[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Frevised-terms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-the-cooper-motor-corporation-u-ltd---2016":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":185,"content_type_view":186,"extra_breadcrumbs":187,"body":189,"body_blocks":200,"related_pages":204},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":183,"translations":184},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"revised-terms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-the-cooper-motor-corporation-u-ltd---2016","b4faf7d4-7dbd-11e7-97da-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Frevised-terms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-the-cooper-motor-corporation-u-ltd---2016\u002Frevised-terms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-the-cooper-motor-corporation-u-ltd---2016\u002F","Revised Terms and Conditions of Service Agreement between National Union of Clerical Commercial Professional and Technical Employees and The Cooper Motor Corporation (U) LTD - 2016","UGA Cooper Motor Corporation Ltd - 2016","Uganda - UGA Cooper Motor Corporation Ltd - 2016","UGA Cooper Motor Corporation Ltd - 2016 - Manufacturing",{"name":41,"data":42},"CBA for Cooper Motor.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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:justify;\">REVISED TERMS AND CONDITIONS OF SERVICE\nAGREEMENT BETWEEN NATIONAL UNION OF CLERICAL COMMERCIAL PROFESSIONAL AND\nTECHNICAL EMPLOYEES AND THE COOPER MOTOR CORPORATION (U) LTD - 2016\u003C\u002Fh1>\n\n\u003Cp>EFFECTIVE: \u003C\u002Fp>\n\n\u003Cp>AN AGREEMENT MADE THIS 22nd DAY OF DEC 2016 BETWEEN THE COOPER MOTOR\nCORPORATION (HEREIN AFTER REFERRED TO AS THE EMPLOYER) AND THE NATIONAL UNION\nOF CLERICAL, COMMERCIAL, PROFESSIONAL AND TECHNICAL EMPLOYEES (HEREIN AFTER\nREFERRED TO AS THE UNION) FOR AND ON BEHALF OF THE EMPLOYEES EMPLOYED BY THE\nSAID EMPLOYERS IN MATTERS OF TERMS AND CONDITIONS OF SERVICE, WHEREBY IT IS\nAGREED AS FOLLOWS:- \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. COMMITMENT\u003C\u002Fh2>\n\n\u003Cp>(a) In concluding this Agreement, both parties agree to be always guided by\nthe following commitments:-\u003C\u002Fp>\n\n\u003Cp>(i) Attaining the improved workers' conditions and environment.\u003C\u002Fp>\n\n\u003Cp>(ii) Attaining a continuous improvement in workers’ earnings, and\ngenerally to safeguard the economic and social objectives of the workers.\u003C\u002Fp>\n\n\u003Cp>(iii) Sale guard the interests of the Company particularly improvement of\nefficiency.\u003C\u002Fp>\n\n\u003Cp>(b) In the event of a difference in interpretation of any part of this\u003C\u002Fp>\n\n\u003Cp>Agreement, such matter shall be referred within the meaning of the Labour\nDispute (Arbitration and Settlement) Act, in force and in accordance with any\nsimilar legislation, which may ensue.\u003C\u002Fp>\n\n\u003Cp>(c) All disputes shall be dealt with strictly in accordance with the\nmachinery laid-down within the current Recognition Agreement between the\nCompany and the Union.\u003C\u002Fp>\n\n\u003Ch2>2. SUBJECT MATTER\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall apply to only Union contributing members employed by\nthe employer and covered by the Terms of a Recognition Agreement in force\nbetween the Company and the union.\u003C\u002Fp>\n\n\u003Ch2>3. DURATION OF AGREEMENT AND EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall be effective from the ................shall continue in\nforce until the........... with annual re-openers after twelve (12) monthly\nintervals on Remunerative items.\u003C\u002Fp>\n\n\u003Cp>This Agreement shall remain valid until replaced by another one by both\nparties.\u003C\u002Fp>\n\n\u003Cp>Any time after 12 months either party may give to the other at least one (1)\nmonth s notice in writing of it’s desire to vary the provisions of the\nAgreement on remunerative items only and at any time after 03 years either\nparty may give to the other at least two (2) months notice in writing of it’s\ndesire to alter any clause in the Agreement. The proposed\nalterations\u002Famendments shall be dealt with by the negotiating team and shall\nnot come into force until agreed upon by both parties.\u003C\u002Fp>\n\n\u003Cp>In the event of no negotiations taking place on Remunerative items after\ntwelve (12) monthly intervals and in the event of the parties' delay in\nentering into negotiations on Terms and Conditions of a new Agreement after\nthree (03) years, until such time as such negotiations are finalised the\nprovisions of the present Agreement shall continue in force.\u003C\u002Fp>\n\n\u003Ch2>4. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) Each newly engaged employee will he subject to a three months’\nprobation period, with the exception of Grade I and II labourers who will be\nsubject to a one month period of probation only.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) After the said period, an employee shall be confirmed or deemed\nconfirmed unless told in writing that his\u002Fher performance has not been\nsatisfactory, before the end of the said period. In such a case an employee\nshall be specifically told his weakness.\u003C\u002Fp>\n\n\u003Cp>(c) The probationary period may be extended by arrangement between\nManagement and Union up to a further period of one month for all grades.\u003C\u002Fp>\n\n\u003Cp>(d) During the probation period termination of service by either employee or\nmanagement will be by 24 hours notice verbally or written in the case of grade\nI and II labourers. In case of all other grades 72 hours notice will be\ngiven.\u003C\u002Fp>\n\n\u003Cp>(e) During the extended period of probation, termination of service by\neither party will be 7 days notice in writing in the case ot grade 1 and II\nlabourers 14 days for all other grades.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. TERMINATION NOTICE\u003C\u002Fh2>\n\n\u003Cp>(a) The contract of employment shall be for ONE month and such shall be\nimplemented by the Employer following upon the satisfactory completion of the\nemployee s probationary service as set out herein below:-\u003C\u002Fp>\n\n\u003Cp>For permanent staff, the following termination conditions shall apply:-\u003C\u002Fp>\n\n\u003Cp>(i) One month if the services have lasted for more than 3 months but less\nthan five years.\u003C\u002Fp>\n\n\u003Cp>(ii) Two months if the services have lasted at least for five years but less\nthan ten years.\u003C\u002Fp>\n\n\u003Cp>(iii) Three months if the services have lasted at least for 10 years and\nabove.\u003C\u002Fp>\n\n\u003Cp>(b) It is understood that “Termination Pay” shall be at the rate of\nbasic wages currently pertaining at the time of such termination. The Company\nreserves the right to pay an employee wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(c) Service seniority will be applied from the date of the employee’s\ninitial engagement on probation.\u003C\u002Fp>\n\n\u003Cp>(d) Period of notice will not apply in cases of gross misconduct justifying\ninstant dismissal.\u003C\u002Fp>\n\n\u003Cp>(e) In case of an employee who is serving a period of probation as the\nresult of promotion he\u002Fshe will not be subject to sub-clauses (c), (d) and (e)\nof clause 4.\u003C\u002Fp>\n\n\u003Cp>(f) Where an employee’s employment is terminated under this Clause, all\nentitlements and benefits, i.e. annual leave etc, shall be calculated pro-rata\nto the date on which the notice expires.\u003C\u002Fp>\n\n\u003Ch2>6. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The official hours of work shall be 40 hours per week. The hours to be\nworked each day shall be arranged by the management and shop- stewards of the\ncompany.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(a) It is agreed that overtime applying to all employees covered by this\nAgreement shall be paid as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Weekdays\u003C\u002Ftd>\n      \u003Ctd>2 times basic hourly pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturdays, Sundays & Public Holidays\u003C\u002Ftd>\n      \u003Ctd>3 times basic hourly pay\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>The Company will pay the Transport Allowance to an employee required to work\novertime on a non-working day.\u003C\u002Fp>\n\n\u003Cp>The Lunch allowance will only be paid when an employee has worked for more\nthan four (04) hours on a non-working day.\u003C\u002Fp>\n\n\u003Cp>(b) Workers should appreciate that when overtime work is called for an\nemergency exists and wherever possible, they should co- operate with\nmanagement.\u003C\u002Fp>\n\n\u003Cp>(c) Overtime payments shall only apply where an employee has worked at least\nfifteen minutes extra, and such overtime worked shall be in all cases first\napproved by the Department Manager concerned. Overtime so worked shall, for the\npurpose of calculation, be reckoned from the normal cessation of work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) Employees shall be entitled to annual leave as tollows:- \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Up to 10 years service -\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>30 consecutive days per annum excluding public holidays.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 years service and over -\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>35 consecutive days per annum excluding public holidays.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) In all cases the Annual Leave commences on one's anniversary date of\njoining the Company’s service. Annual Leave should normally be taken within\nthe period covered by 3 months before and 3 months after the anniversary of the\nemployees’ engagement, which period shall be known as his\u002Fher “Leave\u003C\u002Fp>\n\n\u003Cp>dates”.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Annual Leave may be accumulated up to a maximum of 60 days. Leave not\ntaken during that period and not granted in writing by the Employer \u003C\u002Fp>\n\n\u003Cp>or accepted by the employee for accumulation shall automatically lapse.\u003C\u002Fp>\n\n\u003Cp>(d) It is recommended that if an employee falls sick while on leave, the\ndays of sickness shall not be counted as part of his Annual Leave provide e\u002Fshe\nproduces Medical documents certified by a competent Medical Officer to the\nsatisfaction of Management and the Union.\u003C\u002Fp>\n\n\u003Cp>(e) The employer undertakes to bear travelling expenses in a manner\npreviously specified to any employee who may be recalled to duty whilst on\nauthorised leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>(i) Up to one month per annum on lull pay for certified casual sickness. But\nan employer will give due consideration of individual cases.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(ii) Up to 3 months per annum on full pay and 3 months on hall pay for\ncertified hospitalisation, subject to the following conditions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a) All claims to sick pay to be supported by a Doctor's certificate.\u003C\u002Fp>\n\n\u003Cp>(b) The Company reserves the right to have any employee of the Company\nexamined by a Doctor approved by them, at their expense.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Medical benefits will not apply if:-\u003C\u002Fp>\n\n\u003Cp>(i) The illness or injury was caused or inflicted upon by his\u002Fher negligence\nor misconduct.\u003C\u002Fp>\n\n\u003Cp>(ii) The illness or injury was contracted during any period when the\nemployee was absent from his employment without lawful cause or excuse.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(d) The employer agrees that an employee on sick leave will continue to\nenjoy his rights in regard to service seniority and accumulation of service for\nannual leave entitlement. It is agreed that none of the above terms and\nconditions shall prejudice any employee in regard to benefits provided for in\nthe Workmen's Compensation Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(e) Sick Leave may not be accumulated from year to year. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. LEAVE FOR UNION BUSINESS\u002FEDUCATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>(a) Leave to attend to Union Business shall be applicable to Union members\nonly and such leave shall be on full pay. It should not be more than two\nmembers at a time.\u003C\u002Fp>\n\n\u003Cp>(b) Seven (7) days’ notice of any intended absence to attend such\nUnion\u002FManagement \u002Fmeetings\u002Fseminars will be given to the Employer by the Union.\nManagement, however, may accept a short notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(c) Education\u002FTraining\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>An employee shall be granted leave of absence for the purpose of education\nand training programme for a maximum period of one( 1) month per year on full\npay. Should the education programme attended by such an employee requires a\nlonger period the Management may at their fair discretion grant such extension\nand when such extension is granted it shall be at full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The Employer may sympathetically consider special leave on compassionate\ngrounds, provided satisfactory reasons of necessity for such leave are made\navailable to the Employer and such leave when granted shall be on full pay.\nGreat consideration shall be given to matters of a serious nature, i.e.\nfunerals, illness\u002Finjury of employee’s immediate family (which is defined as\nfather, mother, husband, wife, son, daughter, brother or sister).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. MATERMTY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>(a) Female employees will be entitled to a period of sixty (60) working days\nwithout loss of service and pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Any days when an employee is sick during pregnancy according to Medical\nCertificate will be deductible from sickness leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(c) Paternal Leave - New fathers will be entitled to four (04) working days\nleave a year when they have a new baby.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>13. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>It is agreed that only public holidays promulgated b\\ law or as announced by\nGovernment from time to time shall be allowed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>I4. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a)An employee required in writing to act in a higher grade lor a period of\nat least 14 working days shall qualify for the Acting Allowance. It is agreed\nthat verbal instructions to act would be obeyed provided written authority\nfollowed. The acting allowance shall be the minimum wage of the grade in which\nthe employee is acting or his own wage plus 30% whichever is greater.\u003C\u002Fp>\n\n\u003Cp>(b)Such acting allowance shall for the purpose of payment always be\nspecified quite clearly on the Company's wages sheet by way of indication in a\nseparate column.\u003C\u002Fp>\n\n\u003Ch2>15. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee when away on duty from his\u002Fher station of work within Uganda\nshall receive Shs. 65,000\u002F= per day.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Breakfast\u003C\u002Ftd>\n      \u003Ctd>Shs.8.000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch\u003C\u002Ftd>\n      \u003Ctd>Shs.7,000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accommodation\u003C\u002Ftd>\n      \u003Ctd>Shs. 40,000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Supper\u003C\u002Ftd>\n      \u003Ctd>Shs.10,000\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>In addition to the above stated figure the Employer agrees to advance to the\nemployee concerned more money which shall be accounted for on his return if\nrequired.\u003C\u002Fp>\n\n\u003Ch2>16. MILEAGE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who uses his Vehicle on official business shall be paid Mileage\nAllowance in accordance with the Government rates in existance.\u003C\u002Fp>\n\n\u003Ch2>17. TRANSFER\u003C\u002Fh2>\n\n\u003Cp>(a) Temporary Transfer\u003C\u002Fp>\n\n\u003Cp>An employee who is transferred from one branch to another on temporary\nrelief duties shall be entitled to be reimbursement for all reasonable out of\npocket expenses incurred in connection with the temporary transfer subject to\nthe claim in question being supported by receipts or other relevant evidence of\nthe out of pocket expenses incurred.\u003C\u002Fp>\n\n\u003Cp>(b) Permanent Transfer\u003C\u002Fp>\n\n\u003Cp>(i) An employee who is permanently transferred from one branch to another\nshall be paid a Disturbance Allowance amounting to one month s salary that he\nis earning at the time that transfer takes place. The Company shall pay to the\nemployee concerned\u003C\u002Fp>\n\n\u003Cp>the cost of the transport charges involved in the transfer for the employee,\nhis wife, children and his chattels.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who is permanently transferred shall negotiate with\nmanagement an accommodation allowance to his\u002Fher mutual satisfaction.\u003C\u002Fp>\n\n\u003Ch2>18. ABSENTEEISM\u003C\u002Fh2>\n\n\u003Cp>(a) Any worker who abandons or absents himself from work shall be deemed to\nbe absent within the meaning of this Clause. No disciplinary' proceedings shall\nbe taken against such employ ee until the elapse of ten (10) consecutive\nworking days or fifteen (15) cumulative days within a period of 12 months.\u003C\u002Fp>\n\n\u003Cp>(b) No disciplinary proceedings shall be taken against an employee returning\nto duty within the period of ten (10) consecutive working days or fifteen (15)\ncumulative days absence from his lawful place of work, provided such absence\nwas solely occasioned by one of the following causes. It will be the\nresponsibility of the employee to submit to the employer adequate proof and\nevidence showing just causes without which the employer reserves the sole right\nto review the continuous services of such employee.\u003C\u002Fp>\n\n\u003Cp>Causes\u003C\u002Fp>\n\n\u003Cp>1. Serious illness of employee’s immediate family: Wife\u002Fhusband or\nchildren. Provided the employee submit Medical Certificate signed by a\nRegistered Medical Practitioner or evidence of acceptable nature.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>2. Accident\u002Finjury\u002Fillness- sustained by employee, provided a medical\ncertificate is signed by a Registered Practitioner or evidence of acceptable\nnature.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>3. Court proceedings\u003C\u002Fp>\n\n\u003Cp>Provided Magistrate’s warrant or Police Certificate is presented to the\nEmployer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19. WARNINGS\u003C\u002Fh2>\n\n\u003Cp>(a) If an employee is deemed to be guilty' of committing an offence, not\namounting to “Gross Misconduct”, he shall be served with a written\nwarning.\u003C\u002Fp>\n\n\u003Cp>(b) If after due investigation by the Management and a shop-steward; during\nwhich the employee will be interviewed, the employee is proved guilty, his\u002Fher\nservices may be terminated after three (3) warnings in writing, with\ntermination being effected on the fourth offence.\u003C\u002Fp>\n\n\u003Cp>(c) The Union Shop-steward shall receive a copy of all warnings given to\nmember(s) whilst a copy of the third warning notice shall be sent by the\nemployer to the union Head Office.\u003C\u002Fp>\n\n\u003Cp>(d) Warnings shall be expunged from an employee's Record upon the expiry of\ntwelve consecutive months from the date such warning was served.\u003C\u002Fp>\n\n\u003Ch2>20. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>(a) An employer may suspend an employee from service on suspecting him\u002Fher\nto have committed an offence that requires investigation.\u003C\u002Fp>\n\n\u003Cp>(b) Such suspension shall not exceed more than 30 days on hall pay but house\nallowance shall continue to be paid in lull. However, if the case is being\nhandled by the police, and an employee is due for prosecution in a Court of Law\nthe period of 30 days may be extended until such time as the police\ninvestigations have been completed or the case has been finalised by the\nCourts, during which period the employee shall be entitled to be paid at the\nrate of half his basic salary plus Housing Allowances.\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee has been convicted of a criminal offencc in a Court of\nLaw and the offence had direct connection within the organisation, he will be\ndismissed under Clause 21, but it the offence originated outside the\norganisation his service may be terminated in public interest and terminal\nbenefits will be paid to him\u002Fher under clause 22.\u003C\u002Fp>\n\n\u003Cp>(d) If the suspension is not followed by dismissa\u002For termination within the\nabove stated period, the employee shall be re-instated\u003C\u002Fp>\n\n\u003Cp>in his\u002Fher employment and shall be paid lull salary for the period during\nwhich he\u002Fshe was suspended.\u003C\u002Fp>\n\n\u003Ch2>21. DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>(a) An employee may be dismissed for committing any of the following\noffences:-\u003C\u002Fp>\n\n\u003Cp>(i) Gross Misconduct while on duty.\u003C\u002Fp>\n\n\u003Cp>(ii) Conviction of a criminal offence which has a bearing on an employee's\nsuitability for continued service.\u003C\u002Fp>\n\n\u003Cp>(iii) Where an employee wilfully, causes damage to an employer's property or\ncauses loss or damage or exposes to serious risk the lives of other\nemployees.\u003C\u002Fp>\n\n\u003Cp>(iv) Where an employee is dismissed under this heading, the employee shall\nbe paid up to and including the date of such dismissal.\u003C\u002Fp>\n\n\u003Ch2>22. TERMINAL\u002FRETIREMENT\u002FRESIGNATION BENEFITS\u003C\u002Fh2>\n\n\u003Cp>(a) Terminal\u002FRetirement\u002FResignation Benefits will be paid to every employee\nwho has been in continuous service for not less than 2 years as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>2-5 years\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>1 month’s basic salary per year of service.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5-10 years\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>2 months' basic salary' per year of service.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 years and over -\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>3 months basic salary per year of service.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) Terminal benefits will be paid to:\u003C\u002Fp>\n\n\u003Cp>(i) Those employees whose services have been terminated by the Company under\nany Clause of this Agreement except for redundancy or dismissal for gross\nmisconduct.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who dies whilst in employment and when not covered under\nthe workmen's Compensation Act, in this case the benefits shall be paid to\nhis\u002Fher next of kin approved by the Administrator General.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who is retired from employment by the employer.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who resigns from employment but having served for over three\n(3) years shall be entitled to benefits as indicated in (a) above of the clause\n(22) provided convincing and acceptable reasons for his resignation are given\nsuch as ill healthy, etc. Not-With-Standing with such under taking an employee\nresigning for the purpose of acquiring another employment\u002Fassignment will not\nbe considered.\u003C\u002Fp>\n\n\u003Cp>(d) The period of notice as in Clause 5 (a) hereinabove shall apply to\nclause (22) a, b and c.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(e) When an employee whose services are terminated is a member of the\nProvident Fund or Pension Fund, he may elect to draw either the amount\ncontributed by the Employer to the fund subject to terms of the Fund governing\nentitlement or terminal benefits whichever is greater. He may not draw both.\u003C\u002Fp>\n\n\u003Cp>(f) On retirement an employee will be given transport for himself, family\nand personal property to his place of retirement by the employer, to an amount\ntotalling to Seven hundred thousand shillings (=700,000\u002F-=)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>23. REDUN DANCY\u003C\u002Fh2>\n\n\u003Cp>(a) (i) The principal of” Last-in-First-out' is accepted within the\nparticular category of workers affected, subject to all other factors such as\nskill and ability being equal.\u003C\u002Fp>\n\n\u003Cp>(ii) As much notice as possible will be given to the Union by the Employer\nindicating the causes and extent of any intended redundancy; but in all cases\nit shall not be less than three months.\u003C\u002Fp>\n\n\u003Cp>(iii) During the period of notice referred to in this Clause (a)\u003C\u002Fp>\n\n\u003Cp>iii) above, an employee may be allowed a reasonable amount of time off\nwithout loss of pay in order to look for another employment.\u003C\u002Fp>\n\n\u003Cp>(b) Re-engagement\u003C\u002Fp>\n\n\u003Cp>(i) An offer of re-engagement to any employee declared redundant will be\nmade by the Employer in the event\u003C\u002Fp>\n\n\u003Cp>of a suitable vacancy arising in a year s time thereafter. The onus of\nproviding a forwarding address to the Employer rests with the employee and if a\nreply to the employer's offer is not received within three month's of the\nemployer’s communication, the vacancy shall be filled through normal\nsources.\u003C\u002Fp>\n\n\u003Cp>(ii) Should an employment opportunity occur in the particular category and\ngrade or an employee previously declared redundant but in a lower grade, the\nemployee shall be offered the job it he\u002Fshe wishes to take it. but shall retain\nhis\u002Fher salary and allowances at the time he\u002Fshe was declared redundant.\u003C\u002Fp>\n\n\u003Cp>iii) Redundancy principles will be applied separately down to departmental\nlevel in any undertaking to avoid disorganisation of other Departments and in\norder to maintain a balanced labour force within the undertaking.\u003C\u002Fp>\n\n\u003Cp>(c) Top-seniority\u003C\u002Fp>\n\n\u003Cp>Shop-stewards during the period in which they are actively serving as\nshop-stewards will automatically assume top- seniority, in which case if any\nredundancy occurs, no shop- steward in spite of the actual period of time\nhe\u002Fshe has worked with the Employer shall not be declared redundant until every\nemployee he\u002Fshe represents in the Company has been declared redundant.\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee's services are terminated under this clause, he shall\nbe entitled to the appropriate notice or pay in lieu as stipulated under clause\n5 (a).\u003C\u002Fp>\n\n\u003Ch2>24. SEVERANCE PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(i) Severance pay shall be applicable only to those employees (i) whose\nsendees arc terminated on ground of redundancy. \u003C\u002Fp>\n\n\u003Cp>(ii) Only those employees who have completed one or more years of service\nshall be considered eligible lor severance\u003C\u002Fp>\n\n\u003Cp>(iii) Only those employees covered by the Agreement will be eligible for\nseverance pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cp>(iv) (a) The terms of severance pay will be:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>2-5 years\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>1 month’s basic salary per completed year of service.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5-10 years\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>2 month’s basic salary per completed year of service.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 years and over -\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>3 month’s basic salary per completed year of service.\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) Assessment of Severance pay for a part of a year will be on pro-rata\nbasis of 1\u002F12th of one month’s wages for every month of service.\u003C\u002Fp>\n\n\u003Cp>(c) Severance pay will be based on the basic salary paid to the redundant\nemployee at the time redundancy notice was given to him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>(v) Where a redundant employee is a member of a Provident Fund or Pension\nFund he may elect to draw either the amount contributed by the Employer to the\nFund, subject to the terms of fund governing entitlement to the Employer’s\ncontribution, or his entitlement to severance pay whichever is the greater. He\nmay not draw both.\u003C\u002Fp>\n\n\u003Cp>(vi) Where a redundant employee is ottered an alternative position in a\ndifferent department or section of the undertaking, which is in the same grade\nand on the same salary as his redundant position, he will be expected to take\nit or forfeit his entitlement to severance pay. Where the change of position\ninvolves a transfer to another town or municipality, the employee shall be\ngiven the choice of agreeing to the transfer or drawing severance pay. \u003C\u002Fp>\n\n\u003Cp>(vii) In the event of an employer going into Bankruptcy or\u003C\u002Fp>\n\n\u003Cp>liquidation and thereby declaring himself unable to meet his financial\ncommitment, claims by employees tor severance pay on such enforced redundancy\ncan be made only through the Courts.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. PROMOT ION\u003C\u002Fh2>\n\n\u003Cp>Where vacancies of a promotional nature arise, the employer agrees to give\nfirst consideration to existing employees, taking into account such factors as\nrelative ability, experience and qualifications.\u003C\u002Fp>\n\n\u003Ch2>26. JOB VACANCIES\u003C\u002Fh2>\n\n\u003Cp>Management undertakes in the event of any promotional vacancy arising to\ngive first consideration to employees within their own organisations and only\nto fill such vacancies from other sources, it there is no suitable candidate\nwithin the organisation.\u003C\u002Fp>\n\n\u003Cp>Any such vacancies arising shall be advertised on the C Company Notice\nBoard.\u003C\u002Fp>\n\n\u003Ch2>27. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>When an employee leaves the Company's service, such employee shall be issued\nwith a “Certificate of Service\" on a form as shown below and nothing\nunfavourable to the employee shall be recorded on such form.\u003C\u002Fp>\n\n\u003Cp>CFRTIFICATE OF SERVICE\u003C\u002Fp>\n\n\u003Cp>This is to certify that.......................was in the employment of this\nCompany from...................to........................and has worked\nas....................................\u003C\u002Fp>\n\n\u003Cp>DATE;\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u002FMANAGER\u003C\u002Fp>\n\n\u003Ch2>28. RETENTION OF PARTIALLY INCAPACITATED EMPLOYEES IN EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Where an employee is incapacitated whilst inservice of the employer he\u002Fshe\nwill continue to be employed in some other capacity provided that such\ncontinuation in employment is recommended by a registered Medical\nPractitioner.\u003C\u002Fp>\n\n\u003Ch2>29. HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a)The Employer and the union will co-operate towards the requirements of\nthe Factories Act and will encourage employees to comply with the factories Act\nin force in reaching this objective.\u003C\u002Fp>\n\n\u003Cp>(b) Towards this end. the Employer and the union shall establish Joint\nSafety and Health Committees in the Company.\u003C\u002Fp>\n\n\u003Cp>(c) First aid facilities or equipment shall be promoted by the Company to\nthe extent necessary to provide adequate first aid for employees.\u003C\u002Fp>\n\n\u003Cp>(d) The Company shall furnish required protective equipment\u002Fdevices\nnecessary to protect employees from industrial illness\u002Finjury.\u003C\u002Fp>\n\n\u003Cp>(e) The employees who are to work on the change or new work process or the\nnew machinery' shall be fully instructed on the risks involved and the\nprecautions to be taken.\u003C\u002Fp>\n\n\u003Cp>(f) Where the Company is currently using chemicals, solvents and\u002For\ncompounds or when new chemicals, solvents and\u002For compounds are introduced, the\nJoint Management — Union\u003C\u002Fp>\n\n\u003Cp>Health and Safety Committee shall discuss and agree to the known hazards\nlikely to be involved if any, and what precautions will be taken to assure the\nSafety and Health of the employees.\u003C\u002Fp>\n\n\u003Cp>(g) All newly hired employees shall be given an orientation by the Company\nconcerning the Company's Health and Safety Programme. The newly hired employees\nshall then be taken the supervisor in the Section\u002FDepartment, in which he\u002Fshe\nis to work and instructed on Safety' and Health matters relating to the job and\nhis\u002Fher safety responsibilities to himself herself and to fellow workers.\nInstructions on Safety and Health matters will also be given to employees as\nchanges in circumstances or assignment may warrant.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>30. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Free protective clothing. Gloves, Trolleys, 1 pair of safety hoots per year\nincluding appliances and\u002For devices, all will be issued by the employer to all\nworkers subject to the following:-\u003C\u002Fp>\n\n\u003Cp>(a)The protective clothing may remain as a property of the employer. -\u003C\u002Fp>\n\n\u003Cp>(b) An employee may keep his\u002Fher protective clothing at home or at the place\nof work.\u003C\u002Fp>\n\n\u003Cp>(c) (i) The Employer shall make arrangements tor washing (Laundry) the\nprotective clothes. It an employee will required to clean\u002Fwash his\u002Fher\nprotective clothing, the employer shall supply 2 bars of soap per month for\ncleaning\u002Fwashing of the protective clothes.\u003C\u002Fp>\n\n\u003Cp>The employer shall providenot less than two (2) pairs of protective clothing\nto each concerned employee during each Twelve (12) months period.\u003C\u002Fp>\n\n\u003Cp>(ii) The employer shall provide one (01) pair of “Safety Boots” to each\nemployee per year and shall be worn at the place of work at all times.\u003C\u002Fp>\n\n\u003Cp>(d) All other details and rules governing the use and maintenance of the\nprotective clothing shall be decided by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>31. JOB CLASSIFICATION\u003C\u002Fh2>\n\n\u003Cp>General and technical operations will be analysed into grades as shown in\nAppendices attached.\u003C\u002Fp>\n\n\u003Ch2>32. DEATH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) If an employee dies whilst in employment:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>The Company shall pay Eight Hundred Thousand (800,000\u002F=) shillings to next\nof kin of the deceased employee to facilitate in the transportation of the body\nto place of burial and all other burial arrangements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Death of an immediate relative of an employee’s family,\u003C\u002Fp>\n\n\u003Cp>Where an employee loses a member of his\u002Fher family (in this respect, family\nincludes; wife\u002Fhusband, children father and mother as registered with the\nCompany), the company shall pay Three Hundred Fifty Thousand Shillings\n(=350,000\u002F=) to facilitate in the transportation of the body to place of burial\nand all other burial arrangements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>33. CONFLICTING OUTSIDE INTERESTS\u003C\u002Fh2>\n\n\u003Cp>It is agreed that all employees of the company owe a duty of fidelity to\ntheir respective employer.\u003C\u002Fp>\n\n\u003Ch2>34. BETTER TERMS AND CONDITIONS\u003C\u002Fh2>\n\n\u003Cp>It is mutually agreed that no clauses of this Agreement shall prejudice\nemployees already enjoying better terms.\u003C\u002Fp>\n\n\u003Ch2>35. EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall be effective from 02-06-2009 and shall continue in\nforce until three (03) years.\u003C\u002Fp>\n\n\u003Cp>At any time after 30lh September 2011 either party may give to the other at\nleast two (2) months notice in writing of its desire to vary the provisions of\nthe Agreement, desire for the Agreement to continue in force for a further\nperiod to be agreed upon, or of its intention to alter any clause in the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>In the event of negotiations taking place on the terms and conditions of a\nnew Agreement after three (3) years; until such time as such negotiations are\nfinalised the provision of the present Agreement shall continue in force.\u003C\u002Fp>\n\n\u003Cp>IN-WITNESS OUR HAND ARE SET HERETO ON THE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR COOPER MOTOR CORPORATION (U) LTD.\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY-The Cooper Motor Corporation (U) Ltd\u003C\u002Fp>\n\n\u003Cp>FOR NATIONAL UNlON OF CLERICAL, COMMERCIAL, PROFESSIONAL AND TECHNICAL\nEMPLOYEES\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR \u003C\u002Fp>\n\n\u003Cp>DATE OF SIGNING: \u003C\u002Fp>\n\n\u003Cp>******************\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>APPENDIX “A” I\u003C\u002Fp>\n\n\u003Cp>GRADE I - LABOURERS (Unskilled)\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Sweepers, Cleaners, Grass Cutters. 1orry\u003C\u002Fp>\n\n\u003Cp>Loaders, Refuse Disposers, Window Cleaners etc\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED:Cleaning premises, lavatories, displays,\u003C\u002Fp>\n\n\u003Cp>cutting grass, weeds, etc., assisting in heavy work, loading, and unloading\ntransport, emptying refuse bins, cleaning windows, etc.\u003C\u002Fp>\n\n\u003Cp>GRADE II - LABOURERS (Semi-skilled)\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Car polishers, Greaser Assistants, Packers,\u003C\u002Fp>\n\n\u003Cp>Mail Messengers, Artisan Helpers.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: Car polishing and rubbing down in paint\u003C\u002Fp>\n\n\u003Cp>shop, assisting with greasing, mechanical assistance to higher graded\nworkers, packing and unpacking goods for despatch, collecting and delivering\nmail.\u003C\u002Fp>\n\n\u003Cp>GRADE III - Artisan Trainees\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter,\u003C\u002Fp>\n\n\u003Cp>Fitter\u002FTurner, Panel Beater, Blacksmith\u002Fwelder, Electrician, spray\npainter.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: Assistance to grade workers in the above\u003C\u002Fp>\n\n\u003Cp>categories involving actually working on vehicles or parts thereof and using\nthe tools of the trade of the category concerned.\u003C\u002Fp>\n\n\u003Cp>GRADE IV - Artisan Grade IV\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel Beater.\nBlacksmith\u002FWelder, Spray Painter. Electrician.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED:Carrying out work on vehicles or parts thereof under frequent\nsupervision from higher qualified workers. Grade will include workers confined\nto certain classes of jobs not requiring a comprehensive knowledge of the whole\nvehicle and its workings.\u003C\u002Fp>\n\n\u003Cp>GRADE V - Artisan Grade V\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Motor Vehicle Mechanic, Diesel “Fitter\u002FTumer, Panel Beater,\nBlacksmith; Welder, Spray Painter, Electrician.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: As for Grade IV but involving the use of additional equipment\nwith less supervision. Knowledge of special tools and measuring equipment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>***************\u003C\u002Fp>\n\n\u003Cp>APPENDIX ‘A’ II\u003C\u002Fp>\n\n\u003Cp>GRADE V I-\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: As for grade V but with supervision only\u003C\u002Fp>\n\n\u003Cp>at the beginning and end of the job. Must be capable of diagnosing and\nrectifying simple faults and initialing repairs. Must know and be capable of\nusing all special tools in use in his department. Must have sufficient\nknowledge of English to be able to read and interpret job cards and be\nproficient at reading measuring instruments in use in trade\u002Fdepartment.\u003C\u002Fp>\n\n\u003Cp>GRADE VII - Artisan Grade VII\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\u003C\u002Fp>\n\n\u003Cp>Heater, and Electrician.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: As for Grade VI but requiring ability to\u003C\u002Fp>\n\n\u003Cp>diagnose faults, road test, report defects and •assess repairs needed.\nMust have an improved\u003C\u002Fp>\n\n\u003Cp>know ledge of English and be able to read and write it. Must be able to read\nand understand workshop manuals and service information sheets. Would assist in\nsupervision of Grade IV.\u003C\u002Fp>\n\n\u003Cp>GRADE VIII - Artisan Grade VIII\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\u003C\u002Fp>\n\n\u003Cp>Beater, and Electrician.\u003C\u002Fp>\n\n\u003Cp>GRADE V I-\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: As for grade V but with supervision only\u003C\u002Fp>\n\n\u003Cp>at the beginning and end of the job. Must be capable of diagnosing and\nrectifying simple faults and initialing repairs. Must know and be capable of\nusing all special tools in use in his department. Must have sufficient\nknowledge of English to be able to read and interpret job cards and be\nproficient at reading measuring instruments in use in trade\u002Fdepartment.\u003C\u002Fp>\n\n\u003Cp>GRADE VII - Artisan Grade VII\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\u003C\u002Fp>\n\n\u003Cp>Heater, and Electrician.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: As for Grade VI but requiring ability to\u003C\u002Fp>\n\n\u003Cp>diagnose faults, road test, report defects and •assess repairs needed.\nMust have an improved\u003C\u002Fp>\n\n\u003Cp>know ledge of English and be able to read and write it. Must be able to read\nand understand workshop manuals and service information sheets. Would assist in\nsupervision of Grade IV.\u003C\u002Fp>\n\n\u003Cp>GRADE VIII-Artisan Grade VIII\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\u003C\u002Fp>\n\n\u003Cp>Beater, and Electrician.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED:As for Grade VII but must be able to\u003C\u002Fp>\n\n\u003Cp>read, write and speak English fluently, in the case of mechanic must be able\nto handle reception, must know the complete vehicle and must be capable of\nassessing the quality and effectiveness of repairs. Must know and be able to\nuse all special tools and instruments related to his branch of the Trade.\u003C\u002Fp>\n\n\u003Cp>DRIVER GRADE I - Driver; Car and light commercial vehicles.\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED:Driving cars and light commercial\u003C\u002Fp>\n\n\u003Cp>vehicles up to and including a ton weight of 8,960 lbs under the requisites\ndriving permit, effecting minor repairs and maintaining the cleanliness and\ngood running order of the vehicle.\u003C\u002Fp>\n\n\u003Cp>DRIVER GRADE II - Driver:Driving heavy commercial\u003C\u002Fp>\n\n\u003Cp>vehicles in excess of a ton weight of 8.960 lbs under the requisite driving\npermit, effecting minor repairs, and maintaining the cleanliness and good\nrunning order of the vehicle.\u003C\u002Fp>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>APPENDIX‘A’ III\u003C\u002Fp>\n\n\u003Cp>JOB CLASSIFICATION: TYRE RETHREADING INDUSTRY CATEGORIES:TTyre solutioner,\nTyre Trimmer, Boiler man.\u003C\u002Fp>\n\n\u003Cp>GRADE II - Labourers (Semi-skilled)\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:(a) tyre changer, flexible drive shaft operator, tyre repair\nman.\u003C\u002Fp>\n\n\u003Cp>(b) mould Operator, tyre Builder, Buffing Machine operator.\u003C\u002Fp>\n\n\u003Cp>GRADE III - Labourers (skilled)\u003C\u002Fp>\n\n\u003Cp>CATEGORIES:Tyre inspector with responsibility for\u003C\u002Fp>\n\n\u003Cp>inspection of tyres and determining their acceptance for rethreading or\nrejection.\u003C\u002Fp>\n\n\u003Cp>than six extensions. Copy typist over 30. but under 40 words per minute.\u003C\u002Fp>\n\n\u003Cp>Store - keeping Elementary Stage\u003C\u002Fp>\n\n\u003Cp>requiring continuous supervision.\u003C\u002Fp>\n\n\u003Cp>GRADE ‘D’ CLERKS & STOREKEEPERS\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: Clerical Junior Stage\u003C\u002Fp>\n\n\u003Cp>and checking of vouchers and invoices, listing.\u003C\u002Fp>\n\n\u003Cp>Full time preparation and checkingrecords; Assistants\u003C\u002Fp>\n\n\u003Cp>extending summerising, main board with one or more\u003C\u002Fp>\n\n\u003Cp>costing Clerk; operation ofcopy typing not less than\u003C\u002Fp>\n\n\u003Cp>lines and not less than six cards for finalisation; stationary 40 words per\nminute; Preparation of\u003C\u002Fp>\n\n\u003Cp>stock control.\u003C\u002Fp>\n\n\u003Cp>storekeeping junior Stage\u003C\u002Fp>\n\n\u003Cp>• with less supervision than in elemental\u003C\u002Fp>\n\n\u003Cp>- to counter and workshops; stores receipts and binning; Assistant Stock\nCard operator. \u003C\u002Fp>\n\n\u003Cp>APPENDIX‘A’ IV\u003C\u002Fp>\n\n\u003Cp>GRADE ‘C’ CLERKS & STOREKEEPERS\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: Clerical Intermediate Stage\u003C\u002Fp>\n\n\u003Cp>Full time book keeping - entering up of daybooks and keeping ledgers etc.\ncompiling claims. Copy typing over 50 words per minute; costing clerks;\nAccounting Machine Operator. Able to work without continuous supervision.\u003C\u002Fp>\n\n\u003Cp>Storekeeping Intermediate Stage\u003C\u002Fp>\n\n\u003Cp>Work involving all aspects of storekeeping but under supervision or a\nspecific aspect of storekeeping e.g. stock card operator and counter Salesman.\nWhere a Counter Salesman has responsibility in the stores this will be\nrecognised as justifying pay in excess of the minimum for the grade.\u003C\u002Fp>\n\n\u003Cp>GRADE 'B’ CLERKS & STOREKEEPERS:\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: Clerical Advanced Intermediate Stage\u003C\u002Fp>\n\n\u003Cp>Higher know ledge of book-keeping and preparing final accounts of small\nCompanies Minimum supervision. Short-hand typist of Dictaphone typist 80 words\nper minute shorthand, 40 words per minute typing; Cashier with full\nresponsibility for accepting cash and cheques, issuing receipts maintaining\ncash and petty cash books and banking. \u003C\u002Fp>\n\n\u003Cp>Storekeeping Advanced Intermediate Stage\u003C\u002Fp>\n\n\u003Cp>Work involving a general knowledge of all aspects of storekeeping whether\nthe work be specific or general but with less supervision than\u003C\u002Fp>\n\n\u003Cp>Grade ‘C'\u003C\u002Fp>\n\n\u003Cp>GRADE ‘A’ CLERKS & STOREKEEPERS\u003C\u002Fp>\n\n\u003Cp>WORK INVOLVED: Clerical Advanced Stage\u003C\u002Fp>\n\n\u003Cp>Preparation and writing up of account books and ledgers and preparing final\naccounts of large Companies. No supervision required and responsible for the\nwork of lower graded employees.\u003C\u002Fp>\n\n\u003Cp>Storekeeping Advanced Stage\u003C\u002Fp>\n\n\u003Cp>Advanced stage of all aspects of storekeeping including the administration\nof and responsibility tor the work of lower graded employees in the stores\nsection concerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>**********\u003C\u002Fp>\n\n\u003Cp>SALARIES\u002FWAGES AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX ‘A’\u003C\u002Fp>\n\n\u003Cp>BETWEEN\u003C\u002Fp>\n\n\u003Cp>NATIONAL UNION OF CLERICAL,\u003C\u002Fp>\n\n\u003Cp>COMMERCIAL, PROFESSIONAL AND\u003C\u002Fp>\n\n\u003Cp>TECHNICAL EMPLOYEES AND\u003C\u002Fp>\n\n\u003Cp>COOPER MOTORS CORP. (U) LTD\u003C\u002Fp>\n\n\u003Cp>AL-FUTTAIM AUTOMOTIVE GROUP \u003C\u002Fp>\n\n\u003Cp>SALARIES \u002FWAGES AGREEMENT BETWEEN NATIONAL UNION OF CLERICAL COMMERCIAL\nPROFESSIONAL AND TECHNICAL EMPLOYEES AND COOPER MOTOR CORPORATION (U) LTD.. FOR\nFINANCIAL YEAR 1st JULY 2016 - 30th JUNE 2017\u003C\u002Fp>\n\n\u003Cp>1. Gross Salary\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Each employee covered by this Agreement his\u002Fher existing Gross salary shall\nbe increased by 10% as per the attached Appendix “A\" hereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>2. Medical Insurance\u003C\u002Fp>\n\n\u003Cp>Medical shall be provided by the employer up to the value of six months'\ngross pay per annum per employee covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>(a) Treatment will be given by the specified hospitals and\u003C\u002Fp>\n\n\u003Cp>clinics by the insurance company except in emergency cases.\u003C\u002Fp>\n\n\u003Cp>(b) Such medical treatment shall be available to staff members, his\u002Fher\nspouse and four children up to 18 years as shown in his\u002Fher personal file.\u003C\u002Fp>\n\n\u003Cp>(c) The Company reserves the right to have any employee of the Company\nexamined by a Doctor approved by the Company, at its expenses and an employee\nwill be entitled to receive examination results of the Doctor’s\nexamination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) Medical Benefits will not apply if:\u003C\u002Fp>\n\n\u003Cp>The illness or injury was caused or inflicted by his\u002Fher misconduct.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3. Leave Traveling Allowance:\u003C\u002Fp>\n\n\u003Cp>Each employee covered by this Agreement when proceeding on Annual Leave\nhe\u002Fshe shall be paid a Total amount of Three hundred fifty five thousand\nshillings (=355,000\u002F-) only, as his\u002Fher Leave Traveling Allowance in a year.\u003C\u002Fp>\n\n\u003Cp>4. Safari allowance\u003C\u002Fp>\n\n\u003Cp>An employee when away on duty from his\u002Fher station of work\u003C\u002Fp>\n\n\u003Cp>within Uganda shall receive Ug Shs. 135.000\u002F= per day.\u003C\u002Fp>\n\n\u003Cp>Breakfast ..........Shs.15,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Lunch .................Shs.20.000\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation.......Shs.65,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Supper.......................Shs.20,000\u002F=\u003C\u002Fp>\n\n\u003Cp>The Employer agrees to advance to the employee concerned some money which\nshall be accounted for on his return if required.\u003C\u002Fp>\n\n\u003Cp>5.Effective Date\u003C\u002Fp>\n\n\u003Cp>This Agreement comes into effect on 1St July 2016 until 30 June 2017.\u003C\u002Fp>\n\n\u003Cp>Signed: Date:20\u002F12\u002F2016\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>SALARIES\u002FWAGES STRUCTURE FOR FINANCIAL YEAR 1ST JULY 2016-30th JUNE 2017\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>2012\u003C\u002Ftd>\n      \u003Ctd>2013-2015 \n\n        \u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2016 \n\n        \u003Cp>10%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>658,638\u002F=\u003C\u002Ftd>\n      \u003Ctd>711,329\u002F=\u003C\u002Ftd>\n      \u003Ctd>782,462\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>674.080\u002F=\u003C\u002Ftd>\n      \u003Ctd>728,006\u002F=\u003C\u002Ftd>\n      \u003Ctd>800.807\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>690,993\u002F=\u003C\u002Ftd>\n      \u003Ctd>746,272\u002F=\u003C\u002Ftd>\n      \u003Ctd>820,900\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>731.054\u002F=\u003C\u002Ftd>\n      \u003Ctd>789.538\u002F=\u003C\u002Ftd>\n      \u003Ctd>868,492\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>784.768\u002F=\u003C\u002Ftd>\n      \u003Ctd>847,549\u002F=\u003C\u002Ftd>\n      \u003Ctd>932.304\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>835,273\u002F=\u003C\u002Ftd>\n      \u003Ctd>902,095\u002F=\u003C\u002Ftd>\n      \u003Ctd>992,304\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>854,273\u002F=\u003C\u002Ftd>\n      \u003Ctd>922,615\u002F=\u003C\u002Ftd>\n      \u003Ctd>1,014,876\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>873,273\u002F=\u003C\u002Ftd>\n      \u003Ctd>943,135\u002F=\u003C\u002Ftd>\n      \u003Ctd>1,037,448\u002F=\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"jobclassifaction1":52,"protectiveclothing":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":68,"trainingfund":72,"contracttrialperiod":76,"severance":80,"maxsicknesspayperc":84,"pensionfund":88,"OVERTIME_trigger":92,"ADMINISTRATIVE_trigger":96,"paidmaternityleavepay":100,"healthcareaccess":103,"healthinsurance":107,"SUNDAY_trigger":110,"ANNLEAVE_trigger":113,"funeralpaytype":117,"healthandsafetypolicy":121,"paidpaternityleavepay":125,"contracttrial":129,"sicknesspay":132,"JOBTYPE_descriptions":136,"paidmaternityleaveall":139,"TRADEUNLEAV_trigger":141,"paidpaternityleave":145,"longtermillness":147,"sicknessmaxdaysnr":151,"LOWWAGE_trigger":154,"contractseverancepay1":158,"bankholidays1":160,"hourspweek_select":164,"trainingprogrammes":168,"paidmaternityleave":172,"contractseverancepay":174,"PAIDLEAV_trigger":178,"deathrelatives":181},{"bindId":45,"name":46,"text":47},"disabilitypay","2. Accident\u002Finjury\u002Fillness- sustained by","2. Accident\u002Finjury\u002Fillness- sustained by employee, provided a medical\ncertificate is signed by a Registered Practitioner or evidence of acceptable\nnature.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(a) Female employees will be entitled to","(a) Female employees will be entitled to a period of sixty (60) working days\nwithout loss of service and pay.",{"bindId":53,"name":54,"text":55},"jobclassifaction1","APPENDIX “A” I GRADE I - LABOURERS (Unsk","APPENDIX “A” I\n\nGRADE I - LABOURERS (Unskilled)\n\nCATEGORIES:Sweepers, Cleaners, Grass Cutters. 1orry\n\nLoaders, Refuse Disposers, Window Cleaners etc\n\nWORK INVOLVED:Cleaning premises, lavatories, displays,\n\ncutting grass, weeds, etc., assisting in heavy work, loading, and unloading\ntransport, emptying refuse bins, cleaning windows, etc.\n\nGRADE II - LABOURERS (Semi-skilled)\n\nCATEGORIES:Car polishers, Greaser Assistants, Packers,\n\nMail Messengers, Artisan Helpers.\n\nWORK INVOLVED: Car polishing and rubbing down in paint\n\nshop, assisting with greasing, mechanical assistance to higher graded\nworkers, packing and unpacking goods for despatch, collecting and delivering\nmail.\n\nGRADE III - Artisan Trainees\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter,\n\nFitter\u002FTurner, Panel Beater, Blacksmith\u002Fwelder, Electrician, spray\npainter.\n\nWORK INVOLVED: Assistance to grade workers in the above\n\ncategories involving actually working on vehicles or parts thereof and using\nthe tools of the trade of the category concerned.\n\nGRADE IV - Artisan Grade IV\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel Beater.\nBlacksmith\u002FWelder, Spray Painter. Electrician.\n\nWORK INVOLVED:Carrying out work on vehicles or parts thereof under frequent\nsupervision from higher qualified workers. Grade will include workers confined\nto certain classes of jobs not requiring a comprehensive knowledge of the whole\nvehicle and its workings.\n\nGRADE V - Artisan Grade V\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel “Fitter\u002FTumer, Panel Beater,\nBlacksmith; Welder, Spray Painter, Electrician.\n\nWORK INVOLVED: As for Grade IV but involving the use of additional equipment\nwith less supervision. Knowledge of special tools and measuring equipment.",{"bindId":57,"name":58,"text":59},"protectiveclothing","Free protective clothing. Gloves, Trolle","Free protective clothing. Gloves, Trolleys, 1 pair of safety hoots per year\nincluding appliances and\u002For devices, all will be issued by the employer to all\nworkers subject to the following:-\n\n(a)The protective clothing may remain as a property of the employer. -\n\n(b) An employee may keep his\u002Fher protective clothing at home or at the place\nof work.\n\n(c) (i) The Employer shall make arrangements tor washing (Laundry) the\nprotective clothes. It an employee will required to clean\u002Fwash his\u002Fher\nprotective clothing, the employer shall supply 2 bars of soap per month for\ncleaning\u002Fwashing of the protective clothes.\n\nThe employer shall providenot less than two (2) pairs of protective clothing\nto each concerned employee during each Twelve (12) months period.\n\n(ii) The employer shall provide one (01) pair of “Safety Boots” to each\nemployee per year and shall be worn at the place of work at all times.\n\n(d) All other details and rules governing the use and maintenance of the\nprotective clothing shall be decided by the employer.",{"bindId":61,"name":62,"text":63},"childcare","The Employer may sympathetically conside","The Employer may sympathetically consider special leave on compassionate\ngrounds, provided satisfactory reasons of necessity for such leave are made\navailable to the Employer and such leave when granted shall be on full pay.\nGreat consideration shall be given to matters of a serious nature, i.e.\nfunerals, illness\u002Finjury of employee’s immediate family (which is defined as\nfather, mother, husband, wife, son, daughter, brother or sister).",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","Each employee covered by this Agreement ","Each employee covered by this Agreement his\u002Fher existing Gross salary shall\nbe increased by 10% as per the attached Appendix “A\" hereto.",{"bindId":69,"name":70,"text":71},"funeralpay","(a) If an employee dies whilst in employ","(a) If an employee dies whilst in employment:-\n\nThe Company shall pay Eight Hundred Thousand (800,000\u002F=) shillings to next\nof kin of the deceased employee to facilitate in the transportation of the body\nto place of burial and all other burial arrangements.\n\n(b) Death of an immediate relative of an employee’s family,\n\nWhere an employee loses a member of his\u002Fher family (in this respect, family\nincludes; wife\u002Fhusband, children father and mother as registered with the\nCompany), the company shall pay Three Hundred Fifty Thousand Shillings\n(=350,000\u002F=) to facilitate in the transportation of the body to place of burial\nand all other burial arrangements.",{"bindId":73,"name":74,"text":75},"trainingfund","An employee shall be granted leave of ab","An employee shall be granted leave of absence for the purpose of education\nand training programme for a maximum period of one( 1) month per year on full\npay. Should the education programme attended by such an employee requires a\nlonger period the Management may at their fair discretion grant such extension\nand when such extension is granted it shall be at full pay.",{"bindId":77,"name":78,"text":79},"contracttrialperiod","(a) Each newly engaged employee will he ","(a) Each newly engaged employee will he subject to a three months’\nprobation period, with the exception of Grade I and II labourers who will be\nsubject to a one month period of probation only.",{"bindId":81,"name":82,"text":83},"severance","(iv) (a) The terms of severance pay will","(iv) (a) The terms of severance pay will be:-\n\n\n  \n  \n  \n  \n    \n      2-5 years\n      1 month’s basic salary per completed year of service.\n      \n    \n    \n      5-10 years\n      2 month’s basic salary per completed year of service.\n      \n    \n    \n      10 years and over -\n      3 month’s basic salary per completed year of service.",{"bindId":85,"name":86,"text":87},"maxsicknesspayperc","(ii) Up to 3 months per annum on full pa","(ii) Up to 3 months per annum on full pay and 3 months on hall pay for\ncertified hospitalisation, subject to the following conditions.",{"bindId":89,"name":90,"text":91},"pensionfund","(e) When an employee whose services are ","(e) When an employee whose services are terminated is a member of the\nProvident Fund or Pension Fund, he may elect to draw either the amount\ncontributed by the Employer to the fund subject to terms of the Fund governing\nentitlement or terminal benefits whichever is greater. He may not draw both.\n\n(f) On retirement an employee will be given transport for himself, family\nand personal property to his place of retirement by the employer, to an amount\ntotalling to Seven hundred thousand shillings (=700,000\u002F-=)",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","(a) It is agreed that overtime applying ","(a) It is agreed that overtime applying to all employees covered by this\nAgreement shall be paid as follows:-\n\n\n  \n  \n  \n  \n    \n      Weekdays\n      2 times basic hourly pay\n    \n    \n      Saturdays, Sundays & Public Holidays\n      3 times basic hourly pay\n    \n  \n\n\nThe Company will pay the Transport Allowance to an employee required to work\novertime on a non-working day.\n\nThe Lunch allowance will only be paid when an employee has worked for more\nthan four (04) hours on a non-working day.\n\n(b) Workers should appreciate that when overtime work is called for an\nemergency exists and wherever possible, they should co- operate with\nmanagement.\n\n(c) Overtime payments shall only apply where an employee has worked at least\nfifteen minutes extra, and such overtime worked shall be in all cases first\napproved by the Department Manager concerned. Overtime so worked shall, for the\npurpose of calculation, be reckoned from the normal cessation of work.",{"bindId":97,"name":98,"text":99},"ADMINISTRATIVE_trigger","3. Court proceedings Provided Magistrate","3. Court proceedings\n\nProvided Magistrate’s warrant or Police Certificate is presented to the\nEmployer.",{"bindId":101,"name":50,"text":102},"paidmaternityleavepay","(a) Female employees will be entitled to a period of sixty (60) working days\nwithout loss of service and pay.\n\n(b) Any days when an employee is sick during pregnancy according to Medical\nCertificate will be deductible from sickness leave.",{"bindId":104,"name":105,"text":106},"healthcareaccess","2. Medical Insurance Medical shall be pr","2. Medical Insurance\n\nMedical shall be provided by the employer up to the value of six months'\ngross pay per annum per employee covered by this Agreement.\n\n(a) Treatment will be given by the specified hospitals and\n\nclinics by the insurance company except in emergency cases.\n\n(b) Such medical treatment shall be available to staff members, his\u002Fher\nspouse and four children up to 18 years as shown in his\u002Fher personal file.\n\n(c) The Company reserves the right to have any employee of the Company\nexamined by a Doctor approved by the Company, at its expenses and an employee\nwill be entitled to receive examination results of the Doctor’s\nexamination.",{"bindId":108,"name":105,"text":109},"healthinsurance","2. Medical Insurance\n\nMedical shall be provided by the employer up to the value of six months'\ngross pay per annum per employee covered by this Agreement.\n\n(a) Treatment will be given by the specified hospitals and\n\nclinics by the insurance company except in emergency cases.\n\n(b) Such medical treatment shall be available to staff members, his\u002Fher\nspouse and four children up to 18 years as shown in his\u002Fher personal file.\n\n(c) The Company reserves the right to have any employee of the Company\nexamined by a Doctor approved by the Company, at its expenses and an employee\nwill be entitled to receive examination results of the Doctor’s\nexamination.\n\n(d) Medical Benefits will not apply if:\n\nThe illness or injury was caused or inflicted by his\u002Fher misconduct.",{"bindId":111,"name":94,"text":112},"SUNDAY_trigger","(a) It is agreed that overtime applying to all employees covered by this\nAgreement shall be paid as follows:-\n\n\n  \n  \n  \n  \n    \n      Weekdays\n      2 times basic hourly pay\n    \n    \n      Saturdays, Sundays & Public Holidays\n      3 times basic hourly pay",{"bindId":114,"name":115,"text":116},"ANNLEAVE_trigger","(a) Employees shall be entitled to annua","(a) Employees shall be entitled to annual leave as tollows:- \n\n\n  \n  \n  \n  \n    \n      Up to 10 years service -\n      30 consecutive days per annum excluding public holidays.\n      \n    \n    \n      10 years service and over -\n      35 consecutive days per annum excluding public holidays.\n      \n    \n  \n\n\n(b) In all cases the Annual Leave commences on one's anniversary date of\njoining the Company’s service. Annual Leave should normally be taken within\nthe period covered by 3 months before and 3 months after the anniversary of the\nemployees’ engagement, which period shall be known as his\u002Fher “Leave\n\ndates”.\n\n(c) Annual Leave may be accumulated up to a maximum of 60 days. Leave not\ntaken during that period and not granted in writing by the Employer \n\nor accepted by the employee for accumulation shall automatically lapse.\n\n(d) It is recommended that if an employee falls sick while on leave, the\ndays of sickness shall not be counted as part of his Annual Leave provide e\u002Fshe\nproduces Medical documents certified by a competent Medical Officer to the\nsatisfaction of Management and the Union.\n\n(e) The employer undertakes to bear travelling expenses in a manner\npreviously specified to any employee who may be recalled to duty whilst on\nauthorised leave.",{"bindId":118,"name":119,"text":120},"funeralpaytype","The Company shall pay Eight Hundred Thou","The Company shall pay Eight Hundred Thousand (800,000\u002F=) shillings to next\nof kin of the deceased employee to facilitate in the transportation of the body\nto place of burial and all other burial arrangements.",{"bindId":122,"name":123,"text":124},"healthandsafetypolicy","(a)The Employer and the union will co-op","(a)The Employer and the union will co-operate towards the requirements of\nthe Factories Act and will encourage employees to comply with the factories Act\nin force in reaching this objective.\n\n(b) Towards this end. the Employer and the union shall establish Joint\nSafety and Health Committees in the Company.\n\n(c) First aid facilities or equipment shall be promoted by the Company to\nthe extent necessary to provide adequate first aid for employees.\n\n(d) The Company shall furnish required protective equipment\u002Fdevices\nnecessary to protect employees from industrial illness\u002Finjury.\n\n(e) The employees who are to work on the change or new work process or the\nnew machinery' shall be fully instructed on the risks involved and the\nprecautions to be taken.\n\n(f) Where the Company is currently using chemicals, solvents and\u002For\ncompounds or when new chemicals, solvents and\u002For compounds are introduced, the\nJoint Management — Union\n\nHealth and Safety Committee shall discuss and agree to the known hazards\nlikely to be involved if any, and what precautions will be taken to assure the\nSafety and Health of the employees.\n\n(g) All newly hired employees shall be given an orientation by the Company\nconcerning the Company's Health and Safety Programme. The newly hired employees\nshall then be taken the supervisor in the Section\u002FDepartment, in which he\u002Fshe\nis to work and instructed on Safety' and Health matters relating to the job and\nhis\u002Fher safety responsibilities to himself herself and to fellow workers.\nInstructions on Safety and Health matters will also be given to employees as\nchanges in circumstances or assignment may warrant.",{"bindId":126,"name":127,"text":128},"paidpaternityleavepay","(c) Paternal Leave - New fathers will be","(c) Paternal Leave - New fathers will be entitled to four (04) working days\nleave a year when they have a new baby.",{"bindId":130,"name":78,"text":131},"contracttrial","(a) Each newly engaged employee will he subject to a three months’\nprobation period, with the exception of Grade I and II labourers who will be\nsubject to a one month period of probation only.\n\n(b) After the said period, an employee shall be confirmed or deemed\nconfirmed unless told in writing that his\u002Fher performance has not been\nsatisfactory, before the end of the said period. In such a case an employee\nshall be specifically told his weakness.\n\n(c) The probationary period may be extended by arrangement between\nManagement and Union up to a further period of one month for all grades.\n\n(d) During the probation period termination of service by either employee or\nmanagement will be by 24 hours notice verbally or written in the case of grade\nI and II labourers. In case of all other grades 72 hours notice will be\ngiven.\n\n(e) During the extended period of probation, termination of service by\neither party will be 7 days notice in writing in the case ot grade 1 and II\nlabourers 14 days for all other grades.",{"bindId":133,"name":134,"text":135},"sicknesspay","(i) Up to one month per annum on lull pa","(i) Up to one month per annum on lull pay for certified casual sickness. But\nan employer will give due consideration of individual cases.\n\n(ii) Up to 3 months per annum on full pay and 3 months on hall pay for\ncertified hospitalisation, subject to the following conditions.\n\n(a) All claims to sick pay to be supported by a Doctor's certificate.\n\n(b) The Company reserves the right to have any employee of the Company\nexamined by a Doctor approved by them, at their expense.\n\n(c) Medical benefits will not apply if:-\n\n(i) The illness or injury was caused or inflicted upon by his\u002Fher negligence\nor misconduct.\n\n(ii) The illness or injury was contracted during any period when the\nemployee was absent from his employment without lawful cause or excuse.\n\n(d) The employer agrees that an employee on sick leave will continue to\nenjoy his rights in regard to service seniority and accumulation of service for\nannual leave entitlement. It is agreed that none of the above terms and\nconditions shall prejudice any employee in regard to benefits provided for in\nthe Workmen's Compensation Act.\n\n(e) Sick Leave may not be accumulated from year to year. ",{"bindId":137,"name":54,"text":138},"JOBTYPE_descriptions","APPENDIX “A” I\n\nGRADE I - LABOURERS (Unskilled)\n\nCATEGORIES:Sweepers, Cleaners, Grass Cutters. 1orry\n\nLoaders, Refuse Disposers, Window Cleaners etc\n\nWORK INVOLVED:Cleaning premises, lavatories, displays,\n\ncutting grass, weeds, etc., assisting in heavy work, loading, and unloading\ntransport, emptying refuse bins, cleaning windows, etc.\n\nGRADE II - LABOURERS (Semi-skilled)\n\nCATEGORIES:Car polishers, Greaser Assistants, Packers,\n\nMail Messengers, Artisan Helpers.\n\nWORK INVOLVED: Car polishing and rubbing down in paint\n\nshop, assisting with greasing, mechanical assistance to higher graded\nworkers, packing and unpacking goods for despatch, collecting and delivering\nmail.\n\nGRADE III - Artisan Trainees\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter,\n\nFitter\u002FTurner, Panel Beater, Blacksmith\u002Fwelder, Electrician, spray\npainter.\n\nWORK INVOLVED: Assistance to grade workers in the above\n\ncategories involving actually working on vehicles or parts thereof and using\nthe tools of the trade of the category concerned.\n\nGRADE IV - Artisan Grade IV\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel Beater.\nBlacksmith\u002FWelder, Spray Painter. Electrician.\n\nWORK INVOLVED:Carrying out work on vehicles or parts thereof under frequent\nsupervision from higher qualified workers. Grade will include workers confined\nto certain classes of jobs not requiring a comprehensive knowledge of the whole\nvehicle and its workings.\n\nGRADE V - Artisan Grade V\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel “Fitter\u002FTumer, Panel Beater,\nBlacksmith; Welder, Spray Painter, Electrician.\n\nWORK INVOLVED: As for Grade IV but involving the use of additional equipment\nwith less supervision. Knowledge of special tools and measuring equipment.\n\n***************\n\nAPPENDIX ‘A’ II\n\nGRADE V I-\n\nWORK INVOLVED: As for grade V but with supervision only\n\nat the beginning and end of the job. Must be capable of diagnosing and\nrectifying simple faults and initialing repairs. Must know and be capable of\nusing all special tools in use in his department. Must have sufficient\nknowledge of English to be able to read and interpret job cards and be\nproficient at reading measuring instruments in use in trade\u002Fdepartment.\n\nGRADE VII - Artisan Grade VII\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\n\nHeater, and Electrician.\n\nWORK INVOLVED: As for Grade VI but requiring ability to\n\ndiagnose faults, road test, report defects and •assess repairs needed.\nMust have an improved\n\nknow ledge of English and be able to read and write it. Must be able to read\nand understand workshop manuals and service information sheets. Would assist in\nsupervision of Grade IV.\n\nGRADE VIII - Artisan Grade VIII\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\n\nBeater, and Electrician.\n\nGRADE V I-\n\nWORK INVOLVED: As for grade V but with supervision only\n\nat the beginning and end of the job. Must be capable of diagnosing and\nrectifying simple faults and initialing repairs. Must know and be capable of\nusing all special tools in use in his department. Must have sufficient\nknowledge of English to be able to read and interpret job cards and be\nproficient at reading measuring instruments in use in trade\u002Fdepartment.\n\nGRADE VII - Artisan Grade VII\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\n\nHeater, and Electrician.\n\nWORK INVOLVED: As for Grade VI but requiring ability to\n\ndiagnose faults, road test, report defects and •assess repairs needed.\nMust have an improved\n\nknow ledge of English and be able to read and write it. Must be able to read\nand understand workshop manuals and service information sheets. Would assist in\nsupervision of Grade IV.\n\nGRADE VIII-Artisan Grade VIII\n\nCATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel\n\nBeater, and Electrician.\n\nWORK INVOLVED:As for Grade VII but must be able to\n\nread, write and speak English fluently, in the case of mechanic must be able\nto handle reception, must know the complete vehicle and must be capable of\nassessing the quality and effectiveness of repairs. Must know and be able to\nuse all special tools and instruments related to his branch of the Trade.\n\nDRIVER GRADE I - Driver; Car and light commercial vehicles.\n\nWORK INVOLVED:Driving cars and light commercial\n\nvehicles up to and including a ton weight of 8,960 lbs under the requisites\ndriving permit, effecting minor repairs and maintaining the cleanliness and\ngood running order of the vehicle.\n\nDRIVER GRADE II - Driver:Driving heavy commercial\n\nvehicles in excess of a ton weight of 8.960 lbs under the requisite driving\npermit, effecting minor repairs, and maintaining the cleanliness and good\nrunning order of the vehicle.\n\n************\n\nAPPENDIX‘A’ III\n\nJOB CLASSIFICATION: TYRE RETHREADING INDUSTRY CATEGORIES:TTyre solutioner,\nTyre Trimmer, Boiler man.\n\nGRADE II - Labourers (Semi-skilled)\n\nCATEGORIES:(a) tyre changer, flexible drive shaft operator, tyre repair\nman.\n\n(b) mould Operator, tyre Builder, Buffing Machine operator.\n\nGRADE III - Labourers (skilled)\n\nCATEGORIES:Tyre inspector with responsibility for\n\ninspection of tyres and determining their acceptance for rethreading or\nrejection.\n\nthan six extensions. Copy typist over 30. but under 40 words per minute.\n\nStore - keeping Elementary Stage\n\nrequiring continuous supervision.\n\nGRADE ‘D’ CLERKS & STOREKEEPERS\n\nWORK INVOLVED: Clerical Junior Stage\n\nand checking of vouchers and invoices, listing.\n\nFull time preparation and checkingrecords; Assistants\n\nextending summerising, main board with one or more\n\ncosting Clerk; operation ofcopy typing not less than\n\nlines and not less than six cards for finalisation; stationary 40 words per\nminute; Preparation of\n\nstock control.\n\nstorekeeping junior Stage\n\n• with less supervision than in elemental\n\n- to counter and workshops; stores receipts and binning; Assistant Stock\nCard operator. \n\nAPPENDIX‘A’ IV\n\nGRADE ‘C’ CLERKS & STOREKEEPERS\n\nWORK INVOLVED: Clerical Intermediate Stage\n\nFull time book keeping - entering up of daybooks and keeping ledgers etc.\ncompiling claims. Copy typing over 50 words per minute; costing clerks;\nAccounting Machine Operator. Able to work without continuous supervision.\n\nStorekeeping Intermediate Stage\n\nWork involving all aspects of storekeeping but under supervision or a\nspecific aspect of storekeeping e.g. stock card operator and counter Salesman.\nWhere a Counter Salesman has responsibility in the stores this will be\nrecognised as justifying pay in excess of the minimum for the grade.\n\nGRADE 'B’ CLERKS & STOREKEEPERS:\n\nWORK INVOLVED: Clerical Advanced Intermediate Stage\n\nHigher know ledge of book-keeping and preparing final accounts of small\nCompanies Minimum supervision. Short-hand typist of Dictaphone typist 80 words\nper minute shorthand, 40 words per minute typing; Cashier with full\nresponsibility for accepting cash and cheques, issuing receipts maintaining\ncash and petty cash books and banking. \n\nStorekeeping Advanced Intermediate Stage\n\nWork involving a general knowledge of all aspects of storekeeping whether\nthe work be specific or general but with less supervision than\n\nGrade ‘C'\n\nGRADE ‘A’ CLERKS & STOREKEEPERS\n\nWORK INVOLVED: Clerical Advanced Stage\n\nPreparation and writing up of account books and ledgers and preparing final\naccounts of large Companies. No supervision required and responsible for the\nwork of lower graded employees.\n\nStorekeeping Advanced Stage\n\nAdvanced stage of all aspects of storekeeping including the administration\nof and responsibility tor the work of lower graded employees in the stores\nsection concerned.",{"bindId":140,"name":50,"text":51},"paidmaternityleaveall",{"bindId":142,"name":143,"text":144},"TRADEUNLEAV_trigger","(a) Leave to attend to Union Business sh","(a) Leave to attend to Union Business shall be applicable to Union members\nonly and such leave shall be on full pay. It should not be more than two\nmembers at a time.\n\n(b) Seven (7) days’ notice of any intended absence to attend such\nUnion\u002FManagement \u002Fmeetings\u002Fseminars will be given to the Employer by the Union.\nManagement, however, may accept a short notice.",{"bindId":146,"name":127,"text":128},"paidpaternityleave",{"bindId":148,"name":149,"text":150},"longtermillness","(d) The employer agrees that an employee","(d) The employer agrees that an employee on sick leave will continue to\nenjoy his rights in regard to service seniority and accumulation of service for\nannual leave entitlement. It is agreed that none of the above terms and\nconditions shall prejudice any employee in regard to benefits provided for in\nthe Workmen's Compensation Act.",{"bindId":152,"name":134,"text":153},"sicknessmaxdaysnr","(i) Up to one month per annum on lull pay for certified casual sickness. But\nan employer will give due consideration of individual cases.\n\n(ii) Up to 3 months per annum on full pay and 3 months on hall pay for\ncertified hospitalisation, subject to the following conditions.\n\n(a) All claims to sick pay to be supported by a Doctor's certificate.\n\n(b) The Company reserves the right to have any employee of the Company\nexamined by a Doctor approved by them, at their expense.",{"bindId":155,"name":156,"text":157},"LOWWAGE_trigger","SALARIES\u002FWAGES STRUCTURE FOR FINANCIAL Y","SALARIES\u002FWAGES STRUCTURE FOR FINANCIAL YEAR 1ST JULY 2016-30th JUNE 2017\n\n\n  \n  \n  \n  \n  \n  \n    \n      GRADE\n      2012\n      2013-2015 \n\n        8%\n      \n      2016 \n\n        10%\n      \n    \n    \n      1\n      658,638\u002F=\n      711,329\u002F=\n      782,462\u002F=\n    \n    \n      2\n      674.080\u002F=\n      728,006\u002F=\n      800.807\u002F=\n    \n    \n      3\n      690,993\u002F=\n      746,272\u002F=\n      820,900\u002F=\n    \n    \n      4\n      731.054\u002F=\n      789.538\u002F=\n      868,492\u002F=\n    \n    \n      5\n      784.768\u002F=\n      847,549\u002F=\n      932.304\u002F=\n    \n    \n      6\n      835,273\u002F=\n      902,095\u002F=\n      992,304\u002F=\n    \n    \n      7\n      854,273\u002F=\n      922,615\u002F=\n      1,014,876\u002F=\n    \n    \n      8\n      873,273\u002F=\n      943,135\u002F=\n      1,037,448\u002F=",{"bindId":159,"name":82,"text":83},"contractseverancepay1",{"bindId":161,"name":162,"text":163},"bankholidays1","It is agreed that only public holidays p","It is agreed that only public holidays promulgated b\\ law or as announced by\nGovernment from time to time shall be allowed.",{"bindId":165,"name":166,"text":167},"hourspweek_select","The official hours of work shall be 40 h","The official hours of work shall be 40 hours per week. The hours to be\nworked each day shall be arranged by the management and shop- stewards of the\ncompany.",{"bindId":169,"name":170,"text":171},"trainingprogrammes","(c) Education\u002FTraining An employee shall","(c) Education\u002FTraining\n\nAn employee shall be granted leave of absence for the purpose of education\nand training programme for a maximum period of one( 1) month per year on full\npay. Should the education programme attended by such an employee requires a\nlonger period the Management may at their fair discretion grant such extension\nand when such extension is granted it shall be at full pay.",{"bindId":173,"name":50,"text":102},"paidmaternityleave",{"bindId":175,"name":176,"text":177},"contractseverancepay","(i) Severance pay shall be applicable on","(i) Severance pay shall be applicable only to those employees (i) whose\nsendees arc terminated on ground of redundancy. \n\n(ii) Only those employees who have completed one or more years of service\nshall be considered eligible lor severance\n\n(iii) Only those employees covered by the Agreement will be eligible for\nseverance pay.\n\n(iv) (a) The terms of severance pay will be:-\n\n\n  \n  \n  \n  \n    \n      2-5 years\n      1 month’s basic salary per completed year of service.\n      \n    \n    \n      5-10 years\n      2 month’s basic salary per completed year of service.\n      \n    \n    \n      10 years and over -\n      3 month’s basic salary per completed year of service.\n      \n    \n  \n\n\n(b) Assessment of Severance pay for a part of a year will be on pro-rata\nbasis of 1\u002F12th of one month’s wages for every month of service.\n\n(c) Severance pay will be based on the basic salary paid to the redundant\nemployee at the time redundancy notice was given to him\u002Fher.\n\n(v) Where a redundant employee is a member of a Provident Fund or Pension\nFund he may elect to draw either the amount contributed by the Employer to the\nFund, subject to the terms of fund governing entitlement to the Employer’s\ncontribution, or his entitlement to severance pay whichever is the greater. He\nmay not draw both.\n\n(vi) Where a redundant employee is ottered an alternative position in a\ndifferent department or section of the undertaking, which is in the same grade\nand on the same salary as his redundant position, he will be expected to take\nit or forfeit his entitlement to severance pay. Where the change of position\ninvolves a transfer to another town or municipality, the employee shall be\ngiven the choice of agreeing to the transfer or drawing severance pay. \n\n(vii) In the event of an employer going into Bankruptcy or\n\nliquidation and thereby declaring himself unable to meet his financial\ncommitment, claims by employees tor severance pay on such enforced redundancy\ncan be made only through the Courts.",{"bindId":179,"name":115,"text":180},"PAIDLEAV_trigger","(a) Employees shall be entitled to annual leave as tollows:- \n\n\n  \n  \n  \n  \n    \n      Up to 10 years service -\n      30 consecutive days per annum excluding public holidays.\n      \n    \n    \n      10 years service and over -\n      35 consecutive days per annum excluding public holidays.\n      \n    \n  \n\n\n(b) In all cases the Annual Leave commences on one's anniversary date of\njoining the Company’s service. Annual Leave should normally be taken within\nthe period covered by 3 months before and 3 months after the anniversary of the\nemployees’ engagement, which period shall be known as his\u002Fher “Leave\n\ndates”.",{"bindId":182,"name":62,"text":63},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Cooper Motor Corporation Ltd - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-06-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2016-12-20\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of motor vehicles, trailers and semi-trailers\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                        Cooper Motor Corporation 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                        National Union of Clerical, Commercial and Professional and Technical Employees′ Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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: → Yes, but only if the employer wishes to\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX 800000.0\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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\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: → No provision days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 30 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 60 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 30 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \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: → 7.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\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            \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: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 300 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[188],{"title":37,"slug":33},[190],{"type":191,"data":192},"call_to_action_body_block",{"title":193,"description":194,"variant":195,"link":196},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":193,"url":197,"description":193,"rel":198,"type":199},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[201],{"type":191,"data":202},{"title":193,"description":194,"variant":195,"link":203},{"title":193,"url":197,"description":193,"rel":198,"type":199},[]]