[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Findustrial-relations-machinery-2008-memorandum-of-recognition-and-collective-bargaining-agreement-made-between-rift-valley-railways-uganda-ltd-and-uganda-railways-workers-union":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":72,"content_type_view":73,"extra_breadcrumbs":74,"body":76,"body_blocks":87,"related_pages":91},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":70,"translations":71},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"industrial-relations-machinery-2008-memorandum-of-recognition-and-collective-bargaining-agreement-made-between-rift-valley-railways-uganda-ltd-and-uganda-railways-workers-union","5ebceebc-f947-11e2-aaa3-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Findustrial-relations-machinery-2008-memorandum-of-recognition-and-collective-bargaining-agreement-made-between-rift-valley-railways-uganda-ltd-and-uganda-railways-workers-union\u002Findustrial-relations-machinery-2008-memorandum-of-recognition-and-collective-bargaining-agreement-made-between-rift-valley-railways-uganda-ltd-and-uganda-railways-workers-union\u002F","Memorandum of Recognition and Collective Bargaining Agreement Made Between Rift Valley Railways (Uganda) Ltd and Uganda Railways Workers Union - 2008","UGA Rift Valley Railways (Uganda) Ltd (RVR U) - 2012","Uganda - UGA Rift Valley Railways (Uganda) Ltd (RVR U) - 2012","UGA Rift Valley Railways (Uganda) Ltd (RVR U) - 2012 - Transport, logistics, communication",{"name":41,"data":42},"Industrial Relations Machinery 2008 Memorandum of Recognition and Collective Bargaining Agreement Made Between Rift Valley Railways (Uganda) Ltd and Uganda Railways Workers Union.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>INDUSTRIAL RELATIONS MACHINERY 2008 MEMORANDUM OF RECOGNITION AN1)\nCOLLECTIVE BARGAINING AGREEMENT MADE BETWEEN RIFT VALLEY RAILWAYS (UGANDA) LTD\n(RVR U) HEREAFTER REFERRED TO AS THE COMPANY OF THE FIRST PARTY AND UGANDA\nRAILWAYS WORKERS UNION (URWU) H EREA FTER REFERREI) TO AS THE UNION OF THE\nSECONI) PARTY\u003C\u002Fh1>\n\n\u003Cp>  \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1: SCOPE AND INSTRUMENTS\u003C\u002Fh2>\n\n\u003Cp>i. This agreement made between Rift Valley Railways (Uganda) Ltd (RVR-U) and\nUganda Railway Workers’ Union (URWU) embodies the spirit and intent of the\nLaws of Uganda The Uganda Constriction of 1995, Employment Act 2006, The Labour\nUnion Act 2006, The Labour Dispute (Arbitration and Settlement) Act 2006,\nOccupational Safety and Health Act 2006, Workmen’s Compensation Act 2000,\nRVR(U) Human Resource Manual 2007, and Partnership principles in formulating\nformal Trade Union Recognition and Collective Bargaining underpinned by clear\nguiding principles.\u003C\u002Fp>\n\n\u003Cp>ii. Whilst the wording of this agreement is most important it that the\nspirit and intention of those involved will be importance, any strengthening of\nexisting ties will be readily accepted by both parties.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2: OBJECTIVES:\u003C\u002Fh2>\n\n\u003Cp>i. Both RVR (U) and URWU are committed to a partnership that will\ndeliver.\u003C\u002Fp>\n\n\u003Cp>ii. Both RVR (U) and URWU share the common objective of ensuring excellent\nworkplace relations in order to deliver the best quality service to\ncustomers.\u003C\u002Fp>\n\n\u003Cp>iii. Both RVR (U) and URWU shall be mindful that RVR(U) conducts its\nbusiness within a highly competitive sector and shall need to respond\nefficiently and effectively to changes in the market\u003C\u002Fp>\n\n\u003Cp>iv. Both RVR (U) and URWU shall be fully committed to the success of the\ncustomer and shall work together to ensure that the company continues to grow\nits operations.\u003C\u002Fp>\n\n\u003Cp>v. Both RVR (U) and URWU accept that good industrial relations are primarily\nabout people rather than processes. To this end, both parties will facilitate\nthe maximum degree of informal contact and exchange of information in order to\nanticipate and deal with issues as speedily as possible.\u003C\u002Fp>\n\n\u003Cp>vi. Both RVR (U) and URWU seek to enhance the quality of working life and to\nencourage an atmosphere where diversity in the workforce is valued.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3: RECOGNITION:\u003C\u002Fh2>\n\n\u003Cp>i. RVR (U) recognizes URWU as official representative of unionized RVR\nemployees.\u003C\u002Fp>\n\n\u003Cp>ii. RVR(U) recognizes the rights of RVR(U) unionized staff to belong to URWU\nand the right of URWU as official representative of RVR(U) unionized\nemployees.\u003C\u002Fp>\n\n\u003Cp>iii. The URWU recognizes the rights and responsibility of management of the\nCompany in the best interest of shareholders, and employees.\u003C\u002Fp>\n\n\u003Cp>iv. RVR(U) agrees to negotiate and discuss with URWU all issues that affect\nthe terms and conditions of service of their unionized members.\u003C\u002Fp>\n\n\u003Cp>v. All negotiations and discussions agreed upon between RVR(U) Management\nand URWU shall be conducted by mandated party representatives.\u003C\u002Fp>\n\n\u003Cp>vi. The parties to this agreement agree that prior notification shall be\nmade to other patty on mandated representatives who shall participate in\nCollective Bargaining.\u003C\u002Fp>\n\n\u003Cp>vii. RVR(U) commits to ensuring that URWU representation of interests of\nunionized staff are fully considered and taken into account and all procedures\ninvolved in discussing and finalizing such staff interests shall be honoured\naccording to the relevant laws.\u003C\u002Fp>\n\n\u003Cp>viii.RVR(U) shall deduct from salaries\u002Fwages of unionized staff their\nmonthly union contributions and have it remitted to URWU in accordance with the\nCheck - Off System arrangement.\u003C\u002Fp>\n\n\u003Cp>ix. RVR(U) shall notify URWU of new joiners and leavers. In case of new\nemployees, management shall inform The National General Secretary of URWU of\nsuch employees as part of the routine induction procedures.\u003C\u002Fp>\n\n\u003Cp>x. RVR(U) will make venue facilities available to employees who become URWU\nrepresentatives as and when necessary for the purpose of union meetings.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-TRAINING_trigger\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>xi.Both RVR(U) and URWU place a high value on training of Union\nRepresentatives. As an Employer of First Choice, and in line with RVR(U)\nvalues, the Company shall therefore, from time to time, allow Branch\u003C\u002Fp>\n\n\u003Cp>Representatives and union-members pre-authorized paid time off at any one\ntime to attend union education and training courses and any such requests from\nunion should be received by management at least one week before the date of\nsuch training.\u003C\u002Fp>\n\n\u003Cp>xii.Any training sponsored by the union for its member employees’ union\nrepresentative should be of duration of a maximum of fifteen (15) working days\nper employees’ union representative and those attending should not exceed\nfive (all from different work areas) in total at any one time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4: THE PARTNERSHIP:\u003C\u002Fh2>\n\n\u003Cp>i. The parties recognize that the needs and requirements of customers and\nshareholders will constantly evolve and become more sophisticated. It is\ntherefore agreed that RVR (U) and URWU shall work jointly to ensure that RVR(U)\nsuccessfully meets these changing requirements as well as adapting quickly and\neffectively to technological change.\u003C\u002Fp>\n\n\u003Cp>ii. The URWU is committed to a positive attitude to change and where\nnecessary regular joint dialogue shall take place regarding the Company’s\nbusiness development plans.\u003C\u002Fp>\n\n\u003Cp>iii. The URWU shall be consulted on all contractual terms and conditions of\nservice of unionized staff, including salaries\u002Fwages, pensions, overtime,\nattendance arrangements, job security, redundancy, safety, and any other\nrelated employment issues in accordance with applicable legislation.\u003C\u002Fp>\n\n\u003Cp>iv. In reaching this agreement, both parties agree that excellent industrial\nand human relations are necessary for the provision of excellent service to\nRVR(U) stakeholders.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5: COLLECTIVE BARGAINING\u003C\u002Fh2>\n\n\u003Cp>i. Both management and Union shall form a Negotiating Committee that will be\nresponsible for Collective Bargaining in respect to wages, salaries and other\nterms and conditions of employment for unionized staff.\u003C\u002Fp>\n\n\u003Cp>ii. Both Management and Union shall observe the need for good industrial\nrelations in the Company and ensure a conducive working environment.\u003C\u002Fp>\n\n\u003Cp>iii. The Company and the Union undertake that negotiations and consultations\nbetween the Company and the Union on behalf of the unionized staff shall be\nconducted in accordance with this Agreement\u003C\u002Fp>\n\n\u003Cp>iv. The union shall be represented by not more than six (6) members of whom\nThe Union National General Secretary shag be The Union Spokesperson.\u003C\u002Fp>\n\n\u003Cp>v. Management shall be represented by at least six (6) members of whom The\nHuman Resource Manager shall be the The Spokesperson.\u003C\u002Fp>\n\n\u003Ch2>PRTICLE 6: BARGAINING PROCEDURES\u003C\u002Fh2>\n\n\u003Cp>i. The Negotiating Committee composed of management and u1Ofl\nrepresentatives shall meet every four months to deal with issues of unionized\nstaff.\u003C\u002Fp>\n\n\u003Cp>ii. Either party may request the Chairman to convene a Special or\nConsultative meeting to deal with urgent issues that affect unionized staff\nwhich may arise from time to time.\u003C\u002Fp>\n\n\u003Cp>iii. Matters for discussion at meetings other than Individual or collective\ngrievance between the Company and the Union shall be submitted to the Committee\nSecretary not less than fourteen days prior to the date of the meeting.\u003C\u002Fp>\n\n\u003Cp>iv. On receipt of the memoranda from the parties, the Secretary shall draw\nan agenda for the meeting to be communicated to the members of the\nCommittee.\u003C\u002Fp>\n\n\u003Cp>v. Any matters other than those on the agenda shall not be considered at the\nrelevant meeting unless it is with the consent of the Chairman or both\nparties.\u003C\u002Fp>\n\n\u003Cp>vi. Minutes f meetings shall be circulated to members within five (5)\nworking days of the meeting.\u003C\u002Fp>\n\n\u003Cp>vii. Both parties agree that agreement(s) reached during negotiations shall\nbe recognized by both parties and put in writing and shall become binding\nbetween employees and the Company over employees’ terms and conditions of\nservice.\u003C\u002Fp>\n\n\u003Cp>viii. Should a party decide to give information to the press, radio or any\nmedia prior or during any discussion, negotiation or arbitration between the\nparties, prior notice of two (2) days should be given to the other party asking\nit to give its consent in writing.\u003C\u002Fp>\n\n\u003Cp>ix.There shall be a Chairman and Secretary. The Chairman shall come from\nRVR(U) the Secretary from the Union. The Chairman shall be responsible for\nchairing meetings and the Secretary for writing minutes and distributing them\nto members.\u003C\u002Fp>\n\n\u003Ch2>ATICLE 7: STRIKES AND LOCKOUTS\u003C\u002Fh2>\n\n\u003Cp>Both RVR(U) and URWU undertake that, there shall be no strikes\u002Flockouts or\nany attempt to hinder the operations of the Company in respect of any matter\nunder dispute until full negotiating procedure for settlement of disputes as\nlaid down in Labour Disputes (Arbitration and Settlement) Act 2006 have been\nexhausted and all necessary conditions met.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8: DISPUTE SETTLEMENT\u003C\u002Fh2>\n\n\u003Cp>For all cases of Trade Disputes, both parties recognize the importance of\nsettling disputes as expeditiously as possible according to the laws of Uganda\nand The Human Resource Manual.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9: CHECK OFF SYSTEM\u003C\u002Fh2>\n\n\u003Cp>The Company shall institute and maintain Check Off System for purposes of\neffecting monthly deductions of subscription fees from unionized staff and\nremitting it to URWU by cheque. The Company shall continue remitting unionized\nstaff monthly subscription fees as long as the agreement (consent) signed\nbetween union and its member(s) is still in operation.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10: AMENDMEMT\u003C\u002Fh2>\n\n\u003Cp>Any amendment to this agreement shall be jointly determined and agreed upon\nby both parties. No party shall review, amend or alter this agreement without\nthe consent of the other party and if it so happens will be null and void.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11: PROVISO\u003C\u002Fh2>\n\n\u003Cp>It is hereby recognized and declared that all matters provided for in this\nAgreement shall be the subject to the provisions of the relevant laws of Uganda\nand Company rules from time to time as may be amended.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12: EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into effect from the 1st December 2008 until both\nparties determine otherwise1 The parties recognize their mutual obligations\nduring the life of this Agreement whilst in force.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13: SIGNATORIES\u003C\u002Fh2>\n\n\u003Cp>IN WITNESS HEREOF the Representatives of the parties hereto have appended\ntheir signatures and seals this------------------ day of\n------------------------------- 2008\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF:\u003C\u002Fp>\n\n\u003Cp>RIFT VALLEY RAILWAYS (Uganda) LTD UGANDA RAILWAY WORKERS’ UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME: CHRISTINA S. WADULO \u003C\u002Fp>\n\n\u003Cp>FOR MANAGING; DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME: SAMUEL A. WUMA\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>AGREEMENT FOR REDUNDANCY PAY OF RVR (U) STAFF BETWEEN RIFT VALLEY RAILWAYS\n(U) LTD AND UGANDA RAILWAY WORKERS UNION\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>WHEREAS, the parties have held a comprehensive meeting this 27th November,\n2012 in regard to the redundancy plan initiated by RVRU.\u003C\u002Fp>\n\n\u003Cp>WHEREAS, both parties agree that the meeting was held in pursuit of a\nlasting solution with intent to arrive at a middle point for the redundancy\npackage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IT IS NOW AGREED THEREFORE;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.\u003C\u002Fh3>\n\n\u003Cp>The redundancy packages for all affected staff will be computed as\nfollows;\u003C\u002Fp>\n\n\u003Cp>a) Two (2) month’s salary for every year of service.\u003C\u002Fp>\n\n\u003Cp>b) Payment in lieu of notice in line with the Employment Act.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>C) Payment in lieu of outstanding annual leave days at the date of\ntermination,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Repatriation allowance at a rate of Ush. 3.000\u002F= per km from your current\nduty station to the Headquarters of your registered District and a lump sum of\nUsh. 300,000\u002F= from the registered District Headquarters to your home.\u003C\u002Fp>\n\n\u003Cp>e) Golden handshake at a rate of Ush. 1,450,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>f) Payment of your Alexander Forbes Retirement Fund savings in accordance\nwith the rules governing the fund.\u003C\u002Fp>\n\n\u003Cp>g) Training in Business up skilling and counseling.\u003C\u002Fp>\n\n\u003Cp>h) A certificate of service.\u003C\u002Fp>\n\n\u003Ch3>2. \u003C\u002Fh3>\n\n\u003Cp>Both parties agree that the package pay out in this agreement shall apply to\nall redundancies implemented by RVR (U). For the avoidance of doubt, employees\nwho opt for early voluntary retirement and\u002For normal retirement shall be paid\nin accordance with the same formula applicable to redundancy.\u003C\u002Fp>\n\n\u003Ch3>3.\u003C\u002Fh3>\n\n\u003Cp>That the effective date of this agreement is 27 November, 2012.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated at Kampala this ____ day of November, 2012\u003C\u002Fp>\n\n\u003Cp>_______________________________________________\u003C\u002Fp>\n\n\u003Cp>Helen Mbugua \u003C\u002Fp>\n\n\u003Cp>Chief Human Resource Officer, RVR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vincent Makombe\u003C\u002Fp>\n\n\u003Cp>President, URWU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________________________\u003C\u002Fp>\n\n\u003Cp>Mark Rumanyika\u003C\u002Fp>\n\n\u003Cp>General Manager – Western, RVR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Victor Byemaro\u003C\u002Fp>\n\n\u003Cp>General Secretary URWU\u003C\u002Fp>\n\n\u003Cp>________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Raymond Adriko \u003C\u002Fp>\n\n\u003Cp>Federation of Uganda Employers (FUE)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Peter Christopher Werikhe\u003C\u002Fp>\n\n\u003Cp>National Organization of Trade unions (NOTU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>INTERIM PARTIAL COLLECTIVE BARGAINING AGREEMENT RIFT VALLEY RAILWAYS (U)\nLTD (RVRU) AND UGANDA RAILWAYS WORKERS UNION (URWU)\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Whereas the parties are engaged in the process of negotiating a CBA with the\nunion having forwarded a draft CBA on 9th July, 2011 and RVRU having mad its\ncomments on 14th July, 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Whereas in the interim and before finalization of the draft CBA referred to\nherein above the parties have reached an agreement on Job Evaluation and\ngrading implementation together with an average of 15% salary\nreview\u002Fincrement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree as follows:\u003C\u002Fp>\n\n\u003Ch3>1.\u003C\u002Fh3>\n\n\u003Cp>That Job Evaluation and Grading exercise be implemented by management to\ngive effect to:\u003C\u002Fp>\n\n\u003Cp>a.An approved job grading structure for all staff\u003C\u002Fp>\n\n\u003Cp>b.An approved salary structure for all staff\u003C\u002Fp>\n\n\u003Ch3>2.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-WAGES_trigger\" class=\"cbaClause highlight\">\u003Cp>That under this agreement, employee salaries will be reviewed at an average\nof 15 percent. The implementation of these increases will take into special\nconsideration, the individual employee’s salary level in respect to both the\nnew salary structure and any special staff categories that may have been\ndisadvantaged in the past.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.\u003C\u002Fh3>\n\n\u003Cp>That for the next twelve (12) months following implementation, there shall\nbe no discussions on further salary reviews and\u002For related allowances that have\nbeen addressed in the implementation of the job evaluation and grading\nexercise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.\u003C\u002Fh3>\n\n\u003Cp>Both parties agree that the increments granted under this agreement shall,\nbe regarded as annual salary increment and will be treated in the same manner\nas they would have been, had they been agreed following fully fledged CBA\nnegotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.\u003C\u002Fh3>\n\n\u003Cp>The effective date of above agreement shall be 1st March, 2012 and arrears\nof the March salary to be paid alongside the salary of the month of April\n2012.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated the 3rd April 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed -------------------------\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_______________________\u003C\u002Fp>\n\n\u003Cp>Dunca Onyango\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-JOBTYPE_descriptions\" class=\"cbaClause highlight\">\u003Cp>Table1: RVR Definitions & Conversion Table (2012)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Current Grade: \u003C\u002Ftd>\n      \u003Ctd>New Grade \u003C\u002Ftd>\n      \u003Ctd>Total Points \u003C\u002Ftd>\n      \u003Ctd>Grade Definition \u003C\u002Ftd>\n      \u003Ctd>Distinguishing features \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Exee A\u003C\u002Ftd>\n      \u003Ctd>170-199\u003C\u002Ftd>\n      \u003Ctd>Chief Officers \u003C\u002Ftd>\n      \u003Ctd>Heads of functions. Responsible for the performance of a functional\n        area and the optimal management of assigned resources. Defines. Defines\n        functional policies and strategies. Sets targets for the function\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3-4\u003C\u002Ftd>\n      \u003Ctd>Exec B\u003C\u002Ftd>\n      \u003Ctd>150-169\u003C\u002Ftd>\n      \u003Ctd>General Managers \u003C\u002Ftd>\n      \u003Ctd>Head of Departments. Develops departmental strategies, organizes the\n        work of the department and ensures that performance is in line with set\n        target monitors and reports on the usage of resources.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4-5\u003C\u002Ftd>\n      \u003Ctd>MGR A\u003C\u002Ftd>\n      \u003Ctd>130-149\u003C\u002Ftd>\n      \u003Ctd>Heads of large Sections \u003C\u002Ftd>\n      \u003Ctd>Manages a large section. Would normally report to a General Manager\n        or HOD. Has full responsibility for the performance of the section and\n        for managing assigned HR and financial resources. Develops processes\n        and procedures and implements them after approval. Allocates targets to\n        team members\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-7\u003C\u002Ftd>\n      \u003Ctd>MCR B\u003C\u002Ftd>\n      \u003Ctd>110-129\u003C\u002Ftd>\n      \u003Ctd>- Heads of small sections or Units, or\n\n        \u003Cp>- Technical Experts\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Position usually reports into a Manager a level role. Manages a small\n        team of technical\u002Fprofessional staff, or is a highlyy qualified\n        technical expert who works independently and may lead short-term\n        project teams or act in Head of Section roles. Implements policies.\n        Procedures and work plans and reports on progress.\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>MGR C \u003C\u002Ftd>\n      \u003Ctd>85-109\u003C\u002Ftd>\n      \u003Ctd>-Officers \u003C\u002Ftd>\n      \u003Ctd>Roles requiring officers, who are able to work independently, can do\n        their job with minimal supervision. Positions should not normally\n        manages staff, but if they do, such staff will be operational, non\n        management-staff will be operational non management-staff will be\n        operational non management-staff. Works to set standards, targets, and\n        deadlines.\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>SUPV. \u003C\u002Ftd>\n      \u003Ctd>71-84\u003C\u002Ftd>\n      \u003Ctd>-Supervisors of operational staff\n\n        \u003Cp>-Technicians\u003C\u002Fp>\n\n        \u003Cp>-Assistant Officers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Supervisors of junior operational staff, for instance those working\n        in workshops. Not responsible for planning work for team. Grade also\n        caters for Junior officers who are continuing with training for their\n        roles and require supervision, or more experienced officers who perform\n        highly regulated activities and Experienced\u002Fqualified technicians.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>NMG A\u003C\u002Ftd>\n      \u003Ctd>50-70\u003C\u002Ftd>\n      \u003Ctd>-Senior Artisans\n\n        \u003Cp>-Officer Assistants\u003C\u002Fp>\n\n        \u003Cp>Graduate Trainee officers (N U)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Artisans with Trade Test 1 & 11 level; these are fully competent\n        and may be called upon to coach and guide team members. Trainee\n        Officers are also hired on this grade\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>NMG.B\u003C\u002Ftd>\n      \u003Ctd>31-49\u003C\u002Ftd>\n      \u003Ctd>-Artisans\n\n        \u003Cp>-Clerks\u003C\u002Fp>\n\n        \u003Cp>-Drivers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Skilled staff, including Junior Artisans, Trade Test level or lower.\n\n        \u003Cp>Officers with basic skill levels that can be acquired through basic\n        on the job training. These officers are certified or working\n        certification\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12-13\u003C\u002Ftd>\n      \u003Ctd>NMG.C\u003C\u002Ftd>\n      \u003Ctd>21-30\u003C\u002Ftd>\n      \u003Ctd>-Trainee Artisans\n\n        \u003Cp>- Office Assistants\u003C\u002Fp>\n\n        \u003Cp>-Junior Clerks\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Semi-skilled staff. These are roles that require basic training and\n        minimal experience.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>NMG.D\u003C\u002Ftd>\n      \u003Ctd>0-20\u003C\u002Ftd>\n      \u003Ctd>- Labourers \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-skilljobtype_type\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-skillwagegroups\" class=\"cbaClause highlight\">\u003Cp>Figure 2 Salary Structure, RVRU, 2012\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>RVR Grade \u003C\u002Ftd>\n      \u003Ctd>Minimum\u003C\u002Ftd>\n      \u003Ctd>Lower Midpoint\u003C\u002Ftd>\n      \u003Ctd>Midpoint\u003C\u002Ftd>\n      \u003Ctd>Upper Midpoint\u003C\u002Ftd>\n      \u003Ctd>Maximum\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MG A \u003C\u002Ftd>\n      \u003Ctd>4,070,000\u003C\u002Ftd>\n      \u003Ctd>4,807,688\u003C\u002Ftd>\n      \u003Ctd>5,545,375\u003C\u002Ftd>\n      \u003Ctd>6,283,063\u003C\u002Ftd>\n      \u003Ctd>7,020,750\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MG B\u003C\u002Ftd>\n      \u003Ctd>2,976,188\u003C\u002Ftd>\n      \u003Ctd>3,535,813\u003C\u002Ftd>\n      \u003Ctd>4,070,000\u003C\u002Ftd>\n      \u003Ctd>4,629,625\u003C\u002Ftd>\n      \u003Ctd>5,163,813\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MG C\u003C\u002Ftd>\n      \u003Ctd>2,187,625\u003C\u002Ftd>\n      \u003Ctd>2,594,625\u003C\u002Ftd>\n      \u003Ctd>2,976,188\u003C\u002Ftd>\n      \u003Ctd>3,383,188\u003C\u002Ftd>\n      \u003Ctd>3,764,750\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SUP\u003C\u002Ftd>\n      \u003Ctd>1,602,563\u003C\u002Ftd>\n      \u003Ctd>1,907,813\u003C\u002Ftd>\n      \u003Ctd>2,187,625\u003C\u002Ftd>\n      \u003Ctd>2,492,875\u003C\u002Ftd>\n      \u003Ctd>2,772,688\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NMG A\u003C\u002Ftd>\n      \u003Ctd>1,236,358\u003C\u002Ftd>\n      \u003Ctd>1,478,255\u003C\u002Ftd>\n      \u003Ctd>1,693,274\u003C\u002Ftd>\n      \u003Ctd>1,935,170\u003C\u002Ftd>\n      \u003Ctd>2,150,189\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NMG B\u003C\u002Ftd>\n      \u003Ctd>913,830\u003C\u002Ftd>\n      \u003Ctd>1,075,094\u003C\u002Ftd>\n      \u003Ctd>1,236,358\u003C\u002Ftd>\n      \u003Ctd>1,397,623\u003C\u002Ftd>\n      \u003Ctd>1,558,887\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NMG C\u003C\u002Ftd>\n      \u003Ctd>671,934\u003C\u002Ftd>\n      \u003Ctd>806,321\u003C\u002Ftd>\n      \u003Ctd>913,830\u003C\u002Ftd>\n      \u003Ctd>1,048,217\u003C\u002Ftd>\n      \u003Ctd>1,155,726\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NMG D\u003C\u002Ftd>\n      \u003Ctd>483,792\u003C\u002Ftd>\n      \u003Ctd>591,302\u003C\u002Ftd>\n      \u003Ctd>671,934\u003C\u002Ftd>\n      \u003Ctd>779,443\u003C\u002Ftd>\n      \u003Ctd>860,075\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Complete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Findustrial-relations-machinery-2008-memorandum-of-recognition-and-collective-bargaining-agreement-made-between-rift-valley-railways-uganda-ltd-and-uganda-railways-workers-union\u002Findustrial-relations-machinery-2008-memorandum-of-recognition-and-collective-bargaining-agreement-made-between-rift-valley-railways-uganda-ltd-and-uganda-railways-workers-union\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            ",{"LOWWAGE_trigger":44,"TRAINING_trigger":48,"JOBTYPE_descriptions":52,"skillwagegroups":56,"trainingprogrammes":58,"WAGES_trigger":60,"skilljobtype_type":64,"PAIDLEAV_trigger":66},{"bindId":45,"name":46,"text":47},"LOWWAGE_trigger","Figure 2 Salary Structure, RVRU, 2012 RV","Figure 2 Salary Structure, RVRU, 2012\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      RVR Grade \n      Minimum\n      Lower Midpoint\n      Midpoint\n      Upper Midpoint\n      Maximum\n    \n    \n      MG A \n      4,070,000\n      4,807,688\n      5,545,375\n      6,283,063\n      7,020,750\n    \n    \n      MG B\n      2,976,188\n      3,535,813\n      4,070,000\n      4,629,625\n      5,163,813\n    \n    \n      MG C\n      2,187,625\n      2,594,625\n      2,976,188\n      3,383,188\n      3,764,750\n    \n    \n      SUP\n      1,602,563\n      1,907,813\n      2,187,625\n      2,492,875\n      2,772,688\n    \n    \n      NMG A\n      1,236,358\n      1,478,255\n      1,693,274\n      1,935,170\n      2,150,189\n    \n    \n      NMG B\n      913,830\n      1,075,094\n      1,236,358\n      1,397,623\n      1,558,887",{"bindId":49,"name":50,"text":51},"TRAINING_trigger","xi.Both RVR(U) and URWU place a high val","xi.Both RVR(U) and URWU place a high value on training of Union\nRepresentatives. As an Employer of First Choice, and in line with RVR(U)\nvalues, the Company shall therefore, from time to time, allow Branch\n\nRepresentatives and union-members pre-authorized paid time off at any one\ntime to attend union education and training courses and any such requests from\nunion should be received by management at least one week before the date of\nsuch training.\n\nxii.Any training sponsored by the union for its member employees’ union\nrepresentative should be of duration of a maximum of fifteen (15) working days\nper employees’ union representative and those attending should not exceed\nfive (all from different work areas) in total at any one time.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Table1: RVR Definitions & Conversion Tab","Table1: RVR Definitions & Conversion Table (2012)\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      Current Grade: \n      New Grade \n      Total Points \n      Grade Definition \n      Distinguishing features \n    \n    \n      2\n      Exee A\n      170-199\n      Chief Officers \n      Heads of functions. Responsible for the performance of a functional\n        area and the optimal management of assigned resources. Defines. Defines\n        functional policies and strategies. Sets targets for the function\n    \n    \n      3-4\n      Exec B\n      150-169\n      General Managers \n      Head of Departments. Develops departmental strategies, organizes the\n        work of the department and ensures that performance is in line with set\n        target monitors and reports on the usage of resources.\n    \n    \n      4-5\n      MGR A\n      130-149\n      Heads of large Sections \n      Manages a large section. Would normally report to a General Manager\n        or HOD. Has full responsibility for the performance of the section and\n        for managing assigned HR and financial resources. Develops processes\n        and procedures and implements them after approval. Allocates targets to\n        team members\n    \n    \n      6-7\n      MCR B\n      110-129\n      - Heads of small sections or Units, or\n\n        - Technical Experts\n\n        \n      \n      Position usually reports into a Manager a level role. Manages a small\n        team of technical\u002Fprofessional staff, or is a highlyy qualified\n        technical expert who works independently and may lead short-term\n        project teams or act in Head of Section roles. Implements policies.\n        Procedures and work plans and reports on progress.\n\n        \n\n        \n      \n    \n    \n      8\n      MGR C \n      85-109\n      -Officers \n      Roles requiring officers, who are able to work independently, can do\n        their job with minimal supervision. Positions should not normally\n        manages staff, but if they do, such staff will be operational, non\n        management-staff will be operational non management-staff will be\n        operational non management-staff. Works to set standards, targets, and\n        deadlines.\n\n        \n\n        \n      \n    \n    \n      9\n      SUPV. \n      71-84\n      -Supervisors of operational staff\n\n        -Technicians\n\n        -Assistant Officers\n\n        \n      \n      Supervisors of junior operational staff, for instance those working\n        in workshops. Not responsible for planning work for team. Grade also\n        caters for Junior officers who are continuing with training for their\n        roles and require supervision, or more experienced officers who perform\n        highly regulated activities and Experienced\u002Fqualified technicians.\n    \n    \n      10\n      NMG A\n      50-70\n      -Senior Artisans\n\n        -Officer Assistants\n\n        Graduate Trainee officers (N U)\n\n        \n      \n      Artisans with Trade Test 1 & 11 level; these are fully competent\n        and may be called upon to coach and guide team members. Trainee\n        Officers are also hired on this grade\n    \n    \n      11\n      NMG.B\n      31-49\n      -Artisans\n\n        -Clerks\n\n        -Drivers\n\n        \n      \n      Skilled staff, including Junior Artisans, Trade Test level or lower.\n\n        Officers with basic skill levels that can be acquired through basic\n        on the job training. These officers are certified or working\n        certification\n\n        \n      \n    \n    \n      12-13\n      NMG.C\n      21-30\n      -Trainee Artisans\n\n        - Office Assistants\n\n        -Junior Clerks\n\n        \n      \n      Semi-skilled staff. These are roles that require basic training and\n        minimal experience.\n    \n    \n      14\n      NMG.D\n      0-20\n      - Labourers \n      ",{"bindId":57,"name":46,"text":47},"skillwagegroups",{"bindId":59,"name":50,"text":51},"trainingprogrammes",{"bindId":61,"name":62,"text":63},"WAGES_trigger","That under this agreement, employee sala","That under this agreement, employee salaries will be reviewed at an average\nof 15 percent. The implementation of these increases will take into special\nconsideration, the individual employee’s salary level in respect to both the\nnew salary structure and any special staff categories that may have been\ndisadvantaged in the past.\n\n\n\n3.\n\nThat for the next twelve (12) months following implementation, there shall\nbe no discussions on further salary reviews and\u002For related allowances that have\nbeen addressed in the implementation of the job evaluation and grading\nexercise.",{"bindId":65,"name":46,"text":47},"skilljobtype_type",{"bindId":67,"name":68,"text":69},"PAIDLEAV_trigger","C) Payment in lieu of outstanding annual","C) Payment in lieu of outstanding annual leave days at the date of\ntermination,","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Rift Valley Railways (Uganda) Ltd (RVR U) - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-11-27\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Passenger rail transport, interurban, Service activities incidental to land transportation\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                        Rift Valley Railways (Uganda) Ltd (RVR U)\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                        URWU - Uganda Railways Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \n        \n        \n         \n\n        \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            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[75],{"title":37,"slug":33},[77],{"type":78,"data":79},"call_to_action_body_block",{"title":80,"description":81,"variant":82,"link":83},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":80,"url":84,"description":80,"rel":85,"type":86},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[88],{"type":78,"data":89},{"title":80,"description":81,"variant":82,"link":90},{"title":80,"url":84,"description":80,"rel":85,"type":86},[]]