[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fsupplementary-agreement-between-tps-uganda-limited-uganda-hotels-food-tourism-and-allied-workers-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":91,"content_type_view":92,"extra_breadcrumbs":93,"body":95,"body_blocks":106,"related_pages":110},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":89,"translations":90},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"supplementary-agreement-between-tps-uganda-limited-uganda-hotels-food-tourism-and-allied-workers-union-","adaa0052-0674-11e3-97c6-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fsupplementary-agreement-between-tps-uganda-limited-uganda-hotels-food-tourism-and-allied-workers-union-\u002Fsupplementary-agreement-between-tps-uganda-limited-uganda-hotels-food-tourism-and-allied-workers-union-\u002F","Supplementary Agreement between TPS (Uganda) Limited and Uganda Hotels, Food, Tourism and Allied Workers’ Union - 2013","UGA Tourism promotion services (TPS) - 2013","Uganda - UGA Tourism promotion services (TPS) - 2013","UGA Tourism promotion services (TPS) - 2013 - Hospitality, catering, tourism",{"name":41,"data":42},"SUPPLEMENTARY AGREEMENT Between TPS (Uganda) Limited Uganda Hotels, Food, Tourism and Allied Workers’ Union (UHFTAWU).html","\n              \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>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>SUPPLEMENTARY AGREEMENT Between TPS (Uganda) Limited Uganda Hotels, Food,\nTourism and Allied Workers’ Union (UHFTAWU)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17™ AND 18™ JULY 2013 \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Supplementary Agreement Preamble\u003C\u002Fh2>\n\n\u003Cp>This Agreement is made between TPS (Uganda) Limited on one part hereinafter\nreferred to as “The Employer” or The Company and Uganda Hotels, Food,\nTourism & Allied Workers’ Union (UHFTAWU) jointly with, Uganda\nHospitality, Leisure & Allied Workers’ Union (UHLAWU) hereinafter\nreferred to as “The union” on the other part\u003C\u002Fp>\n\n\u003Cp>It is made on behalf of unionisable employees of TPS (Uganda) Limited as a\nSupplementary Agreement to the Collective Bargaining Agreement between Uganda\nHotel Owners Association (UHOA) and Uganda Hotels, Food, Tourism and Allied\nWorkers’ Union (UHFTAWU) and (UHLAWU) of 1st May 2008 referred to as SCHEDULE\n“C”\u003C\u002Fp>\n\n\u003Ch2>Terms of Reference\u003C\u002Fh2>\n\n\u003Cp>In matters of Recognition and Negotiation procedure the Parties to this\nAgreement, meeting together in free and voluntary negotiation agree:-\u003C\u002Fp>\n\n\u003Cp>1. That whereas Uganda Hotel Owners Association (UHOA) negotiated a\nCollective Bargaining Agreement in May 2008 on behalf of its member\nestablishments with Uganda Hotels, Food, Tourism & Allied Workers’ Union\n(UHFTAWU; Uganda Hospitality, Leisure & Allied Workers’ Union (UHLAWU)\nwith the approval of the Commissioner for Labour has from this day formed a\njoint negotiation team with Uganda Hotels, Food, Tourism & Allied\nWorkers’ Union (UHFTAWU); as partners to negotiate this supplementary\nagreement and thereby committing to agree with ¿1 the contents of the said\nAgreement.\u003C\u002Fp>\n\n\u003Cp>2. That the terms and conditions of employment stipulated in the said CBA\nbetween Uganda Hotel Owners Association (UHOA) and Uganda Hotels, Food, Tourism\n& AU.cdWorkers Union (UHFTAWU) and Uganda Hospitality, Leisure & Allied\nWorkers Union (UHLAWU), shall be binding as the main CBA and together with this\nsupplementary Agreement, they both shall be legal agreements stipulating terms\nand conditions of employment for all Unionisable employees of TPS (Uganda)\nlimited.\u003C\u002Fp>\n\n\u003Cp>3. Whereas UHOA negotiated the said CBA on behalf of its member\nestablishments with UHFTAWU and by voluntary and willful enjoinment Uganda\nHospitality, Leisure & Allied Workers Union (UHLAWU), Section (ii) of its\npreamble provides for individual Companies to negotiate with the Union\nsupplementary agreements to the CBA on matters relating to wages and\nbenefits.\u003C\u002Fp>\n\n\u003Cp>4. To negotiate this Supplementary Agreement to regulate TPS(Uganda)\nLimited’s unionisable employees’ wages and benefits not determined in the\nCBA between Uganda Hotel Owners Association on behalf of its member\nestablishments.\u003C\u002Fp>\n\n\u003Cp>5. That reference to “The Union” in this agreement refers to Uganda\nHotels, Food, Tourism & Allied Workers’ Union (UHFTAWU) and Uganda\nHospitality, Leisure & Allied Workers’ union (UHLAWU) as partners.\u003C\u002Fp>\n\n\u003Cp>6. That both Uganda Hotels, Food, Tourism & Allied Workers’ Union\n(UHFTAWU) and Uganda Hospitality, Leisure & Allied Workers’ Union\n(UHLAWU) shall form a committee of a minimum number of six representatives and\na maximum of eight for purposes of negotiation of this supplementary Agreement\nand all other subsequent Agreements. And at no time will separate negotiations\nbe entered with TPS (Uganda) Limited by Uganda Hotels, Food, Tourism &\nAllied Workers’ Union (UHFTAWU) or Uganda Hospitality, Leisure & Allied\nWorkers’ Union (UHLAWU).\u003C\u002Fp>\n\n\u003Cp>7. That the Employer on the other hand shall nominate not less than three\nManagement staff members one of which must be from the Human Resource\nDepartment, who jointly with the committee from “The Union” shall form what\nis referred to as a Joint Consultative\u002FNegotiation Committee that will be\nresponsible of all Collective Bargaining Agreement matters including disputes,\nperceived or real to the implementation of this supplementary agreement.\u003C\u002Fp>\n\n\u003Cp>8. That all grievances real or perceived shall be discussed with TPS\n(Uganda) Limited by the Works Committee regardless of the affected staffs’\nmembership or affiliation.\u003C\u002Fp>\n\n\u003Cp>9. That the Employer on satisfaction of the conditions set out in this\nAgreement, accords Ml recognition to “ the Union” provided it is and for so\nlong as it remains reasonably and collectively representative of the workers\nemployed by TPS(Uganda) Limited. The Union shall be the sole body representing\nsuch employees.\u003C\u002Fp>\n\n\u003Cp>10. That the Employer reserves the right to engage, transfer, promote and\ndemote. Termination of service of any unionisable employee shall be in\naccordance with the negotiated terms of employment without derogation of the\nemployer’s right to dismiss summarily for lawful cause\u003C\u002Fp>\n\n\u003Cp>11. The Employer undertakes not to victimize any employee on account of\nhis\u002Fher Union membership.\u003C\u002Fp>\n\n\u003Cp>Equally the Union agrees that no employee shall be compelled to become a\nmember of the Union and undertakes not to victimize any employee on account of\nnon-membership of the Union.\u003C\u002Fp>\n\n\u003Cp>12. The Employer undertakes to use every endeavor to ensure that all\nmanagement staff are fully aware of the recognition accorded to the Union.\u003C\u002Fp>\n\n\u003Cp>13. It is understood by both parties to this Agreement that any Union\nrepresentatives employed by TPS (Uganda) Limited have their first and prime\nresponsibility to carry out their duties as employees.\u003C\u002Fp>\n\n\u003Cp>14. The Union on its part undertakes that its members’ representatives\nwill carry out the duties delegated by their employer during their prescribed\nworking hours and that such representatives will not leave their places of work\nfor any purpose in connection with their duties as representatives without the\npermission, such permission shall not be unreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>15. TPS (Uganda) Limited will notify the Union positions which are\nconsidered to be management.\u003C\u002Fp>\n\n\u003Cp>16.The Company and the Union subscribe to joint consultation with each other\nthrough the established Joint Consultative Committee and both parties agree to\nco-operate to bring about the maintenance of effective labour relations in the\nworking place.\u003C\u002Fp>\n\n\u003Cp>17. The Employer and the Union agree that when negotiating this Agreement,\nthe guiding principle shall be:-\u003C\u002Fp>\n\n\u003Cp>i. To regulate the relations between them in the interest of mutual\nunderstanding and co¬operation.\u003C\u002Fp>\n\n\u003Cp>ii. To ensure the speedy and impartial settlement of real or alleged\ndisputes or grievances.\u003C\u002Fp>\n\n\u003Cp>iii. To obtain a continuous improvement in workers’ earnings based on the\nability of the Company to pay such improved earnings and in compliance with the\nUganda Government wage guidelines should this be put in place.\u003C\u002Fp>\n\n\u003Cp>iv. To ensure high standards for productivity.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-eqpay\">\u003Cp>v. To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, crecd and colour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Supplementary Agreement Article 1: Salary\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-WAGES_determined\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>a. Minimum Salary Schedule Under this Agreement:\u003C\u002Fp>\n\n\u003Cp>i. The minimum wage shall be as provided for in the schedule “Minimum\nSalary’ attached to this agreement (see schedule 1 hereto). (PENDING\nMANAGEMENT FEEDBACK)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii.No employee entering the services of TPS (Uganda) Limited shall be paid a\nwage less ^ than the minimum provided in the schedule in sub-section (i) of\nthis clause.\u003C\u002Fp>\n\n\u003Cp>b. Salary review\u003C\u002Fp>\n\n\u003Cp>1.All Unionisable employees in service of TPS(Uganda) Limited as at 30th\nJune 2013 shall receive a general salary increase of 6% with effect from 1st\nJuly 2013 based on his or her current basic and House allowance. (PENDIN G\nMANAGEMENT FEEDBACK)\u003C\u002Fp>\n\n\u003Cp>2.Unionisable employees in the service of TPS(Uganda) Limited on 30th June\n2014 shall receive a general salary increase of 6% based on his or her basic\naMHouseallowance wage with effect from 1st July 2014 subject to business levels\nallowmg.(PENDING MANAGEMENT FEEDBACK).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Supplementary Agreement Article 2: Service Charge\u003C\u002Fh2>\n\n\u003Cp>a) It must be understood that all Employees working for TPS(Uganda) Limited\ncontribute to the generation and maximization of Service Charge in one way or\nthe other regardless of their category or grade and are therefore entitled to a\nshare of the same.\u003C\u002Fp>\n\n\u003Cp>b) However, the management of TPS(Uganda) Limited has on its own free will\ndecided to exclude some management positions from service charge and will\nprovide the list of those positions.\u003C\u002Fp>\n\n\u003Cp>c) TPS(Uganda) Limited will continue to operate a service charge on\naccommodation sales and on food sales covering all food outlets (including\ncoffee shops and food sales on outside catering functions whether by cash or\ncredit.\u003C\u002Fp>\n\n\u003Cp>d) The service charge percentage to be levied by employer shall be 5% on\nsales as detailed in sub-clause (a) above.\u003C\u002Fp>\n\n\u003Cp>e) A 2% service on beverages will be levied from January 2014.\u003C\u002Fp>\n\n\u003Cp>f) A deduction of 10% will be retained by the employer from service charge\ncollection for administrative purposes. The balance of 90% being distributed as\nper sub-clause (g) below.\u003C\u002Fp>\n\n\u003Cp>g) The money collected through service charge shall be distributed equally\nto all employees except for Staff referred to in (b) above.\u003C\u002Fp>\n\n\u003Cp>h) Management shall provide a list of positions whose terms and conditions\nof employment are not negotiated by the Union.\u003C\u002Fp>\n\n\u003Ch2>Supplementary Agreement Article 3: Night shift Allowance\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>Any member of staff who works more than four and a half hours (4 Vz) of a\nfull shift at night shall be paid „ night shift allowance of Ushs. 2000\u002F=,\nwhere wage shall mean basic and house allowance; per night worked. Night shall\nbe defined as between the hours of 7p.m. and 7 a.m.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Supplementary Agreement Article 4: Out of station allowance\u003C\u002Fh2>\n\n\u003Cp>For the duration of the agreement an Employee whose duties on any occasion\nmay necessitate being away from their normal place of duty will be provided\nwith transport, accommodation and meals.\u003C\u002Fp>\n\n\u003Ch2>Supplementary Agreement Article 5: Leave Allowance\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysfixed\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>When an employee proceeds on annual leave, he\u002Fshe shall be paid a leave\nallowance of Ushs 110,000\u002F= from 1st July 2013 and Ushs 120,000\u002F= from 1st July\n2014.(PENDING MANAGEMENT FEEDBACK).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEDICAL_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SICDIS_trigger\" class=\"cbaClause highlight\">\u003Ch2>Supplementary Agreement Article 6: Medical Treatment\u003C\u002Fh2>\n\n\u003Cp>a) All permanent employees covered by this Agreement shall be provided with\nmedical treatment in accordance with the current Company medical scheme and as\nmay be reviewed by the company from time to time.\u003C\u002Fp>\n\n\u003Cp>b) The employer will notify the employees of the recognized\nhospitals\u002Fdispensaries to which the employees shall attend for medical\ntreatment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-EMPCONTR_trigger\" class=\"cbaClause highlight\">\u003Ch2>Supplementary Agreement article 7: Contract Employees\u003C\u002Fh2>\n\n\u003Cp>a.Contract period\u003C\u002Fp>\n\n\u003Cp>i. Where the nature of job is not temporary or seasonal in nature, all\ncontracts shall be issued for a period of not less than one year.\u003C\u002Fp>\n\n\u003Cp>ii.Any extension of such contract will be at Management discretion and\ndependent on the employee’s performance.\u003C\u002Fp>\n\n\u003Cp>b. Contract staff salary\u003C\u002Fp>\n\n\u003Cp>i. All contract employees shall be paid salaries as in the schedule of\nminimum salary attached to this agreement.\u003C\u002Fp>\n\n\u003Cp>ii. All contract employees shall be entitled to Service charge like regular\nemployees.\u003C\u002Fp>\n\n\u003Cp>iii. Contract employees shall earn leave like regular employees and shall be\nentitled to leave allowance like regular employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Supplementary Agreement article 8: Casual employee Salary\u003C\u002Fh2>\n\n\u003Cp>i. Casual employees shall be employed by the hour or by the day.\u003C\u002Fp>\n\n\u003Cp>ii. Casual employees shall be paid the equivalent of the hourly earnings for\nthe position in which they are employed, based on the minimum salary for the\nposition in which he\u002Fshe is offered casual employment. \u003C\u002Fp>\n\n\u003Ch2>Supplementary Agreement Article 9: Retirement\u003C\u002Fh2>\n\n\u003Cp>a. On the attainment of retirement age\u003C\u002Fp>\n\n\u003Cp>An employee who has attained the age of 55 years shall retire or be retired.\nAn employee due to retire shall be notified in writing six months before date\nof retirement of the impending retirement which shall An employer who has\nattained the age of 55 years shall retire or be retired. An employee due to\nretire shall be notified in writing six before date of retirement of the\nimpending retirement which shall be six months prior to his\u002Fher the 55th\nbirthday.\u003C\u002Fp>\n\n\u003Cp>b. Early voluntary Retirement\u003C\u002Fp>\n\n\u003Cp>An employee who has attained fifty (50) years may retire voluntarily by\nmaking a written request to Management for consideration two months before the\nintended date of retirement.\u003C\u002Fp>\n\n\u003Cp>c. Retirement Benefit\u003C\u002Fp>\n\n\u003Cp>On retirement the employee shall be assisted in claiming Retirement Benefits\nfrom NSSF.(PENDING MANAGEMENT FEEDBACK).\u003C\u002Fp>\n\n\u003Ch2>Supplementary Agreement article 10: Repatriation Allowance\u003C\u002Fh2>\n\n\u003Cp>An employee recruited for employment at a place which is more than one\nhundred kilometers from his or her home shall have the right to be repatriated\nat the expense of the employer to the place of engagement as in accordance with\nthe Employment Act 2006 as following cases-\u003C\u002Fp>\n\n\u003Cp>(a) On the expiry of the period of service stipulated in the contract.\u003C\u002Fp>\n\n\u003Cp>(b) On the termination of the contract by reason of the employee’s\nsickness or accident.\u003C\u002Fp>\n\n\u003Cp>(c) On termination of the contract by order of the labour officer, the\nindustrial court or any other court ^ d) On termination of contract after an\nemployee who has served atleast ten years regardless of where he\u002Fshe was\nrecruited.\u003C\u002Fp>\n\n\u003Cp>e) An employee upon leaving employment and who is eligible for repatriation\nin accordance with the Employment Act 2006, shall be repatriated\naccordingly.\u003C\u002Fp>\n\n\u003Ch2>Supplementary CBA Article 11:Death expenses\u002Fbenefits\u003C\u002Fh2>\n\n\u003Cp>a) In the case of death of an employee, the Company shall transport the\ndeceased’s body to its place of final rest free of charge, provide a coffin,\nwrapping materials, a wreath, and pay all the deceased’s final dues to the\nAdministrator General or Executor (Next of Kin) to the deceased’s estates.\nSuch dues shall include outstanding pay, leave, off days and applicable group\nlife insurance for permanent\u003C\u002Fp>\n\n\u003Cp>employees.\u003C\u002Fp>\n\n\u003Cp>b) The Management shall facilitate at least two employees to represent\nManagement and the Union at the burial of the employee for a maximum of two\ndays.\u003C\u002Fp>\n\n\u003Ch2>EFFECTIVE DATE AND DURATION OF THIS SUPPLEMENTARY AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be part and parcel of the CBA referred to in Clause 3\n(three) of the preamble above and shall be effective from the 1st July 2013 and\nremain in force for a period of two years. It shall continue in force\nthereafter until such time as either party hereto shall, by giving 90 days’\nnotice in writing to the other, signifying its wish to terminate or amend this\nAgreement or the terms hereof.\u003C\u002Fp>\n\n\u003Cp>Minutes signed on this Seventeenth (18th) day of July 2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of the Employer:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l. Catherine W Waruhiu (Mrs)\u003C\u002Fp>\n\n\u003Cp>Homan Resource Director TPS (Eastern Africa) Limited\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Anthony Chege\u003C\u002Fp>\n\n\u003Cp>Country General Manager TPS (Uganda) Limited\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of the Union:-\u003C\u002Fp>\n\n\u003Cp>Stephen Mugole \u003C\u002Fp>\n\n\u003Cp>General Secretary \u003C\u002Fp>\n\n\u003Cp>Uganda Hotels, Food and Allied Workers’ Union (UHFTAWU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Frank Mugyema \u003C\u002Fp>\n\n\u003Cp>General Secretary \u003C\u002Fp>\n\n\u003Cp>Uganda Hospitality Leisure & Allied Workers Union (UHLAWU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"eqpay":44,"holidaysfixed":48,"lowwageamount":52,"NOCTPREM_trigger":56,"LOWWAGE_trigger":60,"gender":62,"WAGES_determined":64,"ANNLEAVE_trigger":67,"MEDICAL_trigger":69,"sicknessmaxdays":73,"healthcareaccess":75,"annleaveallowancetype":77,"PAIDLEAV_trigger":79,"EMPCONTR_trigger":81,"SICDIS_trigger":85,"annleaveallowanceamount1":87},{"bindId":45,"name":46,"text":47},"eqpay","v. To ensure the principle of equal work","v. To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, crecd and colour.",{"bindId":49,"name":50,"text":51},"holidaysfixed","When an employee proceeds on annual leav","When an employee proceeds on annual leave, he\u002Fshe shall be paid a leave\nallowance of Ushs 110,000\u002F= from 1st July 2013 and Ushs 120,000\u002F= from 1st July\n2014.(PENDING MANAGEMENT FEEDBACK).",{"bindId":53,"name":54,"text":55},"lowwageamount","a. Minimum Salary Schedule Under this Ag","a. Minimum Salary Schedule Under this Agreement:\n\ni. The minimum wage shall be as provided for in the schedule “Minimum\nSalary’ attached to this agreement (see schedule 1 hereto). (PENDING\nMANAGEMENT FEEDBACK)",{"bindId":57,"name":58,"text":59},"NOCTPREM_trigger","Any member of staff who works more than ","Any member of staff who works more than four and a half hours (4 Vz) of a\nfull shift at night shall be paid „ night shift allowance of Ushs. 2000\u002F=,\nwhere wage shall mean basic and house allowance; per night worked. Night shall\nbe defined as between the hours of 7p.m. and 7 a.m.",{"bindId":61,"name":54,"text":55},"LOWWAGE_trigger",{"bindId":63,"name":46,"text":47},"gender",{"bindId":65,"name":54,"text":66},"WAGES_determined","a. Minimum Salary Schedule Under this Agreement:\n\ni. The minimum wage shall be as provided for in the schedule “Minimum\nSalary’ attached to this agreement (see schedule 1 hereto). (PENDING\nMANAGEMENT FEEDBACK)\n\nii.No employee entering the services of TPS (Uganda) Limited shall be paid a\nwage less ^ than the minimum provided in the schedule in sub-section (i) of\nthis clause.\n\nb. Salary review\n\n1.All Unionisable employees in service of TPS(Uganda) Limited as at 30th\nJune 2013 shall receive a general salary increase of 6% with effect from 1st\nJuly 2013 based on his or her current basic and House allowance. (PENDIN G\nMANAGEMENT FEEDBACK)\n\n2.Unionisable employees in the service of TPS(Uganda) Limited on 30th June\n2014 shall receive a general salary increase of 6% based on his or her basic\naMHouseallowance wage with effect from 1st July 2014 subject to business levels\nallowmg.(PENDING MANAGEMENT FEEDBACK).",{"bindId":68,"name":50,"text":51},"ANNLEAVE_trigger",{"bindId":70,"name":71,"text":72},"MEDICAL_trigger","Supplementary Agreement Article 6: Medic","Supplementary Agreement Article 6: Medical Treatment\n\na) All permanent employees covered by this Agreement shall be provided with\nmedical treatment in accordance with the current Company medical scheme and as\nmay be reviewed by the company from time to time.\n\nb) The employer will notify the employees of the recognized\nhospitals\u002Fdispensaries to which the employees shall attend for medical\ntreatment.",{"bindId":74,"name":71,"text":72},"sicknessmaxdays",{"bindId":76,"name":71,"text":72},"healthcareaccess",{"bindId":78,"name":50,"text":51},"annleaveallowancetype",{"bindId":80,"name":50,"text":51},"PAIDLEAV_trigger",{"bindId":82,"name":83,"text":84},"EMPCONTR_trigger","Supplementary Agreement article 7: Contr","Supplementary Agreement article 7: Contract Employees\n\na.Contract period\n\ni. Where the nature of job is not temporary or seasonal in nature, all\ncontracts shall be issued for a period of not less than one year.\n\nii.Any extension of such contract will be at Management discretion and\ndependent on the employee’s performance.\n\nb. Contract staff salary\n\ni. All contract employees shall be paid salaries as in the schedule of\nminimum salary attached to this agreement.\n\nii. All contract employees shall be entitled to Service charge like regular\nemployees.\n\niii. Contract employees shall earn leave like regular employees and shall be\nentitled to leave allowance like regular employees.",{"bindId":86,"name":71,"text":72},"SICDIS_trigger",{"bindId":88,"name":50,"text":51},"annleaveallowanceamount1","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Tourism promotion services (TPS) - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Tourism promotion services (TPS) \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Uganda Hospitality Leisure and Allied Workers Union, Uganda Hotel Food, Tourism and Allied Workers Union (UHFTAWU)\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \n\n\n        \n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \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            \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            \n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \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: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → UGX 2000.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → UGX 110000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[94],{"title":37,"slug":33},[96],{"type":97,"data":98},"call_to_action_body_block",{"title":99,"description":100,"variant":101,"link":102},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":99,"url":103,"description":99,"rel":104,"type":105},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[107],{"type":97,"data":108},{"title":99,"description":100,"variant":101,"link":109},{"title":99,"url":103,"description":99,"rel":104,"type":105},[]]