003Cp>a. Negotiating collective agreements:Union representatives bargain about\nthe\u003C\u002Fp>\n\n\u003Cp>terms and conditions of employment of workers\u003C\u002Fp>\n\n\u003Cp>b. Representing workers at disciplinary and grievance hearings: The Union\nrepresentative accompanies worker at a hearing and protects the worker against\nunfair dismissal and other issues relating to employment legislation\u003C\u002Fp>\n\n\u003Cp>c.Collective Responsibility:Management will communicate their targets\n&\u003C\u002Fp>\n\n\u003Cp>performance expectations through the union representatives who will drive\nthe entire team for the company to achieve better performance results.\u003C\u002Fp>\n\n\u003Cp>Signed\u003C\u002Fp>\n\n\u003Cp>- DHL SUPPLY CHAIN INTERNATIONAL LIMITED\u003C\u002Fp>\n\n\u003Cp>- UGANDA BEVERAGE TOBACCO & ALLIED WORKERS’ UNION\u003C\u002Fp>\n\n\u003Cp>Date: 15 MAY 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"contracttrialperiod":48,"overtimeallowanceperc1_general":52,"severance_number":56,"ONCERISE_trigger":60,"hourspweek_select":64,"wageincreasetype2":68,"STRUCINCR_trigger":72,"funeralpay":74,"severance":78,"OVERTIME_trigger":80,"healthcareaccess":83,"healthinsurance":87,"SUNDAY_trigger":91,"ANNLEAVE_trigger":95,"protectiveclothing":99,"healthandsafetypolicy":103,"contracttrial":106,"sicknesspay":109,"SCHEDULE_trigger":113,"shiftallowancetype1":115,"longtermillness":119,"schedulesrestpw":123,"NOCTPREM_trigger":125,"overtimeallowancetype":128,"hivpolicy":130,"sicknessmaxdays":132,"contractseverancepay":134},{"bindId":45,"name":46,"text":47},"disabilitypay","b. If you are absent from work as a resu","b. If you are absent from work as a result of sickness or injury, you or\nsomeone on your behalf must notify your Manager 3 hours prior to your normal\nstarting time on the first day of your absence.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","On first appointment, all employees will","On first appointment, all employees will initially be employed on a\nprobationary period of six (6) months. Upon satisfactory completion of the\nprobation period the employee will be confirmed in writing. The immediate\nmanager, with the involvement of the employee will review progress on training\nand job familiarization during this period. In the event that an employee is\nfound to be unsuitable or unable to attain the required standard, the probation\nperiod may be extended for a further period up to a maximum of six months, in\nwriting, to the employee and copied to the Union, at the absolute discretion of\nManagement.",{"bindId":53,"name":54,"text":55},"overtimeallowanceperc1_general","An overtime allowance is payable if the ","An overtime allowance is payable if the Company requires the employee to\nwork additional hours over and above the stipulated working hour limit. For\nemployees (other than drivers) the hours worked in excess of 48 (Forty eight)\nhours per week, excluding a daily meal break of one hour shall be properly\ncalculated and paid as follows:\n\n■ Hours worked in excess of 48 hours per week on normal working days of\nMonday to Saturday shall be paid as overtime at the rate of one and a half\ntimes the hourly rate i.e. (1.5)",{"bindId":57,"name":58,"text":59},"severance_number","An employee who has been declared redund","An employee who has been declared redundant due to operational requirements\n(structural and economical changes or a change in the client requirement) shall\nbe paid severance pay as follows:\n\na. Payment in lieu of notice according to the notice period provisions\nstipulated in the Labour Legislation at the time.\n\nb. 30 days basic pay for each completed year of service",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","Employees might be required to perform d","Employees might be required to perform duties over and above their current\nresponsibilities in order for the business to meet its requirements. In such\ncases these additional duties will be communicated in writing, and an Acting\nAllowance will be paid to compensate for the additional work.\n\na. Where an Acting employee is required to work for a period of not less\nthan fifteen days in an occupation or grade higher than the Acting employee’s\ncurrent position, the Acting employee shall be paid an acting Allowance at a\nrate of 15% of his\u002Fher basic wage. On the 15th day of performing these\nadditional duties, the Acting Allowance will be paid in full and not prorated.\nWhen Acting continues after the 1st month, days worked which are less than 15\nwill be paid on a prorated basis while on the 15th day the Acting Allowance for\nthe month will be paid in full without prorating.\n\nb. Period of time, he\u002Fshe shall be paid an Acting Allowance at a rate of 10%\nof his\u002Fher basic wage. On the 15th day the Acting Allowance will be paid in\nfull and not prorated.\n\nWhen an employee is required to act and Acting continues after the 1st\nmonth, days worked which are less than 15 will be paid on a prorated basis\nwhile on the 15th day the Acting Allowance for the month will be paid in full\nwithout prorating.\n\nc. Where an employee acts successfully in a vacant position for six months\nconsecutively, the employee shall be entitled to be confirmed to that\nposition.",{"bindId":65,"name":66,"text":67},"hourspweek_select","The Employee shall be scheduled to work ","The Employee shall be scheduled to work not more than forty eight hours (48)\nin a week.\n\n■ The employee will be entitled to a 1 (one) hour lunch break respectively\non each day. Lunch times are scheduled to ensure continuity of the\noperations.\n\n■ Site access control systems might be deployed to monitor reporting and\ndeparture times. Employees will be required to oblige with the rules of these\nsystems. Reports from these systems will be used to calculate and verify total\nhours worked per week and month.",{"bindId":69,"name":70,"text":71},"wageincreasetype2","All permanent employees that were in the","All permanent employees that were in the service of the company on 31st\nDecember of the preceding year will be eligible for a salary increase as\nfollows:\n\nI. 10% of the Basic pay for the 1st year of this CBA for the period 1st\nApril 2015 - 31st March 2016\n\nII. 10% of the Basic pay for the 2nd year of this CBA for the period 1st\nApril 2016 - 31st March 2017\n\nPermanent employees who joined in the period of 1st Jan - 31st March of any\nyear will not be eligible for a CBA salary increase that year. Employees will\nbe notified in writing of any changes to their salaries.",{"bindId":73,"name":70,"text":71},"STRUCINCR_trigger",{"bindId":75,"name":76,"text":77},"funeralpay","When an employee passes away while in se","When an employee passes away while in service, the Company shall contribute\nUshs. 1,500,000\u002F= towards funeral expenses.\n\nThe Company shall facilitate transport for approved staff representatives to\nattend the burial of a fellow staff member.\n\nThe company through its medical service provider has negotiated a\ncontribution of 1,000,000\u002F= to cater for the registered dependants in case of\ndeath. This is dependent on the policy arrangements in force which are reviewed\non an annual basis.",{"bindId":79,"name":58,"text":59},"severance",{"bindId":81,"name":54,"text":82},"OVERTIME_trigger","An overtime allowance is payable if the Company requires the employee to\nwork additional hours over and above the stipulated working hour limit. For\nemployees (other than drivers) the hours worked in excess of 48 (Forty eight)\nhours per week, excluding a daily meal break of one hour shall be properly\ncalculated and paid as follows:\n\n■ Hours worked in excess of 48 hours per week on normal working days of\nMonday to Saturday shall be paid as overtime at the rate of one and a half\ntimes the hourly rate i.e. (1.5)\n\n■ Hours worked on Rest days (Off days\u002F Sunday) and Gazetted Public\nholidays shall be paid overtime at the rate of double time the hourly rate.\ni.e. (2.0)\n\nThe above will not apply to employees who are working on a shift pattern\nwhere hours worked on these days are included in the normal Forty Eight hours\nper week.\n\nb) will be paid a sixth and seventh day allowance after working through 5\ncontinuous days as follows:\n\n■ Sixth & Seventh day allowance - Ushs. 23,000\u002F=\n\n■ Gazetted Public Holiday allowance - Ushs. 40,000\u002F=\n\nWorking on Sixth and Seventh days are discouraged as observing rest days are\nan important part of the Company’s Health and Safety policy.",{"bindId":84,"name":85,"text":86},"healthcareaccess","New recruits for employment will be requ","New recruits for employment will be required to undergo a medical\nexamination conducted by a doctor appointed by the Company before being\neffectively employed should they operate in an environment involving exposure\nto hazards. It is the Company’s prerogative to request for medical\nexaminations from time to time to ensure employees are fit for their duties.",{"bindId":88,"name":89,"text":90},"healthinsurance","The Company has taken appropriate insura","The Company has taken appropriate insurance cover for permanent employees.\nThis entails Group Life Assurance benefits (payable when death is as a result\nof illness) and Group Personal Accident benefits (payable when death is as a\nresult of an accident while on duty). Both these payments are subject to the\nprovisions of the insurance policy, and relevant investigations and the\ninsurance company’s decision is final.",{"bindId":92,"name":93,"text":94},"SUNDAY_trigger","■ Hours worked on Rest days (Off days\u002F S","■ Hours worked on Rest days (Off days\u002F Sunday) and Gazetted Public\nholidays shall be paid overtime at the rate of double time the hourly rate.\ni.e. (2.0)",{"bindId":96,"name":97,"text":98},"ANNLEAVE_trigger","Leave travel allowance shall be paid to ","Leave travel allowance shall be paid to employees proceeding on annual leave\nat the rate of 3.5% of annual basic pay. This amount will be pro-rated in the\nevent that an employee proceeds on annual leave before a full year was worked\nsince the last leave allowance was earned. This amount is payable once per\nannum, it will\n\nnot be transferred to the next leave period and cannot be paid if leave is\nnot taken. It is the employee’s responsibility to agree with his\u002Fher annual\nleave with his\u002Fher Line Manager and in the event that leave cannot be taken due\nto business requirements a cancelled leave form MUST reach the HR department to\nenable accurate calculation of the leave at the point when the employee takes\nhis \u002Fher leave.",{"bindId":100,"name":101,"text":102},"protectiveclothing","The company will provide suitable PPE fo","The company will provide suitable PPE for employees who by nature of their\nemployment are required to wear PPE.\n\nAll PPE remains the property of the Company and should only be used for the\nbusiness of the company. Replacements shall only be made upon wear and tear and\nwith the return of the old PPE.\n\nIn the event that PPE is lost an employee is required to report to the line\nmanager immediately. If the loss is as a result of negligence, the employee\nshall be charged.",{"bindId":104,"name":101,"text":105},"healthandsafetypolicy","The company will provide suitable PPE for employees who by nature of their\nemployment are required to wear PPE.\n\nAll PPE remains the property of the Company and should only be used for the\nbusiness of the company. Replacements shall only be made upon wear and tear and\nwith the return of the old PPE.\n\nIn the event that PPE is lost an employee is required to report to the line\nmanager immediately. If the loss is as a result of negligence, the employee\nshall be charged.\n\nThe company shall provide Identity cards to all employees and each employee\nis required to wear the card while on Company premises. In event of damage due\nto neglect, the employee may be asked to pay the cost of replacing the card.\n\nThe card is the property of the Company and is not transferable and must be\nreturned to the company upon termination, retirement or resignation.",{"bindId":107,"name":50,"text":108},"contracttrial","On first appointment, all employees will initially be employed on a\nprobationary period of six (6) months. Upon satisfactory completion of the\nprobation period the employee will be confirmed in writing. The immediate\nmanager, with the involvement of the employee will review progress on training\nand job familiarization during this period. In the event that an employee is\nfound to be unsuitable or unable to attain the required standard, the probation\nperiod may be extended for a further period up to a maximum of six months, in\nwriting, to the employee and copied to the Union, at the absolute discretion of\nManagement.\n\nDuring the probationary period, either party may terminate the contract by\ngiving not less than fourteen days’ notice of termination, or by payment, by\neither party, of seven days wages in lieu of notice.",{"bindId":110,"name":111,"text":112},"sicknesspay","a. An employee may be granted two month’","a. An employee may be granted two month’s sick leave with full pay and two\nmonth’s sick leave with half pay upon hospitalization and producing a\ncertified authorization from a recognized medical practitioner. Sick leave may\nbe extended beyond this period at the discretion of the company.",{"bindId":114,"name":93,"text":94},"SCHEDULE_trigger",{"bindId":116,"name":117,"text":118},"shiftallowancetype1","Employees who may be required to work ni","Employees who may be required to work night shifts will be paid at a flat\nrate of Ushs. 60,000\u002F= per month upon working 8 nights and above in any given\nmonth. Should the employee work less than 8 nights, the allowance will be\nprorated to the actual number of nights worked.",{"bindId":120,"name":121,"text":122},"longtermillness","c. Thereafter, at regular intervals, as ","c. Thereafter, at regular intervals, as specified by your Manager, you must\nkeep the Company informed of your condition whilst your absence continues and\nof the likely date of your return to work, a medical certificate must be\nproduced to your Manager, after more than two consecutive days of absence from\nwork.\n\nd. On your return to work you may be expected to attend a return to work\ninterview, which would be conducted with yourself and your manager.",{"bindId":124,"name":93,"text":94},"schedulesrestpw",{"bindId":126,"name":117,"text":127},"NOCTPREM_trigger","Employees who may be required to work night shifts will be paid at a flat\nrate of Ushs. 60,000\u002F= per month upon working 8 nights and above in any given\nmonth. Should the employee work less than 8 nights, the allowance will be\nprorated to the actual number of nights worked.\n\nFor purposes of this CBA ‘Night Shift’ is defined as the period between\n7.00 pm at night (19:00) and 7.00 am in the morning (07:00).",{"bindId":129,"name":54,"text":55},"overtimeallowancetype",{"bindId":131,"name":85,"text":86},"hivpolicy",{"bindId":133,"name":111,"text":112},"sicknessmaxdays",{"bindId":135,"name":58,"text":136},"contractseverancepay","An employee who has been declared redundant due to operational requirements\n(structural and economical changes or a change in the client requirement) shall\nbe paid severance pay as follows:\n\na. Payment in lieu of notice according to the notice period provisions\nstipulated in the Labour Legislation at the time.\n\nb. 30 days basic pay for each completed year of service\n\nc. Any other payment\u002Fallowance owing up to the day of redundancy including\noutstanding leave according to the leave policy in force at the time.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA DHL Supply Chain International Limited - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2015-03-05\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Postal activities under universal service obligation\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                        DHL Supply Chain International Limited\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                        Uganda Beverage, Tobacco and 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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX 1500000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \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): → 150 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 30 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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: → 2015-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 15 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → UGX 60000.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 3.5 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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",[142],{"title":37,"slug":33},[144],{"type":145,"data":146},"call_to_action_body_block",{"title":147,"description":148,"variant":149,"link":150},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":147,"url":151,"description":147,"rel":152,"type":153},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[155],{"type":145,"data":156},{"title":147,"description":148,"variant":149,"link":157},{"title":147,"url":151,"description":147,"rel":152,"type":153},[]]