[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-service-between-kaweri-coffee-plantation-limited-and-national-union-of-plantation-and-agricultural-workers-uganda-2016-2018":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":199,"content_type_view":200,"extra_breadcrumbs":201,"body":203,"body_blocks":214,"related_pages":218},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":197,"translations":198},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"memorandum-of-agreement-on-terms-and-conditions-of-service-between-kaweri-coffee-plantation-limited-and-national-union-of-plantation-and-agricultural-workers-uganda-2016-2018","fe1b7f86-55bf-11e7-ad9b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-service-between-kaweri-coffee-plantation-limited-and-national-union-of-plantation-and-agricultural-workers-uganda-2016-2018\u002Fmemorandum-of-agreement-on-terms-and-conditions-of-service-between-kaweri-coffee-plantation-limited-and-national-union-of-plantation-and-agricultural-workers-uganda-2016-2018\u002F","Memorandum of Agreement on Terms and Conditions of Service between Kaweri Coffee Plantation Limited and National Union of Plantation and Agricultural Workers (Uganda), 2016 – 2018","UGA Kaweri Coffee Plantation Ltd - 2016","Uganda - UGA Kaweri Coffee Plantation Ltd - 2016","UGA Kaweri Coffee Plantation Ltd - 2016 - Manufacturing, Agriculture, forestry, fishing",{"name":41,"data":42},"CBA for Kaweri.html","\n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New3\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT ON TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh1>\n\n\u003Ch1>BETWEEN\u003C\u002Fh1>\n\n\u003Ch1>KAWERI COFFEE PLANTATION LIMITED\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>NATIONAL UNION OF PLANTATION AND AGRICULTURAL WORKERS\u003C\u002Fh1>\n\n\u003Ch1>UGANDA\u003C\u002Fh1>\n\n\u003Cp>AN AGREEMENT made on this 2nd day of December Two Thousand Sixteen between\nKAWERI COFFEE PLANTATION LIMITED a limited liability company duly incorporated\nin Uganda and having its registered Offices at Plot 1 Kitemba- Mubende P.O Box\n264 Mubende (hereafter called \"The Employer\") which expression shall where the\ncontext so permits, include its successors and assigns, of the one part.\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>THE NATIONAL UNION OF PLANTATION AND AGRICULTURAL WORKERS (UGANDA)\n(hereinafter referred to as \"the Union ') which expression shall, where the\ncontext so permits, include its successors and assigns, of the one part.\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>The parties to this collective Agreement are interested in maintaining good\nand normal working relations and improving productivity and quality in the\ncoffee Industry.\u003C\u002Fp>\n\n\u003Ch3>1.APPLICABILITY\u003C\u002Fh3>\n\n\u003Cp>This agreement shall govern the terms and conditions of service of employees\nwith written contracts of more than one month working for Kaweri Coffee\nPlantation Ltd.\u003C\u002Fp>\n\n\u003Ch3>2.CONTRACT OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>a)All employees shall be appointed in writing as stipulated in the\nemployment Act 2006, and shall be issued with a contract of employment\nconsisting of the employee's specific job title, grade and wages\u002F salary\nrates.\u003C\u002Fp>\n\n\u003Cp>b)The Employee must sign documents so as to signify acceptance before\nstarting work.\u003C\u002Fp>\n\n\u003Cp>c)These documents will be written in English. However, where necessary the\nCompany and Union will translate the documents into a language that is\nunderstood by the workers.\u003C\u002Fp>\n\n\u003Cp>d)The employee may be required to undergo a medical examination.\u003C\u002Fp>\n\n\u003Ch3>3.WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(a)Employees will normally work 45 hours spread over six days during each\u003C\u002Fp>\n\n\u003Cp>working week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">(b)Normal working hours are: Monday to Friday 7am to 3pm, Saturday 7am to\n12noon\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)However, the rest day will not always be a Sunday.\u003C\u002Fp>\n\n\u003Cp>(d)The starting and knocking off time shall be arranged at Plantation\nlevel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cp>(e)Calculation for a day’s pay worked in a month shall be the present\nmonthly salary \u002F wage divided by 26 working days of the month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(f) With effect from 1st January 2010 wages for Security Guards will be\ncomputed in accordance with all other employees, based on a 45 hour week plus\nrecorded hours of over time worked.\u003C\u002Fp>\n\n\u003Cp>This replaces the previous practice of paying a consolidated wages which had\nincluded the 108 hours of overtime worked during the month.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>4.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)The probationary period for all employees shall be three months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)The probationary period may be extended by three months provided that the\nemployee and the Union are given reasons in writing for such extension to\nenable the employee to take corrective action, but shall not exceed three\nmonths.\u003C\u002Fp>\n\n\u003Cp>c)During the probationary period either party shall give to the other seven\ndays notice in writing terminating the services, or pay a sum equivalent to\nseven days salary\u002Fwage in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>d)After the stipulated probationary period an employee shall be confirmed in\nwriting.\u003C\u002Fp>\n\n\u003Cp>e)If it has not been satisfactory, an employee shall be informed in writing\nbefore the expiry of the probationary period that his\u002F her performance has been\nunsatisfactory. And shall be paid his or her entitlements, including accrued\nleave and his or her appointment will be terminated.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>After the satisfactory completion of anemployee's probationary period,\ntermination of service shall be effected by either party giving to the other a\nnotice in writing as follows:-\u003C\u002Fp>\n\n\u003Cp>a)\u003C\u002Fp>\n\n\u003Cp>i) 4 months to 1 year’s service- 14days\u003C\u002Fp>\n\n\u003Cp>ii)1 year to 5 years' service- 1 month\u003C\u002Fp>\n\n\u003Cp>iii)5years to 9 years’ service- 2 months\u003C\u002Fp>\n\n\u003Cp>iv)Over 9 years’ service- 3 months\u003C\u002Fp>\n\n\u003Cp>b)\u003C\u002Fp>\n\n\u003Cp>Either party will pay an equivalent of the appropriate notice period,\ncalculated on the employees’ basic salary pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>c)No summary dismissal shall be effected without giving reasons.\u003C\u002Fp>\n\n\u003Cp>d)Management shall issue the Employee with a certificate of service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>6.GRATUITY\u003C\u002Fh3>\n\n\u003Cp>Upon completion of unbroken service, an employee leaving KCPL will be\nentitled to a gratuity pay at the following rates for each completed year of\nservice provided he is not summarily dismissed:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003Cp>1. 1 - 2 years of unbroken service-7days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cp>2. 3 - 5years of unbroken service-10 days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3. 6 - 9 years of unbroken service-20days\u003C\u002Fp>\n\n\u003Cp>4. 10 + years of unbroken service-30 days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>7.OVER TIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Overtime shall be calculated on the basis of salary\u002Fwage of the employee\nconcerned and shall be recorded at the end of each day's work. Any hour(above\n30 mins) worked in excess of the normal daily period shall be treated as\novertime and shall be paid at one and half times the rate of basic salary\u002F\nwages of the employee concerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>In the event of an employee being called to work on a normal rest day, he\nshall be paid overtime at the rate of 1.5 times. Any gazetted Public Holiday,\nan employee shall be paid overtime at the rate of two times his\u002Fher basic pay\nfor hours of work performed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>8.PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>a)All employees covered by this Agreement shall be granted with full pay all\ngazetted Public Holidays. In addition, any other day or days declared by the\nUganda Government as Public Holidays or Holidays shall be given.\u003C\u002Fp>\n\n\u003Cp>b)In the event of public holiday occurring during the course of the\nemployee’s weekly rest day, he \u002F she will either be given an extra day off,\nor be granted an additional days pay, at the discretion of Plantation\nManagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>9.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a)Every employee shall be entitled to annual leave of 24 working days for a\ncompleted year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)In the event of a public holiday occurring during the course of the\nemployee's annual leave period, this will be deducted from the number of days\nof leave\u003C\u002Fp>\n\n\u003Cp>taken \u002Fgranted.\u003C\u002Fp>\n\n\u003Cp>c)Annual leave pay shall be calculated at the basic pay an employee is\nearning at the time leave is taken.\u003C\u002Fp>\n\n\u003Cp>d)Leave shall be taken as is agreed between the Employer and the\nEmployee.\u003C\u002Fp>\n\n\u003Cp>e)Annual leave must be applied for at least a month before the intended\ndeparture date except in the case of the genuine family emergency.\u003C\u002Fp>\n\n\u003Cp>f)For operational reasons, the company may designate certain periods of the\nyear in which employees may not choose to proceed on annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.LEAVE TRAVEL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The annual leave travelling allowance (to and from) will be calculated for\nan employee proceeding on leave for self, spouse and a maximum of three\nregistered children under the age of 18 years. The payments will be Shs 55 per\nKm from Mubende to the nearest registered home town plus Shs 9,000 from Mubende\nto the Plantation. The same amount will be paid for the return journey. This\nTravel Allowance to be reviewed annually to maintain its intended purpose for\nreturning the family for leave and back.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>11.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cp>The Employer shall give three working days as compassionate leave on the\ndeath of an employees’ own natural mother, father, child or spouse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleave\">\u003Ch3>12.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(a)A female employee is entitled to 60 working days paid maternity leave per\nconfinement subject to the production of a proper medical certificate, and may\nclaim for a maximum of 3 confinements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) The Company expects female employees intending to claim maternity leave\nto give ample notice their expected delivery date and not less than 45 days\nnotice.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>13. BREASTFEEDING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>A female employee breast-feeding her newly born child will be allowed an\nhour a day for breast feeding until the child is six months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>14. PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>In the event of a registered wife of an employee giving birth, such employee\nshall, on application and production of relevant medical documents, be granted\nup to four (4) consecutive day’s paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>15. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to sick leave on production of a certificate\nrecommending such leave from the Company or authorised Medical Officer in\naccordance with the laid down procedure, provided that such leave shall have\nbeen necessitated by sickness other than through the employee s own negligence\nor default. Subject to this provision:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">i)Every employee shall be granted up to 26 working days sick leave per annum\nwith full pay for casual sickness.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii)Every employee shall be entitled up to 90 working days with full pay for\ncertified hospitalisation and there after, management may consider\u003C\u002Fp>\n\n\u003Cp>additional assistance to the employee.\u003C\u002Fp>\n\n\u003Cp>iii)Sick leave is not cumulative and shall not be carried forward from\none\u003C\u002Fp>\n\n\u003Cp>iv)Any Employee injured on Company duties shall be treated under sick leave\nconditions until he\u002Fshe qualifies under Workers Compensation Act.\u003C\u002Fp>\n\n\u003Cp>v)All Sick Leaves as mentioned above shall be certified by the Company\nMedical Doctor\u002F Officer or any qualified Medical Practitioner recognised\u003C\u002Fp>\n\n\u003Cp>vi)A certificate of fitness shall be issued by the Company Doctor\u002F Medical\nPractitioner recognised by the Company to an employee for resumption of duty\nafter illness.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>16. MEDICAL\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>Both parties have agreed that the employer shall provide free first line\nmedical treatment to the employee, a registered spouse and three children below\nthe age of 18 years at the\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>It has further been agreed that such patients that cannot be treated at the\nCompany Clinic shall be referred as judged appropriate by the Clime Officer or\nany other Officer in charge at the material time, to Mubende Hospital or any\nother Government referral hospitals. The company will transport the referred\nsick employee to the hospital and when hospitalized, provide meals\u002Fpay\nallowances as follows;\u003C\u002Fp>\n\n\u003Cp>a)Breakfast: Ugshs:2,000\u003C\u002Fp>\n\n\u003Cp>b)Lunch: Ugshs:6,000 \u003C\u002Fp>\n\n\u003Cp>c) Supper: Ugshs:7,000\u003C\u002Fp>\n\n\u003Cp>If the employee is not hospitalised and not attended to by lunch hour, lunch\nallowance will be paid as above.\u003C\u002Fp>\n\n\u003Cp>d)The above allowance shall apply to the attendant of the hospitalised sick\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>17.HIV\u002FAIDS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Union agrees to support the Company’s established HIV\u002FAIDS policy at\nthe work place which is attached as Appendix I\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>18.FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cp>In the event of death of an employee in service, or an employee losing a\nregistered spouse or any of the three biological registered off-springs below\n18 years of age, the employer shall pay the following rates to the nominated\nregistered dependant to cover the costs of burial:\u003C\u002Fp>\n\n\u003Cp>i)Employee\u002FSpouse- Ushs 220,000\u002F=\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cp>ii)Registered Child below 18 yrs - Ushs 110,000\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The Company shall transport home the body of the Employee\u002F Spouse\u002F\nregistered child under the age of 18 years to the traditional burial ground of\nthe family within Uganda.\u003C\u002Fp>\n\n\u003Cp>Proof of registration shall be a pre-requisite before any claims under this\nclause can be entertained by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>19.OUT OF STATION ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The company will pay out of station allowance to employees travelling out of\nMubende district whilst on Company duties as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>GRADE____DAY___DAY\u002FNIGHT:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>VI______Ushs 12.000____Ushs 53.000\u003C\u002Fp>\n\n\u003Cp>VII_____Ushs 10.000____Ushs 47.000\u003C\u002Fp>\n\n\u003Cp>VIII-X___Ushs 8.000_____Ushs 40.000\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.HOUSING\u003C\u002Fh3>\n\n\u003Cp>(a)Employees with written contracts may be offered accommodation in a\nCompany Village. Employees who cannot be accommodated in Company House will be\npaid a housing allowance of Ushs 20, 000\u002F- per calendar month.\u003C\u002Fp>\n\n\u003Cp>(b)The maximum number of people allowed to occupy a Company house is 2\nadults plus 3 children.\u003C\u002Fp>\n\n\u003Cp>(c)Married employees not accompanied by their families, and single\nemployees, may be requested to share a house with an employee of the same\nsex.\u003C\u002Fp>\n\n\u003Cp>(d)Housing allowance will not be paid to an employee who has been offered a\nCompany house but declined the offer.\u003C\u002Fp>\n\n\u003Ch3>21.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All graded employees when appointed to act in place of senior employees for\na period of 18 working days or more, shall be paid Acting allowance. Provided\nthat such appointments shall be made in writing and communicated to the Shop\nstewards within two days thereof and be copied to the Union Secretary of the\nBranch.\u003C\u002Fp>\n\n\u003Cp>a) When the difference in salary\u002F wage between the basic salary\u002Fwage of the\nhigher post and salary\u002Fwage of the acting officer is greater than half of the\nsalary \u002Fwage of the acting acting officer, that officer shall be entitled to\nonly half of the difference in their salary\u002Fwage as his\u002Fher acting allowance,\nb) If the difference between the two salaries\u002Fwages stated in (a) above is less\nthan half of the salary of the acting officer, the officer acting shall be\nentitled to the full difference between his\u002Fher salary\u002Fwage of the basic\nsalary\u002Fwage of the higher post.\u003C\u002Fp>\n\n\u003Ch3>22.TOOLS\u003C\u002Fh3>\n\n\u003Cp>The Employer shall provide the necessary tools to the employee at his\u002Fher\nplace of work.\u003C\u002Fp>\n\n\u003Ch3>23.SANITARY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>a)Sanitary Allowance for Toilet Cleaners\u003C\u002Fp>\n\n\u003Cp>The employer shall provide all sanitary attendants with overall, a pair of\ngum boots and a pair of gloves for the performance of their duties.\u003C\u002Fp>\n\n\u003Cp>b)In addition, the employer shall pay an allowance of 20% of basic salary \u002F\nwages plus 2 bars of soap to the above category monthly.\u003C\u002Fp>\n\n\u003Ch3>24.BICYCLE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>In the event of the employer requesting an employee to use the employee's\nown bicycle on Company business for a period of not less than one month, such\nemployee shall be paid Ugshs 12,500 per month as bicycle allowance. Should the\nbicycle become unusable due to lack of maintenance, the allowance will be\nwithdrawn until such time that the bicycle is in working order again.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>25.LEAVE FOR TRADE UNION BUSINESS\u003C\u002Fh3>\n\n\u003Cp>Leave for Trade Union business requiring absence for one day per quarter or\nmore shall be granted to Branch Officials or Shop stewards provided prior\nnotice of seven days giving reasons there for shall have been given to\nmanagement and permission given.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>26.LEAVE FOR EDUCATION\u003C\u002Fh3>\n\n\u003Cp>The Employer and the Union recognise the desirability and necessity of\nworkers’ education in the fields of productivity and promotion of sound\nindustrial relations. The Employer may grant leave to employees required to\nattend courses or seminars sponsored by the government. National Organisation\nof Trade Unions, National Union of Plantation and Agricultural Workers (U)\nprovided the Union or the employee concerned shall make the request in writing\nat least two weeks prior to the commencement of such courses or seminars.\u003C\u002Fp>\n\n\u003Ch3>27.TRADE UNION REPRESENTATION\u003C\u002Fh3>\n\n\u003Cp>A Shop Steward\u002FBranch Official shall acquire full recognition by the\nEmployer once elected and introduced by the Union Official to the Employer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>28.OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh3>\n\n\u003Cp>a)The Management shall observe the provisions of Occupational Health and\nSafety regulations currently in force covering workplaces and residences of the\nemployees.\u003C\u002Fp>\n\n\u003Cp>b)Management and the Union agree on the formation of Occupational Health and\nSafety Committee on the Plantation.\u003C\u002Fp>\n\n\u003Cp>c)The number of members on the committee to be determined by the plantation.\nThe committee shall be responsible for finding and recommending ways and means\nto implement occupational safety and health regulations in force.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>29.PROTECTIVE CLOTHING AND APPLIANCES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>a)Suitable protective clothing and appliances including, gloves, footwear,\ngoggles and head coverings shall be provided by the employer and maintained by\nthe workers employed in any process involving exposure to heat or any injurious\nobject or substance as stipulated in the Occupational Health and safety act of\n2006.\u003C\u002Fp>\n\n\u003Cp>b)In addition, suitable uniforms shall be provided to any other categories\nof workers who may not be covered by the provisions of the Occupational Health\nand Safety Act of 2006 but who work in places where such protective are\nnecessary.\u003C\u002Fp>\n\n\u003Cp>c)Such protective clothing as is deemed to be necessary may be issued to\nemployees by the employer. It shall be a condition of employment that any such\nclothing shall only be worn during working hours and remain the property of the\nCompany.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>30.MEALS\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide one solid meal to all employees whose tasks will\ngo beyond lunch time while on duty.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31. DISCIPLINARY CODE\u003C\u002Fh3>\n\n\u003Cp>Disciplinary action shall be taken against employee(s) who refuse to obey\nlawful orders given to them by management.\u003C\u002Fp>\n\n\u003Cp>Disciplinary action taken against employee(s) must follow the procedures as\nlaid down in this agreement.\u003C\u002Fp>\n\n\u003Cp>i)Absent from duty without permission:\u003C\u002Fp>\n\n\u003Cp>a)First offence- Verbal warning\u003C\u002Fp>\n\n\u003Cp>b)Second offence - First written warning\u003C\u002Fp>\n\n\u003Cp>c) Third offence- Liable for termination of service\u003C\u002Fp>\n\n\u003Cp>ii)Deserter\u003C\u002Fp>\n\n\u003Cp>An employee who absents himself\u002Fherself from duty for five days\nconsecutively without sound reason shall be regarded as a deserter. A deserter\nwill be entitled to all his \u002F her accrued benefits but not to termination\nnotice pay and gratuity.\u003C\u002Fp>\n\n\u003Cp>iii)Late on Duty\u003C\u002Fp>\n\n\u003Cp>a)First offence- Verbal warning\u003C\u002Fp>\n\n\u003Cp>b)Second offence - First written warning\u003C\u002Fp>\n\n\u003Cp>c)Third offence- second written warning\u003C\u002Fp>\n\n\u003Cp>d)Fourth offence - Liable for termination of service\u003C\u002Fp>\n\n\u003Cp>iv)Reckless. Negligence and Failure to carry out Duties \u003C\u002Fp>\n\n\u003Cp>Immediate dismissal\u003C\u002Fp>\n\n\u003Cp>v)Direct refusal to carry out Lawful instructions from Accredited Management\nOfficial.\u003C\u002Fp>\n\n\u003Cp>Immediate Dismissal\u003C\u002Fp>\n\n\u003Cp>vi)Drunkenness on Duty or Reporting on Duty while under the influence of\nalcohol\u003C\u002Fp>\n\n\u003Cp>Immediate Dismissal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>vii)Physical Fighting at Workplace\u003C\u002Fp>\n\n\u003Cp>a)First offence- Suspension for one day without pay\u003C\u002Fp>\n\n\u003Cp>b)Second offence - Liable for dismissal\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>viii)Smoking in Prohibited areas\u003C\u002Fp>\n\n\u003Cp>a)First offence- Written warning\u003C\u002Fp>\n\n\u003Cp>b)Second offence - Suspension for 3 days without pay\u003C\u002Fp>\n\n\u003Cp>c)Third offence- Liable for termination of service\u003C\u002Fp>\n\n\u003Cp>ix)Entering Factory\u002FWorkshop\u002FGarage\u002FStores without permission\u003C\u002Fp>\n\n\u003Cp>a)First offence- Written warning\u003C\u002Fp>\n\n\u003Cp>b)Second offence - Suspension for 3 days without pay\u003C\u002Fp>\n\n\u003Cp>c)Third offence- Liable for termination of service\u003C\u002Fp>\n\n\u003Cp>x)False Accusation\u003C\u002Fp>\n\n\u003Cp>a)First offence- Written warning\u003C\u002Fp>\n\n\u003Cp>b)Second offence - Suspension for 3 days without\u003C\u002Fp>\n\n\u003Cp>c)Third offence- Liable for termination of service\u003C\u002Fp>\n\n\u003Cp>xi)An Unauthorised starting\u002Fstopping of machines on duty\u003C\u002Fp>\n\n\u003Cp>a)First offence- Written warning\u003C\u002Fp>\n\n\u003Cp>b)Second offence - Suspension for 3 days without pay\u003C\u002Fp>\n\n\u003Cp>c)Third offence- Liable for dismissal\u003C\u002Fp>\n\n\u003Cp>xii)Use of abusive language and intimidating gestures:\u003C\u002Fp>\n\n\u003Cp>1st breach; First written warning,\u003C\u002Fp>\n\n\u003Cp>2nd breach; Second written warning,\u003C\u002Fp>\n\n\u003Cp>3rd breach; Liable for Termination\u003C\u002Fp>\n\n\u003Cp>xiii)Drug Abuse\u003C\u002Fp>\n\n\u003Cp>No employee shall be allowed to use or smoke opium (Njaga) or other\nclassified drugs and other intoxicating substances on duty or residential\nareas. Such employee if found shall be summarily dismissed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>xiv)Violence and Sexual harassment\u003C\u002Fp>\n\n\u003Cp>Employees, if found guilty of violence and or sexual harassments at\nworkplace or on the plantation will be summarily dismissed and sent out from\nthe plantation premises. The aggrieved parties can pursue criminal proceedings\non their own if they so wish.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>xv)Theft\u003C\u002Fp>\n\n\u003Cp>In case of theft, if caught red-handed, is a direct dismissal. If\ninvestigations are taking place when not caught re-handed, shall be liable for\nthe following punishments;-\u003C\u002Fp>\n\n\u003Cp>The offender shall be suspended for 7days while investigations are taking\nplace; if proved guilty shall be liable for summary dismissal, but if found not\nguilty shall be paid for her\u002Fhis days she\u002Fhe has been on suspension.\u003C\u002Fp>\n\n\u003Cp>xvi)Willfully damages\u002Fmisuses of Buildings, Machinery, and other property\nused in connection with his\u002Fher works\u003C\u002Fp>\n\n\u003Cp>Summary Dismissal \u003C\u002Fp>\n\n\u003Cp>(vi) Being in Possession of Lethal arms\u002FFire-arms\u003C\u002Fp>\n\n\u003Cp>No employee shall be allowed to enter farm premises\u002Fresidential area with\nlethal arms\u002Ffire-arms. If found, an employee will be liable for instant\ndismissal and handed over to the authorities.\u003C\u002Fp>\n\n\u003Cp>Any employee who receives a visitor who is in possession of lethal\narms\u002Ffire-arms shall report to the Company Security Department immediately.\nFailure to do so shall render him\u002Fher liable for instant dismissal.\u003C\u002Fp>\n\n\u003Cp>xvii)Theft\u002FForgery\u002FCorruption\u002FBribery \u003C\u002Fp>\n\n\u003Cp>An employee who is suspected of committing the above offence shall be\nsuspended instantly, on receipt of report, on half pay and, on proof after the\nenquiry, such employee shall be liable for dismissal. In case of dismissal, the\nemployee shall forfeit his\u002Fher superannuating benefits All alleged offences\nwill be investigated before the formal procedure is invoked to determine the\nappropriate course of action to be taken.\u003C\u002Fp>\n\n\u003Ch3>32. UNCOMPLETED TASKS\u003C\u002Fh3>\n\n\u003Cp>Payments will only be made after completion of the task\u003C\u002Fp>\n\n\u003Ch3>33.CRIMINAL PROCEDURES\u003C\u002Fh3>\n\n\u003Cp>Employees charged and acquitted to be handled according to the law.\u003C\u002Fp>\n\n\u003Ch3>34.VALIDITY OF WARNING\u003C\u002Fh3>\n\n\u003Cp>Warning shall remain valid for a period of 18 months\u003C\u002Fp>\n\n\u003Ch3>35.DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective for a period of two years from 2nd\nDecember 2016 and shall continue in force until revised otherwise.\u003C\u002Fp>\n\n\u003Cp>Signed:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of KAWERI COFFEE PLANTATION LIMITTED:\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>HR \u002FADMINISTRATION MANAGER\u003C\u002Fp>\n\n\u003Cp>Joint Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of NATIONAL UNION OF PLANTATION & AGRICULTURAL WORKERS\n(U)\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>TRADE SECRETARY\u003C\u002Fp>\n\n\u003Cp>Joint Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AGREEMENT\u003C\u002Fp>\n\n\u003Cp>BETWEEN KAWERI COFFEE PLANTATION LTD AND\u003C\u002Fp>\n\n\u003Cp>NATIONAL UNION OF PLANTATION AND AGRICULTURAL WORKERS' UGANDA\u003C\u002Fp>\n\n\u003Cp>(NUPAWU)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">It is hereby agreed between the two parties that effective 1st October 2016,\nSalaries and wages shall be increased by Five percent (5 %) across the\nboard.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>DURATION:\u003C\u002Fp>\n\n\u003Cp>This agreement is effective 1st October 2016 and shall remain in force for a\nperiod of one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Signed for and on behalf of both parties by respective lawful\nrepresentatives, this 2nd December Two Thousand Sixteen (02\u002F12\u002F2016).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kaweri Coffee Plantation Ltd:\u003C\u002Fp>\n\n\u003Cp>Etienne Steyn, Managing Director\u003C\u002Fp>\n\n\u003Cp>Simon Sakwa, HR & Admin Manager\u003C\u002Fp>\n\n\u003Cp>Jeremiah N. Mwangi, Agronomy Manager\u003C\u002Fp>\n\n\u003Cp>Peter M. Ndemwa, Financial Manger\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>National Union of Plantation and Agricultural Workers' Uganda:\u003C\u002Fp>\n\n\u003Cp>Joram B. Pajobo, General Secretary\u003C\u002Fp>\n\n\u003Cp>Bruno Musinguzi, General Treasurer\u003C\u002Fp>\n\n\u003Cp>Alfred Tumwine, Area Secretary\u003C\u002Fp>\n\n\u003Cp>Emmanuel Kyeyune, Branch Chairman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Julian Nyachwo, CHAIRPERSON\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"hourspday_select":44,"contracttrialperiod":48,"severance_number_1_tenure":52,"severance_number":55,"maternity_nursing_breaks_length":59,"overtimeallowanceperc1_general":63,"sexualhar":67,"hourspmonth_select":71,"STRUCINCR_trigger":75,"nursingmothers":79,"funeralpay":83,"cbadate_start":87,"OVERTIME_trigger":91,"holidaysdays":95,"healthcareaccess":99,"COMMUTE_trigger":103,"SUNDAY_trigger":107,"protectiveclothing":111,"healthandsafetypolicy":115,"hourspweek":119,"contracttrial":123,"sicknesspay":127,"dayspweek_select":131,"TRADEUNLEAV_trigger":133,"paidpaternityleave":137,"sicknessmaxdaysnr":141,"healthcareaccessrelatives":143,"funeralpayamount":147,"violence":151,"bankholidays1":155,"hivpolicy":159,"paidmaternityleavepay":163,"mealvouchers":167,"sicknessmaxdays":171,"paidmaternityleave":175,"wageincreasedate":179,"contractseverancepay":181,"PAIDLEAV_trigger":185,"paidpaternityleaveduration":189,"deathrelatives":193},{"bindId":45,"name":46,"text":47},"hourspday_select","(b)Normal working hours are: Monday to F","(b)Normal working hours are: Monday to Friday 7am to 3pm, Saturday 7am to\n12noon",{"bindId":49,"name":50,"text":51},"contracttrialperiod","a)The probationary period for all employ","a)The probationary period for all employees shall be three months.",{"bindId":53,"name":54,"text":54},"severance_number_1_tenure","1. 1 - 2 years of unbroken service-7days",{"bindId":56,"name":57,"text":58},"severance_number","2. 3 - 5years of unbroken service-10 day","2. 3 - 5years of unbroken service-10 days",{"bindId":60,"name":61,"text":62},"maternity_nursing_breaks_length","A female employee breast-feeding her new","A female employee breast-feeding her newly born child will be allowed an\nhour a day for breast feeding until the child is six months.",{"bindId":64,"name":65,"text":66},"overtimeallowanceperc1_general","Overtime shall be calculated on the basi","Overtime shall be calculated on the basis of salary\u002Fwage of the employee\nconcerned and shall be recorded at the end of each day's work. Any hour(above\n30 mins) worked in excess of the normal daily period shall be treated as\novertime and shall be paid at one and half times the rate of basic salary\u002F\nwages of the employee concerned.",{"bindId":68,"name":69,"text":70},"sexualhar","xiv)Violence and Sexual harassment Emplo","xiv)Violence and Sexual harassment\n\nEmployees, if found guilty of violence and or sexual harassments at\nworkplace or on the plantation will be summarily dismissed and sent out from\nthe plantation premises. The aggrieved parties can pursue criminal proceedings\non their own if they so wish.",{"bindId":72,"name":73,"text":74},"hourspmonth_select","(e)Calculation for a day’s pay worked in","(e)Calculation for a day’s pay worked in a month shall be the present\nmonthly salary \u002F wage divided by 26 working days of the month.",{"bindId":76,"name":77,"text":78},"STRUCINCR_trigger","It is hereby agreed between the two part","It is hereby agreed between the two parties that effective 1st October 2016,\nSalaries and wages shall be increased by Five percent (5 %) across the\nboard.",{"bindId":80,"name":81,"text":82},"nursingmothers","13. BREASTFEEDING A female employee brea","13. BREASTFEEDING\n\nA female employee breast-feeding her newly born child will be allowed an\nhour a day for breast feeding until the child is six months.",{"bindId":84,"name":85,"text":86},"funeralpay","18.FUNERAL EXPENSES In the event of deat","18.FUNERAL EXPENSES\n\nIn the event of death of an employee in service, or an employee losing a\nregistered spouse or any of the three biological registered off-springs below\n18 years of age, the employer shall pay the following rates to the nominated\nregistered dependant to cover the costs of burial:\n\ni)Employee\u002FSpouse- Ushs 220,000\u002F=\n\nii)Registered Child below 18 yrs - Ushs 110,000\u002F=\n\nThe Company shall transport home the body of the Employee\u002F Spouse\u002F\nregistered child under the age of 18 years to the traditional burial ground of\nthe family within Uganda.\n\nProof of registration shall be a pre-requisite before any claims under this\nclause can be entertained by the employer.",{"bindId":88,"name":89,"text":90},"cbadate_start","DURATION: This agreement is effective 1s","DURATION:\n\nThis agreement is effective 1st October 2016 and shall remain in force for a\nperiod of one year.",{"bindId":92,"name":93,"text":94},"OVERTIME_trigger","7.OVER TIME Overtime shall be calculated","7.OVER TIME\n\nOvertime shall be calculated on the basis of salary\u002Fwage of the employee\nconcerned and shall be recorded at the end of each day's work. Any hour(above\n30 mins) worked in excess of the normal daily period shall be treated as\novertime and shall be paid at one and half times the rate of basic salary\u002F\nwages of the employee concerned.\n\nIn the event of an employee being called to work on a normal rest day, he\nshall be paid overtime at the rate of 1.5 times. Any gazetted Public Holiday,\nan employee shall be paid overtime at the rate of two times his\u002Fher basic pay\nfor hours of work performed.",{"bindId":96,"name":97,"text":98},"holidaysdays","a)Every employee shall be entitled to an","a)Every employee shall be entitled to annual leave of 24 working days for a\ncompleted year.",{"bindId":100,"name":101,"text":102},"healthcareaccess","16. MEDICAL Both parties have agreed tha","16. MEDICAL\n\nBoth parties have agreed that the employer shall provide free first line\nmedical treatment to the employee, a registered spouse and three children below\nthe age of 18 years at the\n\nIt has further been agreed that such patients that cannot be treated at the\nCompany Clinic shall be referred as judged appropriate by the Clime Officer or\nany other Officer in charge at the material time, to Mubende Hospital or any\nother Government referral hospitals. The company will transport the referred\nsick employee to the hospital and when hospitalized, provide meals\u002Fpay\nallowances as follows;\n\na)Breakfast: Ugshs:2,000\n\nb)Lunch: Ugshs:6,000 \n\nc) Supper: Ugshs:7,000\n\nIf the employee is not hospitalised and not attended to by lunch hour, lunch\nallowance will be paid as above.\n\nd)The above allowance shall apply to the attendant of the hospitalised sick\nemployee.",{"bindId":104,"name":105,"text":106},"COMMUTE_trigger","19.OUT OF STATION ALLOWANCE The company ","19.OUT OF STATION ALLOWANCE\n\nThe company will pay out of station allowance to employees travelling out of\nMubende district whilst on Company duties as follows:\n\n\n\nGRADE____DAY___DAY\u002FNIGHT:\n\nVI______Ushs 12.000____Ushs 53.000\n\nVII_____Ushs 10.000____Ushs 47.000\n\nVIII-X___Ushs 8.000_____Ushs 40.000",{"bindId":108,"name":109,"text":110},"SUNDAY_trigger","In the event of an employee being called","In the event of an employee being called to work on a normal rest day, he\nshall be paid overtime at the rate of 1.5 times. Any gazetted Public Holiday,\nan employee shall be paid overtime at the rate of two times his\u002Fher basic pay\nfor hours of work performed.",{"bindId":112,"name":113,"text":114},"protectiveclothing","a)Suitable protective clothing and appli","a)Suitable protective clothing and appliances including, gloves, footwear,\ngoggles and head coverings shall be provided by the employer and maintained by\nthe workers employed in any process involving exposure to heat or any injurious\nobject or substance as stipulated in the Occupational Health and safety act of\n2006.\n\nb)In addition, suitable uniforms shall be provided to any other categories\nof workers who may not be covered by the provisions of the Occupational Health\nand Safety Act of 2006 but who work in places where such protective are\nnecessary.\n\nc)Such protective clothing as is deemed to be necessary may be issued to\nemployees by the employer. It shall be a condition of employment that any such\nclothing shall only be worn during working hours and remain the property of the\nCompany.",{"bindId":116,"name":117,"text":118},"healthandsafetypolicy","28.OCCUPATIONAL HEALTH AND SAFETY a)The ","28.OCCUPATIONAL HEALTH AND SAFETY\n\na)The Management shall observe the provisions of Occupational Health and\nSafety regulations currently in force covering workplaces and residences of the\nemployees.\n\nb)Management and the Union agree on the formation of Occupational Health and\nSafety Committee on the Plantation.\n\nc)The number of members on the committee to be determined by the plantation.\nThe committee shall be responsible for finding and recommending ways and means\nto implement occupational safety and health regulations in force.",{"bindId":120,"name":121,"text":122},"hourspweek","(a)Employees will normally work 45 hours","(a)Employees will normally work 45 hours spread over six days during each\n\nworking week.",{"bindId":124,"name":125,"text":126},"contracttrial","4.PROBATIONARY PERIOD a)The probationary","4.PROBATIONARY PERIOD\n\na)The probationary period for all employees shall be three months.\n\nb)The probationary period may be extended by three months provided that the\nemployee and the Union are given reasons in writing for such extension to\nenable the employee to take corrective action, but shall not exceed three\nmonths.\n\nc)During the probationary period either party shall give to the other seven\ndays notice in writing terminating the services, or pay a sum equivalent to\nseven days salary\u002Fwage in lieu thereof.\n\nd)After the stipulated probationary period an employee shall be confirmed in\nwriting.\n\ne)If it has not been satisfactory, an employee shall be informed in writing\nbefore the expiry of the probationary period that his\u002F her performance has been\nunsatisfactory. And shall be paid his or her entitlements, including accrued\nleave and his or her appointment will be terminated.",{"bindId":128,"name":129,"text":130},"sicknesspay","i)Every employee shall be granted up to ","i)Every employee shall be granted up to 26 working days sick leave per annum\nwith full pay for casual sickness.",{"bindId":132,"name":121,"text":122},"dayspweek_select",{"bindId":134,"name":135,"text":136},"TRADEUNLEAV_trigger","25.LEAVE FOR TRADE UNION BUSINESS Leave ","25.LEAVE FOR TRADE UNION BUSINESS\n\nLeave for Trade Union business requiring absence for one day per quarter or\nmore shall be granted to Branch Officials or Shop stewards provided prior\nnotice of seven days giving reasons there for shall have been given to\nmanagement and permission given.",{"bindId":138,"name":139,"text":140},"paidpaternityleave","14. PATERNITY LEAVE In the event of a re","14. PATERNITY LEAVE\n\nIn the event of a registered wife of an employee giving birth, such employee\nshall, on application and production of relevant medical documents, be granted\nup to four (4) consecutive day’s paternity leave.",{"bindId":142,"name":129,"text":130},"sicknessmaxdaysnr",{"bindId":144,"name":145,"text":146},"healthcareaccessrelatives","Both parties have agreed that the employ","Both parties have agreed that the employer shall provide free first line\nmedical treatment to the employee, a registered spouse and three children below\nthe age of 18 years at the",{"bindId":148,"name":149,"text":150},"funeralpayamount","ii)Registered Child below 18 yrs - Ushs ","ii)Registered Child below 18 yrs - Ushs 110,000\u002F=",{"bindId":152,"name":153,"text":154},"violence","vii)Physical Fighting at Workplace a)Fir","vii)Physical Fighting at Workplace\n\na)First offence- Suspension for one day without pay\n\nb)Second offence - Liable for dismissal",{"bindId":156,"name":157,"text":158},"bankholidays1","8.PUBLIC HOLIDAYS a)All employees covere","8.PUBLIC HOLIDAYS\n\na)All employees covered by this Agreement shall be granted with full pay all\ngazetted Public Holidays. In addition, any other day or days declared by the\nUganda Government as Public Holidays or Holidays shall be given.\n\nb)In the event of public holiday occurring during the course of the\nemployee’s weekly rest day, he \u002F she will either be given an extra day off,\nor be granted an additional days pay, at the discretion of Plantation\nManagement.",{"bindId":160,"name":161,"text":162},"hivpolicy","The Union agrees to support the Company’","The Union agrees to support the Company’s established HIV\u002FAIDS policy at\nthe work place which is attached as Appendix I",{"bindId":164,"name":165,"text":166},"paidmaternityleavepay","(a)A female employee is entitled to 60 w","(a)A female employee is entitled to 60 working days paid maternity leave per\nconfinement subject to the production of a proper medical certificate, and may\nclaim for a maximum of 3 confinements.",{"bindId":168,"name":169,"text":170},"mealvouchers","30.MEALS The employer shall provide one ","30.MEALS\n\nThe employer shall provide one solid meal to all employees whose tasks will\ngo beyond lunch time while on duty.",{"bindId":172,"name":173,"text":174},"sicknessmaxdays","15. SICK LEAVE An employee shall be enti","15. SICK LEAVE\n\nAn employee shall be entitled to sick leave on production of a certificate\nrecommending such leave from the Company or authorised Medical Officer in\naccordance with the laid down procedure, provided that such leave shall have\nbeen necessitated by sickness other than through the employee s own negligence\nor default. Subject to this provision:-\n\ni)Every employee shall be granted up to 26 working days sick leave per annum\nwith full pay for casual sickness.",{"bindId":176,"name":177,"text":178},"paidmaternityleave","12.MATERNITY LEAVE (a)A female employee ","12.MATERNITY LEAVE\n\n(a)A female employee is entitled to 60 working days paid maternity leave per\nconfinement subject to the production of a proper medical certificate, and may\nclaim for a maximum of 3 confinements.\n\n(b) The Company expects female employees intending to claim maternity leave\nto give ample notice their expected delivery date and not less than 45 days\nnotice.",{"bindId":180,"name":77,"text":78},"wageincreasedate",{"bindId":182,"name":183,"text":184},"contractseverancepay","6.GRATUITY Upon completion of unbroken s","6.GRATUITY\n\nUpon completion of unbroken service, an employee leaving KCPL will be\nentitled to a gratuity pay at the following rates for each completed year of\nservice provided he is not summarily dismissed:\n\n1. 1 - 2 years of unbroken service-7days\n\n2. 3 - 5years of unbroken service-10 days\n\n3. 6 - 9 years of unbroken service-20days\n\n4. 10 + years of unbroken service-30 days",{"bindId":186,"name":187,"text":188},"PAIDLEAV_trigger","9.ANNUAL LEAVE a)Every employee shall be","9.ANNUAL LEAVE\n\na)Every employee shall be entitled to annual leave of 24 working days for a\ncompleted year.\n\nb)In the event of a public holiday occurring during the course of the\nemployee's annual leave period, this will be deducted from the number of days\nof leave\n\ntaken \u002Fgranted.\n\nc)Annual leave pay shall be calculated at the basic pay an employee is\nearning at the time leave is taken.\n\nd)Leave shall be taken as is agreed between the Employer and the\nEmployee.\n\ne)Annual leave must be applied for at least a month before the intended\ndeparture date except in the case of the genuine family emergency.\n\nf)For operational reasons, the company may designate certain periods of the\nyear in which employees may not choose to proceed on annual leave.",{"bindId":190,"name":191,"text":192},"paidpaternityleaveduration","In the event of a registered wife of an ","In the event of a registered wife of an employee giving birth, such employee\nshall, on application and production of relevant medical documents, be granted\nup to four (4) consecutive day’s paternity leave.",{"bindId":194,"name":195,"text":196},"deathrelatives","11.COMPASSIONATE LEAVE The Employer shal","11.COMPASSIONATE LEAVE\n\nThe Employer shall give three working days as compassionate leave on the\ndeath of an employees’ own natural mother, father, child or spouse.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Kaweri Coffee Plantation Ltd - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-09-30\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, Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of crops, market gardening, horticulture, 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                        Kaweri Coffee Plantation Ltd\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                        NUPAWU - National Union of Plantation and Agricultural Workers - Uganda\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 26 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → Yes\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: → Yes\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 110000.0\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: → 8.5 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\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: → 4 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 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: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → 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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 10 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 7 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: →  %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2016-10\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 50 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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            \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",[202],{"title":37,"slug":33},[204],{"type":205,"data":206},"call_to_action_body_block",{"title":207,"description":208,"variant":209,"link":210},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":207,"url":211,"description":207,"rel":212,"type":213},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[215],{"type":205,"data":216},{"title":207,"description":208,"variant":209,"link":217},{"title":207,"url":211,"description":207,"rel":212,"type":213},[]]