[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-britania-allied-industries-limited":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":176,"content_type_view":177,"extra_breadcrumbs":178,"body":180,"body_blocks":191,"related_pages":195},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":174,"translations":175},{"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-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-britania-allied-industries-limited","eafa896e-6669-11f1-99c3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fcollective-bargaining-agreement-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-britania-allied-industries-limited\u002Fcollective-bargaining-agreement-uganda-hotels-food-tourism-supermarkets-allied-workers-union-hts-union-britania-allied-industries-limited\u002F","COLLECTIVE BARGAINING AGREEMENT UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-UNION) BRITANIA ALLIED INDUSTRIES LIMITED","COLLECTIVE BARGAINING AGREEMENT UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-UNION) BRITANIA ALLIED INDUSTRIES LIMITED - 2025","Uganda - COLLECTIVE BARGAINING AGREEMENT UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-UNION) BRITANIA ALLIED INDUSTRIES LIMITED - 2025","COLLECTIVE BARGAINING AGREEMENT UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-UNION) BRITANIA ALLIED INDUSTRIES LIMITED - 2025 - Manufacturing",{"name":41,"data":42},"CBA BAIL 2025.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=\"#L1434\">THE REPUBLIC OF UGANDA\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1440\">IN THE MATTER OF THE LABOUR UNIONS ACT CAP, 228\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1442\">IN THE MATTER OF THE EMPLOYMENT ACT CAP, 226\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1444\">AND\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1446\">IN THE MATTER OF COLLECTIVE BARGAINING\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1448\">AGREEMENT\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1450\">UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS &\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1452\">ALLIED WORKERS’ UNION (HTS-UNION) Email:\n    info@hts-union.org\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1454\">P.O. BOX 3799, KAMPALA\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1456\">hereinafter called the “Company\" of the one\n  part)\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1458\">BRITANIA ALLIED INDUSTRIES LIMITED\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1460\">P.O. BOX 7518, KAMPALA; Email: bpl@dawda.co.uq\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1462\">(Hereinafter called the “UNION” on the other\n    part)\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L73\">PART ONE GENERAL TERMS:\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L75\">Section 1. Affirmation and Preamble\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L93\">Section 2:Definitions\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L147\">Section 3. Purpose and Scope of the\n          Agreement\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L153\">Section. 4. General Principles and Terms\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L163\">Section 5.Information:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L169\">Section 6.Existing privileges:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L173\">Section 7.Probation:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L177\">Section 8.Effective date and term of the\n            Agreement:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L183\">Section 9.Principle for Salaries\u002FWages\n          Review\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L195\">Section 10.Union Dues Check-Off and\n            Remittances\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L203\">Section 11.Job Vacancy and Promotions\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L209\">Section 12.The Right to Stop and Search\n          Staff\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L217\">PART TWO RIGHTS:\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L219\">Section 13. Hours of Work\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L227\">Section 14. OVERTIME\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1548\">Section 15. Payment of Salaries\u002FWages\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L251\">Section 16.Public Holidays\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L259\">Section 17.Occupational Health, Safety and\n            Welfare Committee:\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L287\">PART THREE Disciplinary Code\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L289\">Section.18. on Discipline (Warnings and\n            Dismissals)\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L311\">Section.19. on Disciplinary Committee\n            composition\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L329\">Section.20. Disciplinary Procedure\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L345\">Section. 21. on, Offences & breaches in\n            respect of which Written Warnings may be issued:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L377\">Section.22. Dereliction:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L457\">Section.24. on Suspension for\n          investigation\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L467\">New Section.25. on Suspension as a\n          sanction:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L473\">Section.26. on Abscondment from Duty\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L479\">Section.27. on Disciplinary Appeals\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L487\">Section.28. Disciplinary cases referred to courts\n            of Law.\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L501\">PART FOUR PARENTAL RIGHTS, PROTECTION AND\n        PRIVILEGES\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L503\">Section 29. Paternity leave\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L509\">Section 30. Maternity Leave\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L519\">Section. 31. Protection of female\n          employees\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L539\">Section 32. Maternity related sicknesses or\n            confinement\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L555\">PART FIVE BENEFITS AND ALLOWANCES\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L557\">Section 33. ANNUAL LEAVE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L577\">Section 34. SICK LEAVE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L595\">Section 35. SICK LEAVE DUE TO INDUSTRIAL\n            ACCIDENTS AND INDUSTRIAL DISEASES:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L603\">Section 36. COMPASSIONATE LEAVE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L613\">Section 37. LEAVE FOR UNION BUSINESS\n            \u002FEDUCATION:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L633\">Section 38. LEAVE WITHOUT PAY:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L637\">Section 39. STUDY LEAVE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L661\">Section 40. COMMUTER:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L665\">Section 41. OUT OF STATION ALLOWANCE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L679\">Section 42. ACTING ALLOWANCE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L685\">Section 43. NIGHT ALLOWANCE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L691\">Section 44. STAFF MEALS:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L701\">Section 45. MEDICAL TREATMENT:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L707\">Section 46. HIV\u002FAIDS POLICY:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L711\">Section 47. DEATH BENEFITS:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L727\">Section 48. GRATUITY\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L735\">Section 49. RESIGNATION \u002F RETIREMENT:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L801\">Section 50. SEVERANCE PAY:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L809\">Section 51. LONG SERVICE AWARD:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L829\">Section 52. Repatriation Allowance\u002FFees\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L851\">Section 53. COMMENCEMENT PERIOD FOR\n            COMPUTATIONS:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L855\">Section 54. SOCIAL SECURITY FUND:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L859\">Section 55. BETTER TERMS AND CONDITIONS OF\n            SERVICE:\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L867\">PART SIX SARARIES AND WAGES\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L869\">Section 56: Minimum Salary:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L877\">Section 57: Salary Increments:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L893\">Section 58. CERTIFICATE OF SERVICE:\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L909\">Section 59. Bi-partite Consultations\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L913\">Section. 60. Governing Law\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L917\">Section. 61. Endorsement\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch1 id=\"L1434\">THE REPUBLIC OF UGANDA\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1440\">IN THE MATTER OF THE LABOUR UNIONS ACT CAP, 228\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1442\">IN THE MATTER OF THE EMPLOYMENT ACT CAP, 226\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1444\">AND\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1446\">IN THE MATTER OF COLLECTIVE BARGAINING\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1448\">AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1450\">UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS &\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1452\">ALLIED WORKERS’ UNION (HTS-UNION) Email:\ninfo@hts-union.org\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1454\">P.O. BOX 3799, KAMPALA\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1456\">hereinafter called the “Company\" of the one part)\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1458\">BRITANIA ALLIED INDUSTRIES LIMITED\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1460\">P.O. BOX 7518, KAMPALA; Email: bpl@dawda.co.uq\u003C\u002Fh1>\n\n\u003Ch1 id=\"L1462\">(Hereinafter called the “UNION” on the other part)\u003C\u002Fh1>\n\n\u003Cp>JUNE 2025\u003C\u002Fp>\n\n\u003Ch2 id=\"L73\">PART ONE GENERAL TERMS:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L75\">Section 1. Affirmation and Preamble\u003C\u002Fh3>\n\n\u003Cp>a.Cognizant of Article 29 and 40 of the National Constitution, the Labour\nUnions Act, Cap 228, the Employment Act Cap, 226 among others, especially on\nRepresentation and Collective Bargaining; do hereby agree as follows: -\u003C\u002Fp>\n\n\u003Cp>b.The Company is a limited liability company incorporated and carrying on\nFood processing and beverage business under the laws of Uganda.\u003C\u002Fp>\n\n\u003Cp>c.The Union is a labour union duly organized and registered under the laws\nof Uganda to promote and defend the rights and interests of persons employed in\nthe hotel, food and tourism sectors.\u003C\u002Fp>\n\n\u003Cp>d.This Collective Bargaining Agreement (CBA) is made to cover all unionized\nemployees of Britania Allied Industries Ltd, P.O. Box 7518, Kampala in\nwhichever locations they are deployed to offer labour.\u003C\u002Fp>\n\n\u003Cp>e.This agreement is made by the parties in good faith to establish and\nregulate the general Industrial Relations between the Employer\u002F Management and\nthe employees setting out the minimum standards as terms and conditions of\nemployment with the company.\u003C\u002Fp>\n\n\u003Cp>f.That reference to “The Union” in this agreement refers to HTS-Union.\nThe Union shall be the sole body representing such employees.\u003C\u002Fp>\n\n\u003Cp>g.The Company and the Union hereby do agree to enter into a Collective\nBargaining Agreement (“CBA”) for employees on all matters concerning the\nterms and conditions of employment of the bargaining unit employees employed by\nthe Company as represented by the Union;\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE IT IS HEREBY MUTUALLY AGREED AS FOLLOWS:\u003C\u002Fp>\n\n\u003Ch3 id=\"L93\">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 contact of employment offered to an\nemployee for purposes of seasonal or one off job specification and\nrequirement.\u003C\u002Fp>\n\n\u003Cp>vi.Gender Based Violence (GBV) Refers to physical, sexual, economic or\npsychological violations which are subjected to individuals or groups of\npersons based on social expectations of men\u002Fboys and women\u002F girls.\u003C\u002Fp>\n\n\u003Cp>vii.Industrial Accident: shall mean, any accident that an employee meets\nwhile travelling to the place of work; the time the employee is on duty and\nwhile travelling to his\u002Fher home. For accidents that happen while commuting,\nthe employee has the onus to show that the travel was directly related to their\nwork eg present a police report.\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.\u003C\u002Fp>\n\n\u003Cp>x.Management shall refer to the Chief Executive Officer \u002FDirectors, General\nManagers and Managers.\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 as explained under section 52.\u003C\u002Fp>\n\n\u003Cp>xiv.‘’Resignation’’ When an employee officially and procedurally\nstops or terminates his\u002Fher contract at his\u002Fher discretion\u002Fdecision\u003C\u002Fp>\n\n\u003Cp>xv.Redundancy” means the involuntary loss of employment arising from a\nsituation where: The Company has ceased or intends to cease to carry on the\nbusiness for the purposes of which the employee was employed or to carry on\nthat business in the place where the employee was so employed;\u003C\u002Fp>\n\n\u003Cp>xvi.Retirement’’ in this agreement shall mean an employee who ceases to\nwork with the company on the following grounds;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Old age of 55 (fifty-five);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Medical unfitness;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Voluntary at 50 (fifty) years of age, after\nworking for more than 10 years 10 (ten) years\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Voluntary at 50 (fifty) years of age, after\nworking for more than 15 years.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>xvii. Sexual harassment: is unwanted, unwelcome and unasked-for behavior 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\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>xviii.Still Birth: is the death of fetus after 20 weeks of pregnancy, but\nbefore or during birth, meaning the baby is born with no signs of life.\u003C\u002Fp>\n\n\u003Cp>xix.Shop Steward(s)” means a member of the Union elected by other members\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.Severance Pay’’ This refers to payment to an employee under the\nsituation where the employer for his\u002Fher own reasons terminates the services of\nan employee who is still willing to continue in employment and has not\ncommitted an offence under the circumstances.\u003C\u002Fp>\n\n\u003Cp>xxi.Termination’’ This refers to the situation where either the employer\nor the employee stops the employment appointment\u002Fcontract.\u003C\u002Fp>\n\n\u003Ch3 id=\"L147\">Section 3. Purpose and Scope of the Agreement\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto agree that for the purpose of this Agreement is, in the\nmutual interest of the Company and the Union on behalf of the employees, to\nprovide for the operation of the services of the Company under methods which\nwill further, to the fullest extent possible, the safety of the Company’s\nbusiness 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=\"L153\">Section. 4. General Principles and Terms\u003C\u002Fh3>\n\n\u003Cp>a.The parties to this agreement hereto agree that whereas the Company and\nthe Union take cognizant of the uniqueness and peculiarities involved in the\noperations of the Company herein, the parties hereto also do appreciate the\nimportance and the need for development of both parties and to this end hereby\ndo agree to work harmoniously and strategically to achieve this goal.\u003C\u002Fp>\n\n\u003Cp>b.The Company and the Union do hereby agree to negotiate and operate a\nholistic Collective Bargaining Agreement (CBA) between the parties to cover all\nunionisable employees of the Company in whichever operational location or\nbusiness entity they may be deployed to offer labour.\u003C\u002Fp>\n\n\u003Cp>c.The parties herein also agree that in cases of any matters affecting or\nrelating to a particular business entity as party to this agreement it shall be\ndealt with between the Union and that particular entity separately.\u003C\u002Fp>\n\n\u003Cp>d.The parties hereto also agree that this agreement shall be implemented in\ngood faith and in conformity with all general Terms and Conditions of Service\nas provided in the Labour Laws relating to rights, obligations, privileges and\nby both employees and the company\u002Fmanagement that include inter alia,\nprobation, appointments\u002Fcontracts of employees, hours of work, medical\ntreatment, sick pay, all forms of leave, accidents at work, OSH issues,\ndisciplinary procedures and sanctions, dispute resolution.\u003C\u002Fp>\n\n\u003Ch3 id=\"L163\">Section 5.Information:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that Communication to all employees by the\ncompany\u002Fmanagement on all matters regarding recruitment process, terms and\nconditions of employment, disciplinary actions and cessations of employment\nshall be done in writing to the employee unless otherwise provided for in this\nagreement or the law.\u003C\u002Fp>\n\n\u003Cp>b.All new employees will be informed of this CBA by either party when their\nemployment commences. This CBA will govern the relationship of such new\nemployees with the Company if such employees accept to become members of the\nUnion or as the law provides.\u003C\u002Fp>\n\n\u003Ch3 id=\"L169\">Section 6.Existing privileges:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that Save as otherwise provided herein,\nemployee already in service shall not receive remuneration or privilege, less\nfavorable than his\u002Fher current remuneration of service after the signing\u002Fcoming\ninto force of this agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtxt\">\u003Ch3 id=\"L173\">Section 7.Probation:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>The parties hereto also agree that new employees shall be engaged for a\nprobationary period of six months. The Probationary period may be extended in\nspecial circumstances for a period not longer than Six months with the\nagreement of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L177\">Section 8.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 June, 2025 for a period of three (3) years and\nshall continue in force until otherwise amended by the parties except for PART\nSix that may be reviewed annually.\u003C\u002Fp>\n\n\u003Cp>b.Thirty [30] days to the expiry of this agreement, the Union shall forward\na written notice setting forth the nature of any proposed amendments to this\nagreement and other related matters hereof to the Company in respect of the\nperiod starting after the expiry of this agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L183\">Section 9.Principle for Salaries\u002FWages Review\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that the Company & the Union agree that\nwhen determining the wages\u002Fsalaries of the Employees, the following principles\nwill be paramount and have to be considered: -\u003C\u002Fp>\n\n\u003Cp>a.The continuity and interests of the Company, the Union and the\nEmployees;\u003C\u002Fp>\n\n\u003Cp>b.The rate of productivity of the Employees as determined by the Company in\naccordance with set Company targets for each Employee\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L195\">Section 10.Union Dues Check-Off and Remittances\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that an Employee recruited to occupy a\nposition in any of the unionisable grades may join the Union in accordance with\nthe Labour Unions Act. Cap 228 and the Labour Unions (Check Off) Regulations,\n2011.\u003C\u002Fp>\n\n\u003Cp>b.It shall be the responsibility of the Union to inform employees of the\nCompany of the two available options, either to join the Union and be subjected\nto a subscription of 2% of their wages as Union Dues; or, opt not to join the\nUnion.\u003C\u002Fp>\n\n\u003Cp>c.Any gratuity payable to paid unionizable employees who retire (for reasons\nother than medical reasons) will be subjected to a 2% Union dues. The said 2%\nwill be withheld by the Company and transferred or remitted to the Union as\nsoon as possible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L203\">Section 11.Job Vacancy and Promotions\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that the Company recognizes that it is of\nmutual benefit for its Employees to be represented by a properly constituted\nLabour Union, it is therefore hereby agreed that all new employees will be\ninformed of this CBA when their employment commences and if they choose to\njoin, they will remain fully paid-up members of the Union\u003C\u002Fp>\n\n\u003Cp>b.The Management shall give top priority to the existing qualified or\nqualifiable employees for any post that may fall vacant. No employee shall be\nsubjected to probationary period on promotion\u003C\u002Fp>\n\n\u003Ch3 id=\"L209\">Section 12.The Right to Stop and Search Staff\u003C\u002Fh3>\n\n\u003Cp>a.The parties to this Agreement recognize the importance and the right of\nsecurity personnel of the Company to carry out the ‘stop and search’\npractice, however the conduct of this practice shall be done in the most humane\nand professional manner possible so as to avoid causing embarrassment to the\nperson being subjected to the said search.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>b.For instance, it is recommended that female Security officers should be\nthe ones to search female employees and the vice-vasa should be applied with\nthe males.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L217\">PART TWO RIGHTS:\u003C\u002Fh2>\n\n\u003Ch3 id=\"L219\">Section 13. Hours of Work\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that the normal working hours per week shall\nbe a maximum of 56 (fifty-six) hours excluding meals time for all workers of\nthe company.\u003C\u002Fp>\n\n\u003Cp>b.In the event that there is need for the Company to regulate daily or\nweekly hours of work in order to suit peculiar work requirements, such\nschedules shall first be discussed between the Company and employee. Such hours\nso regulated shall however remain within the limitation of clause 13(a) above\n13(c) below. In any case, no employee(s) shall be asked to report a broken\nshift of more than once a day. The Union may be invited for such discussions\nshould the Company and employee fail to agree\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 for the normal shift of 8.00 am to 5.00\npm, however the other shifts of 8.00 am to 8.00 pm and other specified\ndepartment schedules shall include two days off of not less than 48\n(forty-eight) hours of continuous rest.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Ch3 id=\"L227\">Section 14. OVERTIME\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that all hours worked in excess of the\nagreed daily normal hours of work as per PART TWO; Section 13. of this\nagreement will be deemed to be overtime.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>b.Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of gross pay on a normal working day.\u003C\u002Fp>\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d.Any overtime worked on rest days shall be calculated at 2 (two) times the\ngross hourly rate or time off in lieu. All overtime earned in a month is\ntaxable.\u003C\u002Fp>\n\n\u003Cp>e.Overtime rates shall apply only where at least 1 hour has been worked in\nexcess of one’s normal working hours.\u003C\u002Fp>\n\n\u003Cp>f.Overtime shall be worked at the request of management and recorded at end\nof each week and signed for by the employee and the head of department or the\nrespective supervisor.\u003C\u002Fp>\n\n\u003Cp>g.It is also hereby agreed by the parties that management reserves the right\nto pay in cash or in kind thus by way of accumulating the hours and give the\nqualifying employee an extra off day when the Company is not busy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1548\">Section 15. Payment of Salaries\u002FWages\u003C\u002Fh3>\n\n\u003Cp>a. The parties hereto also agree that salaries \u002Fwages will be paid either by\nCheque, bank transfer or cash.\u003C\u002Fp>\n\n\u003Cp>b.All Employees will be required to open a salary account with a bank(s)\nselected to be convenient to majority of employees in Uganda where salaries\n\u002Fwages will be paid. The employees must notify the Company of the account\nnumber, branch and address of the bank to which payments are to be made.\u003C\u002Fp>\n\n\u003Cp>c.Bank charges arising from the 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.\u003C\u002Fp>\n\n\u003Ch3 id=\"L251\">Section 16.Public Holidays\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that all Uganda gazetted public holidays and\nother recognized holidays shall be recognized by the Company and Employees and\nshall receive overtime pay in accordance with Section14. herein for any\novertime worked on such days.\u003C\u002Fp>\n\n\u003Cp>b.Subject to what may be agreed upon between an employee and the Company, an\nemployee will have the option of taking either a day off or payment in lieu as\nper part (a)for the public holidays he\u002Fshe worked.\u003C\u002Fp>\n\n\u003Cp>c.No Employee shall refuse the request of the management to work on a public\nholiday or holidays.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L259\">Section 17.Occupational Health, Safety and Welfare Committee:\u003C\u002Fh3>\n\n\u003Cp>a. The parties hereto also agree that the Company shall provide suitable\nuniforms, protective gears and clothing. There shall be an Occupational Health,\nSafety and Welfare Committee, which shall regularly review all matters relating\nto health, safety and welfare including the monitoring of the hygiene and\nquality of staff meals.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b.The committee shall be composed of:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i. 2(two)union leaders,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii. 1(one)security representative,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii. 1(one)engineering department\nrepresentative,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iv. 1(one)HRM representative,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">v. 1(one)Company nurse\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">vii. 1 (one) personnel in charge of health and\nsafety\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">viii. 2(two) Quality controllers\u003C\u002Fp>\n\n\u003Cp>c.The Company shall continue to maintain all existing devices and practices\nfor the purpose of promoting healthful and safe working conditions and shall\ncomply with Occupational Safety and Health Act 231\u003C\u002Fp>\n\n\u003Cp>d.The Company shall insure its workers for purposes of ensuring safety and\nhealthy for the workers as well as avoiding fines and penalties in cases of\nindustrial accidents, however in cases of Industrial Diseases, the Workman’s\nCompensation Act shall apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>e.The OSH policy shall be incorporated with the Safety, Health and\nEnvironment Policy as shall be negotiated by the parties hereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L287\">PART THREE Disciplinary Code\u003C\u002Fh2>\n\n\u003Ch3 id=\"L289\">Section.18. on Discipline (Warnings and Dismissals)\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto agree that it is the intention of the Company and the\nUnion that disciplinary action shall have the goal of correcting or improving\nperformance and conduct of an Employee;\u003C\u002Fp>\n\n\u003Cp>b.Disciplinary actions shall have the purpose to ensure that all\ndisciplinary actions are carried out in a fair, just, consistent and\nprofessional manner. This shall be done through a Disciplinary Committee (DC)\nand Disciplinary Hearing (DH).\u003C\u002Fp>\n\n\u003Cp>c.Any disciplinary action(s) taken by the Company shall be documented and\ncopies thereto entered on the Employee’s personal file. Any notification of\ndisciplinary action taken by the Company shall be acknowledged by the Employee\nand copied to the Chief Shop Steward.\u003C\u002Fp>\n\n\u003Cp>d.The Company shall ensure that all disciplinary actions are carried out in\na fair and just manner and in accordance with this CBA and the law.\u003C\u002Fp>\n\n\u003Cp>e.That formal Disciplinary Hearing process shall be conducted at different\nlevels as here below:\u003C\u002Fp>\n\n\u003Cp>Level One: First sitting Chaired by the GM HR & Administration or any\nother General Manager\u003C\u002Fp>\n\n\u003Cp>Level Two: Appeal Hearing chaired by a CEO\u003C\u002Fp>\n\n\u003Cp>Level Three: Conciliation and or Arbitration Chaired by a Government\u003C\u002Fp>\n\n\u003Cp>official agreeable to by the parties to the grievance\u002Fcomplaint in\nquestion\u003C\u002Fp>\n\n\u003Cp>Level Four: Industrial Court and or action by either part in accordance with\nthe law.\u003C\u002Fp>\n\n\u003Ch3 id=\"L311\">Section.19. on Disciplinary Committee composition\u003C\u002Fh3>\n\n\u003Cp>a.The parties to this agreement do hereby agree that the Disciplinary\nCommittee (DC) shall comprise of atleast 9 persons, 5 of whom shall be\nrepresentatives of the Company and 4 representatives of the Union.\u003C\u002Fp>\n\n\u003Cp>b.The Disciplinary Hearings (DH) at level one shall be conducted by the\nDisciplinary Committee (DC) under the chairmanship of the GM HR &\nAdministration or any other General manager and this committee shall handle all\nforms of cases (minor, serious and grave offences) at the internal initial\ngrievance handling processes.\u003C\u002Fp>\n\n\u003Cp>c.The Disciplinary Hearings (DH) at level two shall be conducted by the\nDisciplinary Committee (DC) under the chairmanship of the CEO or a Director of\nthe Company and this committee shall handle cases under appeal.\u003C\u002Fp>\n\n\u003Cp>d.The person\u002Fofficer initiating an offence\u002Fgrievance\u002Fcomplaint or the one\nwho has investigated the matter for DH thereto, shall not chair the DC\nthereof.\u003C\u002Fp>\n\n\u003Cp>e.The suspect appearing before the DC shall reserve the liberty to come\nalong with his\u002Fher Union representative.\u003C\u002Fp>\n\n\u003Cp>f.The Management shall also reserve the liberty to have another officer to\nwitness and or represent the interests of the company during the DH.\u003C\u002Fp>\n\n\u003Cp>g.Decisions of the DC shall be binding and applicable to the parties thereto\nand the employee in effect unless otherwise appealed against.\u003C\u002Fp>\n\n\u003Cp>h.The members of the DC should hear cases without bias, avoid being\npresumptuous, stay clear from showing favour and support of the offender and\nshould make decisions basing on the facts of the case in the interests of both\nparties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L329\">Section.20. Disciplinary Procedure\u003C\u002Fh3>\n\n\u003Cp>The following are the disciplinary procedures for offences involving\nmisconduct which do not to warrant dismissal:\u003C\u002Fp>\n\n\u003Cp>a.Informal\u002FVerbal Warning: A breach of rules or failure to meet or maintain\nstandards as a first offence. This will result in an informal\u002F\u003C\u002Fp>\n\n\u003Cp>warning shall be recorded and the above-mentioned representative and the\nemployee or worker may examine and propose adequate and appropriate ways to\nremedy the breach, neglect, failure or shortcoming of the employee.\u003C\u002Fp>\n\n\u003Cp>b.First Written Warning: Where an employee commits an identical or similar\noffence or more serious breach of Company policy, manual, rules and\u002For\nprocedure, including offences listed in section 22 in this CBA, (e) below . The\nHoD or his relevant representative of the Company shall investigate the matter\nand if the employee’s explanation is found to be unsatisfactory, he\u002Fshe shall\nissue the employee with a first warning letter, copies of which shall be placed\non the employee’s personal file. The employee will be required to acknowledge\nreceipt 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\u002F or procedure within\none year 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\u002F or misbehavior, the GM\nHuman Resources 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 GM Human Resources after (12) twelve months\nfrom the date of issue unless another warning has been issued before the expiry\nof the 12 months (extended term) another 12 months period shall start and the\nprevious warning shall not be cancelled until the extended term has elapsed. No\nfuture response shall be made on all “lapsed” warnings.\u003C\u002Fp>\n\n\u003Ch3 id=\"L345\">Section. 21. on, Offences & breaches in respect of which\nWritten Warnings may be issued:\u003C\u002Fh3>\n\n\u003Cp>Written warnings shall be given for the following breaches, misconduct or\noffences: -\u003C\u002Fp>\n\n\u003Cp>a.Absenteeism; Absenteeism refers to the state of not being present\u003C\u002Fp>\n\n\u003Cp>that occurs when an employee is absent or not present at work during a\nnormally scheduled work period. The absences may be scheduled or\nunscheduled.\u003C\u002Fp>\n\n\u003Cp>b.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>c.Inexcusable absence(s) is where the employee did not report or communicate\nto the supervisor within appropriate time and was not excused in advance for\nsuch events as illness, family emergencies, transportation emergencies, family\nmember illness and\u002For death, and household emergencies such as flooding.\u003C\u002Fp>\n\n\u003Cp>d.Written warnings may be issued in respect of all unexcusable absences\nsubject to the decision of the disciplinary Committee depending on each\ncircumstance of the matter in question.\u003C\u002Fp>\n\n\u003Cp>e.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 behavior towards a manager or supervisor as shall be determined\nby the DC.\u003C\u002Fp>\n\n\u003Cp>f.Neglect of duty\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Neglect of duty involves -\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Simple neglect of duty; Simple neglect of duty will constitute the failure\nto give proper attention to a task expected from an Employee resulting from\neither carelessness or indifference; and may include, but not be limited to any\nof the following:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.being absent from work without reasonable notice\nor permission;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.sleeping on the duty for no unjustifiable\ncause;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii.leaving a duty station or assigned\nresponsibility without permission\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">vi.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 behavior which has or may have the\neffect of bringing the Company’s reputation into disrepute.\u003C\u002Fp>\n\n\u003Ch3 id=\"L377\">Section.22. Dereliction:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that dereliction will constitute the conscious\nor willful neglect of an employee’s duty and willful misconduct and will\u003C\u002Fp>\n\n\u003Cp>include the following situations for which sanctions may be preferred.\u003C\u002Fp>\n\n\u003Cp>a.Giving the vault\u002Fstrong room \u002F car keys to an unauthorized person in order\nto be able to go & do something he\u002Fshe wants to do.\u003C\u002Fp>\n\n\u003Cp>b.prolonged meals attendance or, visit a friend\u003C\u002Fp>\n\n\u003Cp>c.Psychological and other minor forms of sexual harassment, depending on the\nsituation and magnitude as the DC shall determine from time to time and on a\ncase by case.\u003C\u002Fp>\n\n\u003Cp>d.Psychological and other minor forms of Gender Based Violence depending on\nthe situation and magnitude as the DC shall determine from time to time and on\na case by case.\u003C\u002Fp>\n\n\u003Cp>e.Deserting a position or post without an acceptable reason \u002F\nauthorization;\u003C\u002Fp>\n\n\u003Cp>f.Tampering with company information on IT systems and websites\u003C\u002Fp>\n\n\u003Cp>g.Because he\u002Fshe wants to leave, Employee fails to implement essential\nsecurity procedures;\u003C\u002Fp>\n\n\u003Cp>h.Willful neglect leading to loss or damage of the Company interests and\nproperty, revenues and\u002For image;\u003C\u002Fp>\n\n\u003Cp>i.Willfully ignoring guests or clients\u003C\u002Fp>\n\n\u003Cp>j.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>k.Reporting to work under the influence of an intoxicant e.g drugs,\nalcohol.\u003C\u002Fp>\n\n\u003Cp>i.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>m.Refusal to comply, adhere or execute Company Policies.\u003C\u002Fp>\n\n\u003Cp>n.Rudeness to customers, supervisors or fellow employees witnessed by a\nthird party.\u003C\u002Fp>\n\n\u003Cp>o.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>p.In cases of an employee committing the above offences, the company subject\nto the provisions of this CBA and the law through the DC shall consider to\nsanction such an employee with either Final Warning Letter; Suspension without\npay as a sanction; salary deduction; demotion or termination of employment as\nthe DC shall determine.\u003C\u002Fp>\n\n\u003Cp>The parties hereto also agree that where an employee is proved to have\ncommitted any of the following offences, he\u002Fshe will be liable to instant\ndismissal by the Management of the Company.\u003C\u002Fp>\n\n\u003Cp>a.Theft of company property\u003C\u002Fp>\n\n\u003Cp>b.Fraud or dishonest dealing with company property;\u003C\u002Fp>\n\n\u003Cp>c.Gross insubordination in the performance of an employee’s duties.\u003C\u002Fp>\n\n\u003Cp>d.Physical assault or fighting at workplace.\u003C\u002Fp>\n\n\u003Cp>e.Physical sexual harassment; depending on the situation and magnitude as\nthe DC shall determine from time to time and on a case by case.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>f.Rape; conducted by any employee against the other.\u003C\u002Fp>\n\n\u003Cp>g.Gender Based Violence depending on the situation and magnitude as the DC\nshall determine from time to time and on a case by case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>h.verifiable intoxication on duty whether of drugs or alcohol;\u003C\u002Fp>\n\n\u003Cp>i.Bringing dangerous weapons onto the Company premises.\u003C\u002Fp>\n\n\u003Cp>j.Proved drug abuse and intoxications while on duty.\u003C\u002Fp>\n\n\u003Cp>k.Willful damage of Company property.\u003C\u002Fp>\n\n\u003Cp>l.Unexcused prolonged absenteeism without proper cause.\u003C\u002Fp>\n\n\u003Cp>m.Divulging confidential Company information.\u003C\u002Fp>\n\n\u003Cp>n.Notwithstanding the foregoing provisions, the Company may in cases\ndeserving of summary dismissal, inflict upon any Employee following\nDisciplinary Hearing any of the following sanctions instead: -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.Recovery of loss caused to the company by the\nemployee\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii.Demotion;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iii.Reduction of salary;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">iv.Suspension without pay;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">v.withholding of salary increment or promotion;\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">vii. Termination or dismissal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L457\">Section.24. on Suspension for investigation\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that where it requires Management to make\ninvestigations in case of an offence, an Employee may be suspended; such\nsuspension shall be in writing by the Human Resource office and copied to the\nChief Shop Steward.\u003C\u002Fp>\n\n\u003Cp>b.Suspension under this Section shall not exceed or 4 (four) weeks. The\u003C\u002Fp>\n\n\u003Cp>salary of the Employee on suspension may be reduced by half. If after 4\n(four)weeks the investigations are not complete, the Employee shall be\nreinstated to his\u002Fher duties. The reinstatement shall not affect the\ndisciplinary procedures and the Employee may as the case may be subjected to a\nhearing upon conclusion of the investigations.\u003C\u002Fp>\n\n\u003Cp>c.In case the investigations are conducted by the police, the internal\ngrievance handling procedures shall remain to the extent of suspension on\nconditions to be determined by the DC at a meeting as the police report is\nawaited before final process and decision thereof.\u003C\u002Fp>\n\n\u003Ch3 id=\"L467\">New Section.25. on Suspension as a sanction:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that suspension may be preferred to an\nemployee as a sanction arising from the decision of a disciplinary hearing\nwhere the employee is not terminated but rather suspended.\u003C\u002Fp>\n\n\u003Cp>b.This type of suspension will be on half pay or without pay and for a\nperiod not exceeding two weeks.\u003C\u002Fp>\n\n\u003Ch3 id=\"L473\">Section.26. on Abscondment from Duty\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that an employee shall be considered as\nhaving absconded from duty after absenting himself or herself from his\u002Fher\nworkplace without leave for a period of more than three\u002Ffour days without any\nexplanation being provided to the employer or his representative.\u003C\u002Fp>\n\n\u003Cp>b.In case the employee considered for Abscondment reports back for duty, the\ndisciplinary committee shall take into account extenuating circumstances if the\nemployee is to resume his\u002Fher duties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L479\">Section.27. on Disciplinary Appeals\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that appeal shall be sought with the General\nManager or the Chief Executive Officer and or the General Secretary, where the\nperson against whom a sanction has been preferred and he\u002Fshe is not satisfied\nwith the decision of the DC arising from the DH process.\u003C\u002Fp>\n\n\u003Cp>b.Either party herein, the Union or the management may also raise an appeal\nif any of them strongly feels that the decision by the DC in the matter in\nquestion has not been handled satisfactorily.\u003C\u002Fp>\n\n\u003Cp>c.Any aggrieved party may appeal to other authority if he\u002Fshe is still not\nsatisfied with the decision at appeal level as well.\u003C\u002Fp>\n\n\u003Ch3 id=\"L487\">Section.28. Disciplinary cases referred to courts of Law.\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that union members involved in cases that\nare referred to courts of Law either by Britania or other authorities shall not\nbe internally subjected to disciplinary hearing over the same charges until the\nmatter is disposed of by the said court.\u003C\u002Fp>\n\n\u003Cp>b.During the time the matter is before courts of law, the said employee\nshall not lose his employment until otherwise proved guilty by court, unless\nthe said employee is found guilty of another offence within the Company, the\nsaid employee may be subjected to Britania disciplinary procedures\naccordingly.\u003C\u002Fp>\n\n\u003Cp>c.However, the said employee shall not be paid salary and other emoluments\nby Britania after the expiry of the (4) fourth month if the matter is not yet\nconcluded.\u003C\u002Fp>\n\n\u003Cp>d.That for any period you continue with any court matter or in prison,\nBritania shall not liable to pay a salary beyond 4 months if the employee is\nacquitted and returns on duty\u003C\u002Fp>\n\n\u003Cp>e.In case for some genuine reason, the company chooses not to reinstate the\nemployee, the employee shall be retired with full benefits\u003C\u002Fp>\n\n\u003Ch2 id=\"L501\">PART FOUR PARENTAL RIGHTS, PROTECTION AND PRIVILEGES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Ch3 id=\"L503\">Section 29. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L503\">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 declared wife, be granted (5) five working days\nof paternity leave to enable him provide the required assistance at home. This\nleave shall be taken at the time of birth as per the legislation.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Ch3 id=\"L509\">Section 30. Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>a.Female employees shall be granted maternity leave on full pay as per the\nlegislation in force. Currently, this amounts to Ten (10) consecutive weeks.\nThis leave can be extended by a period not exceeding that as may be recommended\nby a medical doctor\u002Fpractitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b.However, any further request by the employee to extend the maternity leave\nmay be granted on such terms as Management may decide.\u003C\u002Fp>\n\n\u003Cp>c.For a female employee whose baby passes on shortly after birth, the\u003C\u002Fp>\n\n\u003Cp>employee may return to work, at least after 6 or 8 weeks of leave but upon\nthe recommendation of an authorized medical Doctor and also upon written\nrequest by the said employee to the Company without any further claim apart\nfrom the regular pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L519\">Section. 31. Protection of female employees\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>The parties to this do hereby agree as follows;\u003C\u002Fp>\n\n\u003Cp>a.A pregnant woman whose pregnancy is above 6 (six) months shall be exempted\nfrom night duty.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>b.Days off duty for antenatal services and those for post-natal including\ndays for immunization of a child shall not be deducted from mother as absence\nas long as proof of attendance is provided to management i.e. antenatal record\nand immunization card. However, the weekly off duty may be rescheduled to cover\nsuch scheduled hospital visits.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c.Female employees with babies of below one 1(one) year old shall be handled\nadministratively to fit within the work schedule and other relating situations\nmay be administratively managed.\u003C\u002Fp>\n\n\u003Cp>d.It is also agreed by the parties that the company shall provide\nappropriate uniforms for pregnant employees whose pregnancy is above 4 months\nas a requirement in the OSH Act Cap, 231 on provision of uniforms.\u003C\u002Fp>\n\n\u003Cp>e.Management shall endeavor to design favorable work schedule for breast\nfeeding mothers so as to allow them easy access to their babies for feeding\npurposes where applicable\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtxt\">\u003Cp>f.Female employees with babies of below one 1(one) year old shall have the\noption of whether to or not to work night shift, provided they have been in\nservice for at least 1 year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g.A female staff who comes back from Maternity leave shall be given a\nfavorable duty roaster from 9:00am to 5:00pm to allow her take care of her baby\nfor at least the first 6 months after reporting back.\u003C\u002Fp>\n\n\u003Cp>h.A staff with a baby with special needs\u002Fcomplications shall be given\nample\u002Freasonable time for child care and hospital visits as Management and the\nemployee may agree upon presentation of medical forms from a licensed medical\npractitioner.\u003C\u002Fp>\n\n\u003Ch3 id=\"L539\">Section 32. 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.\u003C\u002Fp>\n\n\u003Cp>b.Miscarriage: A female employee who loses pregnancy as result of\u003C\u002Fp>\n\n\u003Cp>miscarriage shall entitled to at least 8 weeks of leave.\u003C\u002Fp>\n\n\u003Cp>c.Premature: A female employee who gives birth to a premature baby, the said\nemployees shall be entitled to full maternity leave benefits. In addition, the\nsaid employees shall be given further maternity leave days depending on the\nrecommendation of a Doctor but on half pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\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 and or as the employee and management may mutually agree.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e.In extenuating circumstances any further leave days to be considered shall\nbe granted on the advice of the medical practitioner and payable at 50% of the\nemployee’s salary.\u003C\u002Fp>\n\n\u003Ch2 id=\"L555\">PART FIVE BENEFITS AND ALLOWANCES\u003C\u002Fh2>\n\n\u003Ch3 id=\"L557\">Section 33. ANNUAL LEAVE:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that every employee shall be entitled to\nannual leave as follows: -\u003C\u002Fp>\n\n\u003Cp>a.An employee having offered unbroken service between 1 (one) to 9 (nine)\nyears shall be entitled to 23 consecutive days of leave annually.\u003C\u002Fp>\n\n\u003Cp>b.An employee having offered unbroken service from 10 and above years shall\nbe entitled to 30 consecutive days of leave annually.\u003C\u002Fp>\n\n\u003Cp>c.In addition to annual leave pay, the employee shall be given leave\ntraveling allowance UGX 120,000 (One Hundred and twenty thousand shillings)\nwhen proceeding on leave subject to one payment every year for the years July\n2025, June 2026 to June 2027.\u003C\u002Fp>\n\n\u003Cp>d.Allowances for leave will be paid prior to the date the leave commences\nand shall be paid cash.\u003C\u002Fp>\n\n\u003Cp>e.An employee on leave who requires an extension should apply at least 48\nhours before the expiry of the leave to his\u002Fher head of department and such\nextension will only be valid when approved.\u003C\u002Fp>\n\n\u003Cp>f.All Heads of departments shall make annual leave rosters for all staff\nunder them by 30th November of the preceding year. The rosters shall be sent to\nthe Humans Resource Department which will compile one corporate annual leave\nroster for all staff of the Company by 31st December of each year.\u003C\u002Fp>\n\n\u003Cp>g.In the exigencies of the Company service, an employee may be\u003C\u002Fp>\n\n\u003Cp>recalled to duty before the expiry of his\u002Fher leave except in case of\nmaternity \u002Fpaternity leave, in which case the balance of the leave days due\nwill be carried forward or paid for in cash, at the rate of two times his\u002Fher\nhourly salary rate.\u003C\u002Fp>\n\n\u003Ch3 id=\"L577\">Section 34. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3 id=\"L577\">SICK LEAVE:\u003C\u002Fh3>\n\n\u003Cp>An employee who has been continuously working for the Company for six (6)\nmonths and above, and who is unable to attend duty because of prolonged\nillness, shall be granted sick leave under the following conditions: -\u003C\u002Fp>\n\n\u003Cp>a.One (1) month with full pay; another 15 days with half pay, 45 days\nwithout pay and thereafter the employee shall be retired and all the provisions\nof the Article on retirement shall apply. However, should the employee recover\nand be fit to work again, Management will consider such a case (s) depending on\nthe availability of vacancy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b.During the period that an employee is on sick leave, he\u002Fshe shall continue\nto receive gross pay normally received when the employee is on duty provided\nthat the sick leave is approved and\u002F or granted by the Company Senior Nurse.\u003C\u002Fp>\n\n\u003Cp>c.Sick leave also includes injury to employees outside the workplace but\ndoes not cover industrial accidents.\u003C\u002Fp>\n\n\u003Cp>d.In case of causal sickness, the employee will be entitled to a maximum of\n12 days a year that shall be part of the prolonged sickness days. Any excess\nfrom the above shall be deducted from annual leave and it should be approved by\nthe company Doctor.\u003C\u002Fp>\n\n\u003Cp>e.The annual sick leave benefits are all subject to the employee producing\nmedical report form signed\u002Fissued by a duly qualified medical practitioner\nappointed by the Company.\u003C\u002Fp>\n\n\u003Cp>f.Under normal circumstances an employee shall be expected to inform the\nCompany immediately by any means his\u002Fher inability to report to work not later\nthan 24 hours from the date he\u002Fshe falls sick.\u003C\u002Fp>\n\n\u003Cp>g.Medical policy shall be negotiated and established between the Management\nand the Union to set procedures of access to medical facilities. (Refer to\nmedical policy attached)\u003C\u002Fp>\n\n\u003Ch3 id=\"L595\">Section 35. SICK LEAVE DUE TO INDUSTRIAL ACCIDENTS AND INDUSTRIAL\nDISEASES:\u003C\u002Fh3>\n\n\u003Cp>a.In case of absence from duty as a result of an accident at the workplace,\nfull salary\u002Fwages will be paid until person returns to work or until the\nWorker’s Compensation Act is applied.\u003C\u002Fp>\n\n\u003Cp>b.In case of an employee receiving injuries that come under the terms of\nWorker’s Compensation Act, all provisions of the act shall apply.\u003C\u002Fp>\n\n\u003Cp>c.In case of an employee developing an industrial disease, all provisions of\nthe Third Schedule of the Workman’s Compensation Act Cap, 233 shall apply.\u003C\u002Fp>\n\n\u003Ch3 id=\"L603\">Section 36. COMPASSIONATE LEAVE:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that in special circumstances and upon\napplication in writing, an employee may be granted compassionate leave for a\nperiod as stated below:\u003C\u002Fp>\n\n\u003Cp>a.In case of loss of a close relative, the employee shall be granted paid\nleave of a maximum of six (6) days per year as a minimum but at a rate of three\ndays per occurrence and any other additional that shall be granted to affected\nemployee after a discussion and agreement with management.\u003C\u002Fp>\n\n\u003Cp>b.Close relative in this case shall include the employees recognized spouse,\nhusband or wife, child, father and mother.\u003C\u002Fp>\n\n\u003Cp>c.In other circumstances, the employee may be allowed to proceed on an\nunpaid compassionate leave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L613\">Section 37. LEAVE FOR UNION BUSINESS \u002FEDUCATION:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that both the Company and the Union realize\nthe need for a strong Union with well-trained Union officials\u002F members\nresponsible to execute the affairs of the Union in the interest of both parties\nhereto and to the nation as a whole and therefore agree that the following\nleaves will be granted by the Company to the Union officials or any of the\nemployees (Union members) of the Company and shall be without loss of pay.\u003C\u002Fp>\n\n\u003Cp>b.Leave to attend Union business\u002Feducation shall be applicable to the Union\nexecutive members and such leaves shall be on full pay provided that the\nemployer has granted prior permission. Such permission shall not be\nunreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>c.The employee seeking such leave will give the employer at least\nforty-eight (48) hours’ notice but in case of an emergency meeting, a notice\nof twenty 24 hours shall be given.\u003C\u002Fp>\n\n\u003Cp>d.Confirmation of all leave granted by the Company to any of its employee(s)\nunder this clause shall be given to the employee(s). Upon return to work, the\nemployee will provide a letter from the Union confirming that she\u002Fhe attended\nto the Union business.\u003C\u002Fp>\n\n\u003Cp>employment elsewhere during such period.\u003C\u002Fp>\n\n\u003Cp>f.Such leave shall be a maximum of 10 days in each calendar year.\u003C\u002Fp>\n\n\u003Cp>g.The parties hereto agree that the Management shall create office space\nwith furniture, table and chairs to facilitate Union representation at work\nplace.\u003C\u002Fp>\n\n\u003Cp>h.Union Office Operation Hours\u003C\u002Fp>\n\n\u003Cp>The Chief Shop steward and the Branch Secretary shall be accorded time off\nas part of working hours in intervals, to operate the union office in order to\nattend to workers’ issues. The time off shall be arranged\nadministratively.\u003C\u002Fp>\n\n\u003Ch3 id=\"L633\">Section 38. LEAVE WITHOUT PAY:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that leave without pay may be granted by\nmutual agreement between the employee and Management.\u003C\u002Fp>\n\n\u003Ch3 id=\"L637\">Section 39. STUDY LEAVE:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that the General Manager or the Head of\nDepartment may grant leave with or without pay to an employee for purposes of\nfurther training.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Any such leave will be granted as follows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a.Self-sought and privately sponsored employees will be granted leave\nwithout pay for the duration of the course. Such leave shall not exceed six\nmonths.\u003C\u002Fp>\n\n\u003Cp>b.For short training courses approved by the management which do not exceed\ntwo months, such leave shall be granted with full pay.\u003C\u002Fp>\n\n\u003Cp>c.Therefore, eligibility for study leave shall depend on the employee’s\nservices contract having at least one years’ period before expiry. In\naddition, the option to give three (3) months’ notice by the employee shall\nbe withdrawn for that period.\u003C\u002Fp>\n\n\u003Cp>d.The Company’s mission will be used to determine the relevance of the\ncourses. Management may consider releasing an employee on abscondment terms or\notherwise on the same terms depending on the circumstances.\u003C\u002Fp>\n\n\u003Cp>e.Study leave for the following categories of short courses will be regarded\nas study leave with full pay.\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Approved part time courses (encroaching on the working hours)\u003C\u002Fli>\n  \u003Cli>Approved study tours\u003C\u002Fli>\n  \u003Cli>Approved seminars and conferences\u003C\u002Fli>\n  \u003Cli>Approved on the job training\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3 id=\"L661\">Section 40. COMMUTER:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that the Company shall provide transport back\nhome and\u002For to nearest stages of public transport to all staff whose work ends\nafter 9:00 pm.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L665\">Section 41. OUT OF STATION ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that out of station subsistence allowance\nshall be paid to an employee when he\u002Fshe is required to carry out official\nduties away his\u002Fher workstation in the following manner: -\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Sales Executives\u002FStaff 55,000@night\u003C\u002Fli>\n  \u003Cli>Promoters 55,000night\u003C\u002Fli>\n  \u003Cli>Drivers & Turn men (without bedsin the vehicle) 55,000 @night\u003C\u002Fli>\n  \u003Cli>Turn men (with beds in thevehicle) 35,000@night\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>b.In cases where one is required to perform duties away from the company\nduring day, the prevailing fare to and from that destination shall be provided\ntogether with a lunch allowance of UGX 10,000\u002F- (Ten Thousand Shillings only)\nfor the years 2025 to 2027.\u003C\u002Fp>\n\n\u003Ch3 id=\"L679\">Section 42. ACTING ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that it is agreed that where an employee is\nrequired to act in a position of higher grade over and above that which is\nsubstantive to him\u002Fher for a period in excess of 30(thirty) days, the employee\nshall be paid an extra 25% of his basic salary. This requirement shall be made\nin writing by the head of department and approved by the General Manager Human\nResources and Administration.\u003C\u002Fp>\n\n\u003Cp>b.Should an employee act for six (6) months other than a normal promotion\nthen he shall be confirmed in that position.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L685\">Section 43. NIGHT ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that an employee shall be paid for every\nnight worked, an allowance and the policy shall not be discriminative\nirrespective of the department the employee is engaged. Night allowance for all\nqualifying employees shall be UGX. 3.000 for the period, June 2025 to June\n2028.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3 id=\"L691\">Section 44. STAFF MEALS:\u003C\u002Fh3>\n\n\u003Cp>b.The parties hereto also agree that the Company shall provide descent meals\nto all its employees whilst on duty as specified below;\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Morning shift- Morning tea with a bite and lunch\u003C\u002Fli>\n  \u003Cli>Evening \u002Fnight shift- Evening tea with a bite and dinner\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>c.Lunch and dinner shall be offered at cost sharing system where the\nemployee pays 500\u002F- shillings, and the balance is met by the Company. The tea\nwith a bite shall be taken before one starts his\u002Fher shift and or as the\nManagement may determine from time to time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L701\">Section 45. MEDIC\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3 id=\"L701\">AL TREATMENT:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that the Company shall provide free medical\nconsultancy and first aid to its entire employees as per the annexed medical\npolicy agreed upon between the Union and the Management.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b.Management and the Union shall update the current medical policy, develop\nand print into booklets which shall be circulated to all employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L707\">Section 46. HIV\u002FAIDS POLICY:\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement here by agree that the company shall establish\nHIV\u002FAIDS policy at the workplace and a committee shall be established for\npurposes of implementation and Management of this policy. Appendix “C” as\nattached.\u003C\u002Fp>\n\n\u003Ch3 id=\"L711\">Section 47. \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3 id=\"L711\">DEATH BENEFITS:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto agree that in case of death of an employee, the Company\nshall be responsible for transportation of the deceased’s body to its place\nof final rest, provide a coffin, wrapping materials, and a wreath.\u003C\u002Fp>\n\n\u003Cp>b.The company shall contribute condolence fee of UGX. 1,000,000 (One Million\nShillings) and pay all the deceased’s dues to the executor of the\ndeceased’s Estates (Next of Kin)\u002For Administrator General. Such dues shall\ninclude severance\u002Fdeath gratuity pay, outstanding pay, e.g. leave pay, overtime\nworked public holidays worked.\u003C\u002Fp>\n\n\u003Cp>c.In case of death of an employee’s registered spouse, the company shall\ncontribute UGX. 900,000\u002F= (Nine hundred thousand).\u003C\u002Fp>\n\n\u003Cp>d.In case of death of an employee’s registered child of less than 18 years\nof age or up to 21 years of age if the child is still at school, the company\nshall contribute UGX. 700,000 (seven hundred thousand). This facility shall\nextend up to two children only. Due to Covid, there was a lapse in education so\nsome children will attain that age while still studying. I think it should be\nup to 25 years if the child is still in school.\u003C\u002Fp>\n\n\u003Cp>e.In case of death of an employee’s registered parent, the company shall\ncontribute a minimum of UGX. 500,000 (five hundred thousand) and any additional\nat management discretion on provision of a death certificate of the deceased\nparent and the National Identity Cards said of the parties.\u003C\u002Fp>\n\n\u003Cp>f.The Management shall transport at least two employees to represent the\nparties hereto at the burial of the employee for a maximum of two days.\u003C\u002Fp>\n\n\u003Cp>g.Death benefits shall be paid in accordance to Sections 48 and 49 on\ngratuity pay in this CBA for the deceased employee that shall be transferred to\nthe family (next of kin).\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L727\">Section 48. GRATUITY\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that all the entire accumulated gratuity\nfrom the past years till 30th April 2019, shall be calculated with the\ncomputation done using the employee’s gross salary earned up to that period\nand capped as at that date and a provision for this gratuity shall be created\nin the company accounts.\u003C\u002Fp>\n\n\u003Cp>b.With effect from May 2019, the employees’ gratuity shall be calculated\nfor each year separately as follows in sub-sections (a, b, c) herein and added\nto the same provision for gratuity in the company accounts.\u003C\u002Fp>\n\n\u003Cp>c.Any employee terminated on the grounds of professional misconduct, and or\nunethical business misconduct may not be paid as per the CBA clauses and the\nportion of the gratuity fund will be receipted back in the company books. Can\nwe change this to read ‘dismissed’?\u003C\u002Fp>\n\n\u003Ch3 id=\"L735\">Section 49. RESIGNATION \u002F RETIREMENT:\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement hereby agree that Termination notice under\nthis clause shall apply in the following cases:\u003C\u002Fp>\n\n\u003Cp>a.Resignation\u003C\u002Fp>\n\n\u003Cp>An employee having served the company for a continuous period of five to\nnine years and wishes to resign but follows the required notice in tendering a\nresignation, he\u002Fshe shall be paid a terminal benefit (gratuity) equivalent to\nthe recommended notice period depending on the number of years served. This\nwill be on top of other entitlements like accumulated annual leave, overtime\nand worked days.\u003C\u002Fp>\n\n\u003Cp>b.Retirement benefits\u003C\u002Fp>\n\n\u003Cp>An employee having served the Company shall be entitled to the following\nretirement benefits (gratuity) regarding old age and medical unfitness, on\nleaving the company: - 10% (ten percent) of the employee’s annual gross\nsalary pay calculated using the salary for each subsequent year for the years\nworked from May 2019, in addition to the capped gratuity as of April 2019.)\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Medical unfitness\u003C\u002Fli>\n  \u003Cli>Old age of 55 (fifty-five\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>c.Voluntary retirement benefits\u003C\u002Fp>\n\n\u003Cp>Voluntary at 10, 15 & 20 years\u003C\u002Fp>\n\n\u003Cp>i.An employee having served the Company for at least 10(ten) consecutive\nyears shall be entitled to a retirement package calculated at 08% (eight\npercent) of the employee’s annual gross salary pay calculated using the\nsalary for each subsequent year for the years worked from May 2019, in addition\nto the capped gratuity as of April 2019.\u003C\u002Fp>\n\n\u003Cp>ii.An employee having served the Company for at least 15(fifteen)\nconsecutive years shall be entitled to a retirement package calculated at 09%\n(nine percent) of the employee’s annual gross salary pay calculated using the\nsalary for each subsequent year for the years worked from May 2019, in addition\nto the capped gratuity as of April 2019.\u003C\u002Fp>\n\n\u003Cp>iii.An employee having served the Company for at least 20(twenty)\nconsecutive years shall be entitled to a retirement package calculated at 10%\n(ten percent) of the employee’s annual gross salary pay calculated using the\nsalary for each subsequent year for the years worked from May 2019, in addition\nto the capped gratuity as of April 2019.\u003C\u002Fp>\n\n\u003Cp>d.Lay off benefits\u003C\u002Fp>\n\n\u003Cp>i.After probation, either party will give the other notice or pay in lieu\nthereof as follows: -\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>During probation 7(seven) days\u003C\u002Fli>\n  \u003Cli>After six months up to one year 14(fourteen) days\u003C\u002Fli>\n  \u003Cli>Between 1 year and 5 years’ service 1(one) month \u003C\u002Fli>\n  \u003Cli>Over 5 years to 10 years 2(two) months\u003C\u002Fli>\n  \u003Cli>Ten years and above 3(three) months\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>ii.When an employee is discharged under this clause all entitlements and\nbenefits due to him\u002Fher e.g., annual leave, public holidays, overtime and\ntransport allowances shall be paid. Early retirement or delayed retirement will\nbe at the discretion of Management and the Union.\u003C\u002Fp>\n\n\u003Cp>iii.An employee having served the Company shall be entitled to the following\nlay off benefits on leaving the company: -\u003C\u002Fp>\n\n\u003Cp>iv.10% (ten percent) of the employee’s annual gross salary pay calculated\nusing the salary for each subsequent year for the years worked from May 2019,\nin addition to the capped gratuity as of April 2019.\u003C\u002Fp>\n\n\u003Cp>e.REDUNDANCY BENEFITS:\u003C\u002Fp>\n\n\u003Cp>i.As much notice as possible, not less than (1) one month of the intended\nredundancy shall be given by the Management to the Union and employee(s) to be\naffected.\u003C\u002Fp>\n\n\u003Cp>ii.An employee shall be entitled to redundancy benefits in the following\nmanner: - An employee’s 10% (ten percent) of the employee’s annual gross\nsalary pay calculated using the salary for each subsequent year for the years\nworked from May 2019, in addition to the capped gratuity as of April 2019.\u003C\u002Fp>\n\n\u003Cp>f.Procedure for redundancy and lay off.\u003C\u002Fp>\n\n\u003Cp>i.The principles of last in-first out shall apply subject to skills, ability\nto do the job and work record being equal.\u003C\u002Fp>\n\n\u003Cp>ii.As much notice as possible (not less than 1 one month) of the cause of\nintended layoff will be given by Management to the Union and the employee(s) to\nbe affected.\u003C\u002Fp>\n\n\u003Cp>iii.During the period of notice the employee shall as far as it is\npracticable be entitled to reasonable amount of time off without loss of pay in\norder to look for another employment.\u003C\u002Fp>\n\n\u003Cp>iv.An offer of re-engagement to an employee laid off will be made by\nManagement in the event of a suitable vacancy arising with 6(six) months of the\ndate of the employees lay off. The onus of leaving a forwarding address lies\nwith employee and if a reply from the employee is not received within\n15(fifteen) days from the date of the Management’s notification, the vacancy\nmay be filed from other sources.\u003C\u002Fp>\n\n\u003Cp>g.Cessation of employment Notice application\u003C\u002Fp>\n\n\u003Cp>Termination notice shall be either paid in lieu or served. However, if\nnotice is served, the company may request the employee due for termination,\nlay-off, redundancy, retirement to stay home in preparation for his\u002Fher end of\nemployment and instead be paid the notice on a monthly basis pending final\nterminal benefits payment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3 id=\"L801\">Section 50. SEVERANCE PAY:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto also agree that an employee who is discharged from duty\nand is eligible, or qualifies to be settled under this clause of severance pay,\nit is agreed upon by management and union as per Employment Act Cap, Section\n88, that severance pay shall be one month’s salary of that employee.\u003C\u002Fp>\n\n\u003Cp>b.In the event that an employee is eligible for gratuity, severance pay\nshall be considered to have been paid in that gratuity or any other benefit\npaid.\u003C\u002Fp>\n\n\u003Cp>c.Severance pay shall be considered in accordance to Section 88 of the\nEmployment Act Cap, 226.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L809\">Section 51. LONG SERVICE AWARD:\u003C\u002Fh3>\n\n\u003Cp>a.The parties hereto agree that for the purpose of appreciating, motivating,\nconsolidating loyalty and recognizing the services of the employees, the\ncompany shall pay long service awards plus a certificate of proficiency as per\nthe matrix herein 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:14.65pt\">\n      \u003Ctd width=\"48\" style=\"width:35.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>NO\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"260\" style=\"width:194.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>Years\n        worked\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" style=\"width:104.4pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>Current\n        pay\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.4pt\">\n      \u003Ctd width=\"48\" style=\"width:35.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"260\" style=\"width:194.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">5\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" style=\"width:104.4pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">Nil\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.4pt\">\n      \u003Ctd width=\"48\" style=\"width:35.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"260\" style=\"width:194.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">10\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" style=\"width:104.4pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">200,000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.4pt\">\n      \u003Ctd width=\"48\" style=\"width:35.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"260\" style=\"width:194.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">15\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" style=\"width:104.4pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">300,000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.4pt\">\n      \u003Ctd width=\"48\" style=\"width:35.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"260\" style=\"width:194.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">20\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" style=\"width:104.4pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:14.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">400,000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"48\" style=\"width:35.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"260\" style=\"width:194.9pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">25\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" style=\"width:104.4pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">Nil\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>b. The awards will be given during an event that shall involve both\nmanagement and the Union leaders at the company. The ceremony shall be arranged\nby management.\u003C\u002Fp>\n\n\u003Ch3 id=\"L829\">Section 52. Repatriation Allowance\u002FFees\u003C\u002Fh3>\n\n\u003Cp>b.It is agreed by the parties hereto that an employee upon leaving\nemployment and who is eligible for repatriation as in accordance with the\nEmployment Act Cap, 226; shall be paid repatriation allowance of UGX. 1,000,000\n(one million). Details follow:\u003C\u002Fp>\n\n\u003Cp>c.An employee who was recruited for employment at a place more than one\nhundred kilometers from his or her home, shall have the right to be repatriated\nat the expense of the employer in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>i.On expiry of the period of service stipulated in the contract\u003C\u002Fp>\n\n\u003Cp>ii.On the termination of the contract by reason of employee’s sickness or\naccident\u003C\u002Fp>\n\n\u003Cp>iii.On termination of the contract by agreement between the parties, unless\nthe contract contains a written provision to the contrary.\u003C\u002Fp>\n\n\u003Cp>iv.On the termination of the contract by order of the Labour Officer, the\nindustrial court or any other court\u003C\u002Fp>\n\n\u003Cp>d.Where the family of the employee has been brought to the place of\nemployment by the employer, the family shall be repatriated at the expense of\nthe employer, in the event of the employee’s repatriation or death.\u003C\u002Fp>\n\n\u003Cp>e.Where the employee has been in employment for at least ten (10) years, he\nor she shall be repatriated at the expense of the employer, irrespective of his\nor her place of recruitment.\u003C\u002Fp>\n\n\u003Cp>f.At cessation of employment, the employee being repatriated shall be paid\nhis\u002Fher repatriation allowance before he\u002Fshe leaves the company\u003C\u002Fp>\n\n\u003Ch3 id=\"L851\">Section 53. COMMENCEMENT PERIOD FOR COMPUTATIONS:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto agree that the commencement period for computing any\nbenefits under Sections 49 of this agreement (i.e., death benefits; severance\npay; retirement, resignation and lay off benefits; and long service awards)\nshall not go beyond\u002Fexceed the date of incorporation of the company i.e.,\nSeptember 2002.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L855\">Section 54. SOCIAL SECURITY FUND:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto also agree that the Company and all employees shall be\nrequired to contribute to the National Social Security Fund (NSSF) as by law\nestablished.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L859\">Section 55. BETTER TERMS AND CONDITIONS OF SERVICE:\u003C\u002Fh3>\n\n\u003Cp>The parties hereto mutually agreed and understood that no clause of this\nagreement shall prejudice or deprive an employee(s) of any\u003C\u002Fp>\n\n\u003Cp>benefit(s) offered by the Company which are established and are better than\nthose provided in this agreement.\u003C\u002Fp>\n\n\u003Ch2 id=\"L867\">PART SIX SARARIES AND WAGES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3 id=\"L869\">Section 56: Minimum Salary:\u003C\u002Fh3>\n\n\u003Cp>Minimum Salary and the related aspects:\u003C\u002Fp>\n\n\u003Cp>a)The parties to this agreement do hereby agree that the minimum salary to\nthe lowest paid salary employee of the Britania Allied Industries Ltd (BAIL)\nshall with effect from 1st June 2025 be UGX. 400,000 (Four Hundred thousand)\u003C\u002Fp>\n\n\u003Cp>b)It is also agreed that no employee joining BAIL service with effect 1st\nJune 2025, shall be paid a wage less than the minimum provided for in clause\n1(a) herein above.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L877\">Section 57: Salary Increments:\u003C\u002Fh3>\n\n\u003Cp>a. Considering the current economic situation that has effects and\nimplications on both the employer and the employees, the parties agreed that a\ngeneral increase of salaries for; Britania Allied Industries Ltd shall be\neffected to all employees as per the matrix here below for the year July, 2025\nto June 2026.\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:27.35pt\">\n      \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:215.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.35pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>Strata\u002Fcategory of employees\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:86.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:27.35pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>Increment UGX percentage\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"448\" colspan=\"3\" style=\"width:336.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>For\n        the year 2025\u002F2026,\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:35.5pt\">\n      \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:35.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">i\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:215.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:35.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">Employees currently earning a salary between UGX 400,000\u002F=\n        and UGX 500,000\u002F- shall be raised by:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:86.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:35.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>7%\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:36.0pt\">\n      \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:36.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">ii\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:215.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:36.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">Employees currently earning a salary between UGX 500,000\u002F=\n        and UGX 1,500,000\u002F- shall be raised by:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:86.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:36.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>6%\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.05pt\">\n      \u003Ctd width=\"45\" style=\"width:34.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:23.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">iii\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:215.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:23.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">Employees currently earning above UGX 1,500,000 shall be\n        raised by:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:86.15pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:23.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>5%\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>b. The parties hereto agreed that section 57 (a) herein shall be effective\nfrom the 1st of June 2025 for a period of three years. The parties also agree\nthat if the performance of the business improves during the period of the CBA,\nthe parties may sit to review this section.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L893\">Section 58. CERTIFICATE OF SERVICE:\u003C\u002Fh3>\n\n\u003Cp>On the termination of contract of service, an employer, if so, requested by\nthe employee, shall provide the employee with a certificate indicating:\u003C\u002Fp>\n\n\u003Cp>a.The name and addresses of the employer and employee\u003C\u002Fp>\n\n\u003Cp>b.The nature of the employer’s business\u003C\u002Fp>\n\n\u003Cp>c.The length of employee’s period of continuous employment with the\nemployer\u003C\u002Fp>\n\n\u003Cp>d.The capacity in which the employee was employed prior to termination\u003C\u002Fp>\n\n\u003Cp>e.The wages payable at the date of termination of the contract\u003C\u002Fp>\n\n\u003Cp>f.Where the employee so requests, the reason or reasons for termination of\nthe employee’s employment\u003C\u002Fp>\n\n\u003Ch3 id=\"L909\">Section 59. Bi-partite Consultations\u003C\u002Fh3>\n\n\u003Cp>That future engagements on these matters by the parties hereto shall\ncontinue in furtherance of interests of the company, its employees and the\nunion.\u003C\u002Fp>\n\n\u003Ch3 id=\"L913\">Section. 60. 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=\"L917\">Section. 61. Endorsement\u003C\u002Fh3>\n\n\u003Cp>a.The parties to this agreement further agreed hereto, that this CBA shall\nbe effective from the 1st June, 2025 for all categories of staff for three\nyears and shall continue in force until otherwise amended by the parties\nthereto.\u003C\u002Fp>\n\n\u003Cp>b.The parties hereto further agreed that any amendments to this agreement as\nmay be reviewed in future, shall be made addendums to this existing\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"SOCSEC_trigger":44,"contracttrial":48,"contracttrialperiod":52,"contractseverancepay":56,"maxsicknesspay":60,"WAGES_trigger":64,"LOWWAGE_trigger":68,"STRUCINCR_trigger":70,"NOCTPREM_trigger":74,"OVERTIME_trigger":78,"overtimeallowancetype_general":82,"overtimeallowanceperc1_general":86,"overtimeallowancetype":88,"COMMUTE_trigger":90,"mealvouchers":94,"GENEQ_trigger":98,"eqpay":102,"discrimination":104,"sexualhar":108,"violence":112,"equalityexcludedtxt":116,"healthcareaccess":118,"healthandsafetypolicy":122,"protectiveclothing":126,"funeralpay":130,"WORKFAM_trigger":134,"paidmaternityleave":138,"paidmaternityleaveduration":142,"paidmaternityleaveall":144,"paidmaternityleavepay":146,"paidmaternityleavepayperc":150,"jobsecuritymothers":152,"maternityexcludedtxt":156,"pregnancy":160,"timeoff":164,"paidpaternityleave":168,"paidpaternityleaveduration":172},{"bindId":45,"name":46,"text":47},"SOCSEC_trigger","Section 54. SOCIAL SECURITY FUND: The pa","Section 54. SOCIAL SECURITY FUND:\n\nThe parties hereto also agree that the Company and all employees shall be\nrequired to contribute to the National Social Security Fund (NSSF) as by law\nestablished.",{"bindId":49,"name":50,"text":51},"contracttrial","Section 7.Probation: The parties hereto ","Section 7.Probation:\n\nThe parties hereto also agree that new employees shall be engaged for a\nprobationary period of six months. The Probationary period may be extended in\nspecial circumstances for a period not longer than Six months with the\nagreement of the employee.",{"bindId":53,"name":54,"text":55},"contracttrialperiod","The parties hereto also agree that new e","The parties hereto also agree that new employees shall be engaged for a\nprobationary period of six months. The Probationary period may be extended in\nspecial circumstances for a period not longer than Six months with the\nagreement of the employee.",{"bindId":57,"name":58,"text":59},"contractseverancepay","Section 50. SEVERANCE PAY: a.The parties","Section 50. SEVERANCE PAY:\n\na.The parties hereto also agree that an employee who is discharged from duty\nand is eligible, or qualifies to be settled under this clause of severance pay,\nit is agreed upon by management and union as per Employment Act Cap, Section\n88, that severance pay shall be one month’s salary of that employee.\n\nb.In the event that an employee is eligible for gratuity, severance pay\nshall be considered to have been paid in that gratuity or any other benefit\npaid.\n\nc.Severance pay shall be considered in accordance to Section 88 of the\nEmployment Act Cap, 226.",{"bindId":61,"name":62,"text":63},"maxsicknesspay","SICK LEAVE: An employee who has been con","SICK LEAVE:\n\nAn employee who has been continuously working for the Company for six (6)\nmonths and above, and who is unable to attend duty because of prolonged\nillness, shall be granted sick leave under the following conditions: -\n\na.One (1) month with full pay; another 15 days with half pay, 45 days\nwithout pay and thereafter the employee shall be retired and all the provisions\nof the Article on retirement shall apply. However, should the employee recover\nand be fit to work again, Management will consider such a case (s) depending on\nthe availability of vacancy.",{"bindId":65,"name":66,"text":67},"WAGES_trigger","Section 56: Minimum Salary: Minimum Sala","Section 56: Minimum Salary:\n\nMinimum Salary and the related aspects:\n\na)The parties to this agreement do hereby agree that the minimum salary to\nthe lowest paid salary employee of the Britania Allied Industries Ltd (BAIL)\nshall with effect from 1st June 2025 be UGX. 400,000 (Four Hundred thousand)\n\nb)It is also agreed that no employee joining BAIL service with effect 1st\nJune 2025, shall be paid a wage less than the minimum provided for in clause\n1(a) herein above.",{"bindId":69,"name":66,"text":67},"LOWWAGE_trigger",{"bindId":71,"name":72,"text":73},"STRUCINCR_trigger","Section 57: Salary Increments: a. Consid","Section 57: Salary Increments:\n\na. Considering the current economic situation that has effects and\nimplications on both the employer and the employees, the parties agreed that a\ngeneral increase of salaries for; Britania Allied Industries Ltd shall be\neffected to all employees as per the matrix here below for the year July, 2025\nto June 2026.\n\n\n\n\n  \n    \n       \n      \n      Strata\u002Fcategory of employees\n      \n      Increment UGX percentage\n      \n    \n    \n      For\n        the year 2025\u002F2026,\n      \n    \n    \n      i\n      \n      Employees currently earning a salary between UGX 400,000\u002F=\n        and UGX 500,000\u002F- shall be raised by:\n      \n      7%\n      \n    \n    \n      ii\n      \n      Employees currently earning a salary between UGX 500,000\u002F=\n        and UGX 1,500,000\u002F- shall be raised by:\n      \n      6%\n      \n    \n    \n      iii\n      \n      Employees currently earning above UGX 1,500,000 shall be\n        raised by:\n      \n      5%\n      \n    \n  \n\n\n\nb. The parties hereto agreed that section 57 (a) herein shall be effective\nfrom the 1st of June 2025 for a period of three years. The parties also agree\nthat if the performance of the business improves during the period of the CBA,\nthe parties may sit to review this section.",{"bindId":75,"name":76,"text":77},"NOCTPREM_trigger","Section 43. NIGHT ALLOWANCE: a.The parti","Section 43. NIGHT ALLOWANCE:\n\na.The parties hereto also agree that an employee shall be paid for every\nnight worked, an allowance and the policy shall not be discriminative\nirrespective of the department the employee is engaged. Night allowance for all\nqualifying employees shall be UGX. 3.000 for the period, June 2025 to June\n2028.",{"bindId":79,"name":80,"text":81},"OVERTIME_trigger","Section 14. OVERTIME a.The parties heret","Section 14. OVERTIME\n\na.The parties hereto also agree that all hours worked in excess of the\nagreed daily normal hours of work as per PART TWO; Section 13. of this\nagreement 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 on a normal working day.\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 2 (two) times the\ngross hourly rate or time off in lieu. All overtime earned in a month is\ntaxable.\n\ne.Overtime rates shall apply only where at least 1 hour has been worked in\nexcess of one’s normal working hours.\n\nf.Overtime shall be worked at the request of management and recorded at end\nof each week and signed for by the employee and the head of department or the\nrespective supervisor.\n\ng.It is also hereby agreed by the parties that management reserves the right\nto pay in cash or in kind thus by way of accumulating the hours and give the\nqualifying employee an extra off day when the Company is not busy.",{"bindId":83,"name":84,"text":85},"overtimeallowancetype_general","b.Any overtime worked shall be calculate","b.Any overtime worked shall be calculated at 1.5 (one and a half) times the\nhourly rate of gross pay on a normal working day.\n\nc.Any overtime worked on gazetted public holidays shall be calculated at 2\n(two) times the gross hourly rate.",{"bindId":87,"name":84,"text":85},"overtimeallowanceperc1_general",{"bindId":89,"name":80,"text":81},"overtimeallowancetype",{"bindId":91,"name":92,"text":93},"COMMUTE_trigger","Section 40. COMMUTER: The parties hereto","Section 40. COMMUTER:\n\nThe parties hereto also agree that the Company shall provide transport back\nhome and\u002For to nearest stages of public transport to all staff whose work ends\nafter 9:00 pm.",{"bindId":95,"name":96,"text":97},"mealvouchers","Section 44. STAFF MEALS: b.The parties h","Section 44. STAFF MEALS:\n\nb.The parties hereto also agree that the Company shall provide descent meals\nto all its employees whilst on duty as specified below;\n\n  Morning shift- Morning tea with a bite and lunch\n  Evening \u002Fnight shift- Evening tea with a bite and dinner\n\n\nc.Lunch and dinner shall be offered at cost sharing system where the\nemployee pays 500\u002F- shillings, and the balance is met by the Company. The tea\nwith a bite shall be taken before one starts his\u002Fher shift and or as the\nManagement may determine from time to time.",{"bindId":99,"name":100,"text":101},"GENEQ_trigger","c.The economic and social objectives of ","c.The economic and social objectives of the Company and the community.\n\nd.Equal work for equitable pay irrespective of the Employees’ race, sex,\ncreed and colour.",{"bindId":103,"name":100,"text":101},"eqpay",{"bindId":105,"name":106,"text":107},"discrimination","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-vasa should be applied with\nthe males.",{"bindId":109,"name":110,"text":111},"sexualhar","xvii. Sexual harassment: is unwanted, un","xvii. Sexual harassment: is unwanted, unwelcome and unasked-for behavior 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":113,"name":114,"text":115},"violence","f.Rape; conducted by any employee agains","f.Rape; conducted by any employee against the other.\n\ng.Gender Based Violence depending on the situation and magnitude as the DC\nshall determine from time to time and on a case by case.",{"bindId":117,"name":50,"text":51},"equalityexcludedtxt",{"bindId":119,"name":120,"text":121},"healthcareaccess","AL TREATMENT: a.The parties hereto also ","AL TREATMENT:\n\na.The parties hereto also agree that the Company shall provide free medical\nconsultancy and first aid to its entire employees as per the annexed medical\npolicy agreed upon between the Union and the Management.",{"bindId":123,"name":124,"text":125},"healthandsafetypolicy","e.The OSH policy shall be incorporated w","e.The OSH policy shall be incorporated with the Safety, Health and\nEnvironment Policy as shall be negotiated by the parties hereto.",{"bindId":127,"name":128,"text":129},"protectiveclothing","Section 17.Occupational Health, Safety a","Section 17.Occupational Health, Safety and Welfare Committee:\n\na. The parties hereto also agree that the Company shall provide suitable\nuniforms, protective gears and clothing. There shall be an Occupational Health,\nSafety and Welfare Committee, which shall regularly review all matters relating\nto health, safety and welfare including the monitoring of the hygiene and\nquality of staff meals.",{"bindId":131,"name":132,"text":133},"funeralpay","DEATH BENEFITS: a.The parties hereto agr","DEATH BENEFITS:\n\na.The parties hereto agree that in case of death of an employee, the Company\nshall be responsible for transportation of the deceased’s body to its place\nof final rest, provide a coffin, wrapping materials, and a wreath.\n\nb.The company shall contribute condolence fee of UGX. 1,000,000 (One Million\nShillings) and pay all the deceased’s dues to the executor of the\ndeceased’s Estates (Next of Kin)\u002For Administrator General. Such dues shall\ninclude severance\u002Fdeath gratuity pay, outstanding pay, e.g. leave pay, overtime\nworked public holidays worked.\n\nc.In case of death of an employee’s registered spouse, the company shall\ncontribute UGX. 900,000\u002F= (Nine hundred thousand).\n\nd.In case of death of an employee’s registered child of less than 18 years\nof age or up to 21 years of age if the child is still at school, the company\nshall contribute UGX. 700,000 (seven hundred thousand). This facility shall\nextend up to two children only. Due to Covid, there was a lapse in education so\nsome children will attain that age while still studying. I think it should be\nup to 25 years if the child is still in school.\n\ne.In case of death of an employee’s registered parent, the company shall\ncontribute a minimum of UGX. 500,000 (five hundred thousand) and any additional\nat management discretion on provision of a death certificate of the deceased\nparent and the National Identity Cards said of the parties.\n\nf.The Management shall transport at least two employees to represent the\nparties hereto at the burial of the employee for a maximum of two days.\n\ng.Death benefits shall be paid in accordance to Sections 48 and 49 on\ngratuity pay in this CBA for the deceased employee that shall be transferred to\nthe family (next of kin).",{"bindId":135,"name":136,"text":137},"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 declared wife, be granted (5) five working days\nof paternity leave to enable him provide the required assistance at home. This\nleave shall be taken at the time of birth as per the legislation.\n\nb.The employee upon return from the said leave shall provide\ndocumentation\u002Fproof of delivery of the child to Management.\n\nSection 30. Maternity Leave\n\na.Female employees shall be granted maternity leave on full pay as per the\nlegislation in force. Currently, this amounts to Ten (10) consecutive weeks.\nThis leave can be extended by a period not exceeding that as may be recommended\nby a medical doctor\u002Fpractitioner.\n\nb.However, any further request by the employee to extend the maternity leave\nmay be granted on such terms as Management may decide.\n\nc.For a female employee whose baby passes on shortly after birth, the\n\nemployee may return to work, at least after 6 or 8 weeks of leave but upon\nthe recommendation of an authorized medical Doctor and also upon written\nrequest by the said employee to the Company without any further claim apart\nfrom the regular pay.",{"bindId":139,"name":140,"text":141},"paidmaternityleave","Section 30. Maternity Leave a.Female emp","Section 30. Maternity Leave\n\na.Female employees shall be granted maternity leave on full pay as per the\nlegislation in force. Currently, this amounts to Ten (10) consecutive weeks.\nThis leave can be extended by a period not exceeding that as may be recommended\nby a medical doctor\u002Fpractitioner.",{"bindId":143,"name":140,"text":141},"paidmaternityleaveduration",{"bindId":145,"name":140,"text":141},"paidmaternityleaveall",{"bindId":147,"name":148,"text":149},"paidmaternityleavepay","a.Female employees shall be granted mate","a.Female employees shall be granted maternity leave on full pay as per the\nlegislation in force. Currently, this amounts to Ten (10) consecutive weeks.\nThis leave can be extended by a period not exceeding that as may be recommended\nby a medical doctor\u002Fpractitioner.",{"bindId":151,"name":148,"text":149},"paidmaternityleavepayperc",{"bindId":153,"name":154,"text":155},"jobsecuritymothers","d.In cases related to Still birth, Misca","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 and or as the employee and management may mutually agree.",{"bindId":157,"name":158,"text":159},"maternityexcludedtxt","f.Female employees with babies of below ","f.Female employees with babies of below one 1(one) year old shall have the\noption of whether to or not to work night shift, provided they have been in\nservice for at least 1 year.",{"bindId":161,"name":162,"text":163},"pregnancy","The parties to this do hereby agree as f","The parties to this do hereby agree as follows;\n\na.A pregnant woman whose pregnancy is above 6 (six) months shall be exempted\nfrom night duty.",{"bindId":165,"name":166,"text":167},"timeoff","b.Days off duty for antenatal services a","b.Days off duty for antenatal services and those for post-natal including\ndays for immunization of a child shall not be deducted from mother as absence\nas long as proof of attendance is provided to management i.e. antenatal record\nand immunization card. However, the weekly off duty may be rescheduled to cover\nsuch scheduled hospital visits.",{"bindId":169,"name":170,"text":171},"paidpaternityleave","Section 29. Paternity leave a.The partie","Section 29. Paternity leave\n\na.The parties hereby agree that a male employee shall, immediately after the\ndelivery or miscarriage of his declared wife, be granted (5) five working days\nof paternity leave to enable him provide the required assistance at home. This\nleave shall be taken at the time of birth as per the legislation.",{"bindId":173,"name":170,"text":171},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE BARGAINING AGREEMENT UGANDA HOTELS, FOOD, TOURISM, SUPERMARKETS & ALLIED WORKERS’ UNION (HTS-UNION) BRITANIA ALLIED INDUSTRIES LIMITED - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2025-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2028-05-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HTS-Union Uganda Hotels, Food, Tourism, Supermarkets & Allied Workers' Union \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX 500000.0\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: → 10 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 6 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → No\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \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: → 360 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → UGX 400000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2025-06\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → UGX  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[179],{"title":37,"slug":33},[181],{"type":182,"data":183},"call_to_action_body_block",{"title":184,"description":185,"variant":186,"link":187},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":184,"url":188,"description":184,"rel":189,"type":190},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[192],{"type":182,"data":193},{"title":184,"description":185,"variant":186,"link":194},{"title":184,"url":188,"description":184,"rel":189,"type":190},[]]