[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fterms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-uganda-national-cultural-centre---2015":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":158,"content_type_view":159,"extra_breadcrumbs":160,"body":162,"body_blocks":173,"related_pages":177},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":156,"translations":157},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"terms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-uganda-national-cultural-centre---2015","097f1e7c-7eca-11e7-a0b3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fterms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-uganda-national-cultural-centre---2015\u002Fterms-and-conditions-of-service-agreement-between-national-union-of-clerical-commercial-professional-and-technical-employees-and-uganda-national-cultural-centre---2015\u002F","Terms and Conditions of Service Agreement between National Union of Clerical, Commercial, Professional and Technical Employees and Uganda National Cultural Centre - 2015","UGA Uganda National Cultural Centre - 2015","Uganda - UGA Uganda National Cultural Centre - 2015","UGA Uganda National Cultural Centre - 2015 - Entertainment, culture, sports",{"name":41,"data":42},"CBA for Technical Employees.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>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>THE REPUBLIC OF UGANDA\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF THE LABOUR UNIONS’ ACT 2006 AND IN THE MATTER OF \u003C\u002Fp>\n\n\u003Ch2>TERMS AND CONDITIONS OF SERVICE AGREEMENT BETWEEN NATIONAL UNION OF\nCLERICAL, COMMERCIAL, PROFESSIONAL AND TECHNICAL EMPLOYEES ON THE OTHER PART\nAND UGANDA NATIONAL CULTURAL CENTRE - 2015\u003C\u002Fh2>\n\n\u003Cp>(Referred to\u003C\u002Fp>\n\n\u003Cp>as the CENTER) ON THE OTHER PART\u003C\u002Fp>\n\n\u003Cp>MADE THIS 25th DAY OF 2015\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’ working conditions and environment;\u003C\u002Fp>\n\n\u003Cp>(ii) Attaining a continuous improvement in workers earnings and generally to\nsafeguard the economic and social objectives of the workers;\u003C\u002Fp>\n\n\u003Cp>(iii) Safeguard the interests of the Centre, particularly improvement of\nproductivities.\u003C\u002Fp>\n\n\u003Cp>(b) In the event of a difference in interpretation of any part of this\nAgreement, such matter shall be referred within the meaning of the Trade\nDisputes (Arbitration and Settlement) Act, in force and in accordance with any\nsimilar legislation which may ensure.\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 Centre\nand the Union.\u003C\u002Fp>\n\n\u003Ch2>2. SUBJECT MATTER\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall apply to only contributing members employed by Uganda\nNational Cultural Centre and are not in Management decision making.\u003C\u002Fp>\n\n\u003Ch2>3. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) There shall be a probationary period of service for all employees not\nexceeding six months. During the probationary service, the following\ntermination conditions shall apply:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i) Up to one month’s service, 3 working days’ notice,\u003C\u002Fp>\n\n\u003Cp>(ii) Between one and two months service, 7 working days’ notice.\u003C\u002Fp>\n\n\u003Cp>(iii) Between two months and three months service fifteen (15) working\ndays’ notice or payment in lieu.\u003C\u002Fp>\n\n\u003Cp>(b) The probationary service of any employee may be extended by the Centre\nfor a further period of one month and the Union will be informed.\u003C\u002Fp>\n\n\u003Cp>(c) 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.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. TERMINATION NOTICE\u003C\u002Fh2>\n\n\u003Cp>Where the services of an employee are Terminated by either employer or self\n(employee) for any reason other than disciplinary action the period of notice\ndetailed here under shall be given by the employer. Where the employee wishes\nto resign from the employers’ services the same period of notice shall\napply.\u003C\u002Fp>\n\n\u003Cp>In either case, consolidated salary shall be paid\u002Frefunded in lieu of\nnotice;\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 2 years of service\u003C\u002Ftd>\n      \u003Ctd>1 month’s notice\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- From 2 years to 5 years of service \u003C\u002Ftd>\n      \u003Ctd>1 month’s notice\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- From 5 years to 10 years of service \u003C\u002Ftd>\n      \u003Ctd>3 months’ notice\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- From 10 years of service and above \u003C\u002Ftd>\n      \u003Ctd>4 months’ notice\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>5. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The weekly hours of work for all employees covered by this Agreement shall\nbe forty (40) hours and the daily scheduled hours of work shall be as\nfollows;\u003C\u002Fp>\n\n\u003Cp>Watchmen shall be rostered and have their starting and closing time\nstaggered as according to the needs of the centre.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Saturdays, Sundays and gazetted Public holidays are to be regarded as rest\ndays although these may be varied from time to time according to relevant\nGovernment announcements.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>6. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>(a) Payment for overtime worked in excess of hours detailed in Clause No. 4\nshall be in the following scale:-\u003C\u002Fp>\n\n\u003Cp>- Monday to Friday times 1.5 per hour\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>- Saturdays, Sundays and Public Holidays times 2.5 hour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Overtime payments shall only apply where an employee has worked at least\nfifteen minutes extra and such overtime working shall, in all cases, be firstly\napproved by the immediate superior of the employee concerned. Overtime so\nworked shall, for the purpose of calculation, be reckoned from the normal\ncessation of work.\u003C\u002Fp>\n\n\u003Cp>(c) Recognising that overtime work is voluntary any employee having agreed\nto work over time shall be obliged to honour his\u002Fher undertaking so to do,\nexcept in circumstances beyond his\u002Fher control.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) An employee shall be entitled to Annual Leave in the scale of thirty\n(30) calendar days per annum excluding public holidays.\u003C\u002Fp>\n\n\u003Cp>(b) The leave year commences on one’s anniversary date of joining the\nCentre’s services for the first year, subsequently Annual Leave shall, be\nbased on a calendar year from January - December.\u003C\u002Fp>\n\n\u003Cp>(c) Salaries\u002Fwages and any allowances due to the employee for the annual\nleave period will be to the worker ona day prior to the commencement of such\nleave. Annual leave will be paid for at current basis rates.\u003C\u002Fp>\n\n\u003Cp>(d) Days of sickness as detailed in clause No. 7 herein of this Agreement\nshall not be accounted as days of leave, provided always that the employee\nshall present to the Centre a duly certified medical certificate in respect of\neach day of sickness.\u003C\u002Fp>\n\n\u003Cp>(e) The centre will be prepared to consider any financial loss which an\nemployee may sustain, if through no reason of his own, departure on leave has\nbeen delayed or cancelled by the Centre. In any case of such claim, the\nemployee where possible will be required to furnish receipts and\u002For evidence of\nan acceptable nature in support of such claim.\u003C\u002Fp>\n\n\u003Cp>(f) If an employee’s part leave has been withheld by the Centre, he\u002Fshe\nwill be entitled to the benefits therein when the remaining part is granted.\u003C\u002Fp>\n\n\u003Cp>(g) The centre undertakes to bear traveling expenses in a manner previously\nspecified to any employee who may be recalled to duty whilst on authorized\nleave.\u003C\u002Fp>\n\n\u003Cp>(h) If Leave is not taken during the year in which it is earned, it shall be\nforfeited unless the employee could not take it at the request of the UNCC and\nin such case, it maybe computed into cash or taken at a later date convenient\nto the UNCC.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) Leave on account of sickness will be granted as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) The first three months as full consolidated pay per month; subsequently\nanother months will be at half pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) All claims for sick pay shall be supported by a Registered Doctor's\nCertificate\u003C\u002Fp>\n\n\u003Cp>(c) The centre reserves the right to request any employee to undergo a\nMedical Examination by a Doctor of its choice and its expense.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(d) An employee is entitled to resume work within 180 days of the\ncommencement if his\u002Fher sick leave and thereafter, it will be at the discretion\nof the UNCC to terminate the services.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(e) It is agreed that an employee on sick leave will continue to enjoy his\nrights in respect of service seniority and continuity of service for annual\nleave purpose.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. MEDICAL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a)The Centre shall provide free Medical Treatment to all employees covered\nby this Agreement.\u003C\u002Fp>\n\n\u003Cp>(b)The payment \u002Frefund arrangement shall be against production of Medical\nbills, receipts chits or evidence of acceptable nature.\u003C\u002Fp>\n\n\u003Cp>(c)The total medical allowance will go up to a tune of 1,200,000\u002F= per a\nwhole year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. LEAVE FOR UNION BUSINESS\u002FEDUCATION\u003C\u002Fh2>\n\n\u003Cp>(a) It is agreed that leave to attend Union Business \u002F Education shall be\napplicable to Union members only and shall not exceed one month in any one year\non full pay.\u003C\u002Fp>\n\n\u003Cp>(b) Union shall give to the centre two weeks notice of any intended absence\nto attend such Union affairs, or shorter period if such shall be mutually\nagreed.\u003C\u002Fp>\n\n\u003Ch2>11. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The Centre will sympathetically consider special leave on compassionate\ngrounds provided satisfactory reasons of necessity for such leave are made\navailable to the Centre. Such leave when granted shall be on full pay or\ndeductible from annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. MATERNITY 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-paidmaternityleaveall\">\u003Cp>(a) Female employees will be entitled to 60 working days of Maternity Leave\non full 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 sick Leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(c) Maternity leave shall not commence prior to six weeks before expected\nconfinement date, and on the date requested by the employee, except in case of\na Doctor’s recommendation. The balance of such maternity leave due shall be\nutilized after delivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(d) Paternity Leave:- Fathers will be entitled to four (4) working days’\nleave once a year when they have a new born baby to his recognized wife.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(a) Public Holidays promulgated by Law, or appearing from time to time in\nthe Government Gazette shall be recognized.\u003C\u002Fp>\n\n\u003Cp>(b) The Centre undertakes to consider any application for religious\nholidays, or other specific festival holidays. The question for payment of\nwages for holidays shall be also considered by the centre when granting such a\nholiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. ACTING ALLOWANCE \u003C\u002Fh2>\n\n\u003Cp>(a) An employee required to act in the higher grade over and above that\nwhich is substantive to him\u002Fher for a period in excess to two weeks, shall be\nentitled to receive 50% salary\u002Fwages in the amount applicable to the grade in\nwhich is acting.\u003C\u002Fp>\n\n\u003Cp>(b) Such \"Acting Allowance\" shall for the purpose of payment, always be\nspecified quite clearly on wages sheet by way indicating in a separate\ncolumn.\u003C\u002Fp>\n\n\u003Ch2>15. OUT OF STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee when away from his\u002Fher station within Uganda shall receive not\nless than shs. 20,000\u002F= (Twenty Thousand Shilling Only) as out of station\npocket allowance but in addition to provision of the following provided by the\ncentre:-\u003C\u002Fp>\n\n\u003Cp>(a) Accommodation\u003C\u002Fp>\n\n\u003Cp>(b) Transport\u003C\u002Fp>\n\n\u003Cp>(c) Meals\u003C\u002Fp>\n\n\u003Ch2>16. DUTY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee called upon to perform duties of another person in addition to\nhis\u002Fher normal duties or where such employee performs duties that could\nnormally have been performed by another employee, such employee shall be\nentitled to receive 50% of the daily wages whose duties are performed in\naddition to his\u002Fher normal wages.\u003C\u002Fp>\n\n\u003Ch2>17. UNIFORM\u003C\u002Fh2>\n\n\u003Cp>The Centre shall provide two pairs of Uniforms to Drivers, Messengers,\nWatchmen and wherever necessary and shall provide soap for cleaning such\nuniforms.\u003C\u002Fp>\n\n\u003Ch2>18. DEATH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) If an employee of the UNCC dies, a gratuity equivalent to 2 months\nconsolidated salary for every year of service, regardless of the length of\nservice, shall be paid to the deceased’s family. The employer shall provide a\ncoffin or substitute in case of a Muslim employee, burial materials, and\ntransport for the body and immediate family. The employer shall also pay an\nofficial benevolence of two and half months consolidated salary of the deceased\nto the deceased’s family.\u003C\u002Fp>\n\n\u003Cp>(b) In case of an employee loses a member of immediate family namely a\nspouse, biological child, father\u002Fmother, the employer shall provide a coffin,\ntransport for the body to place of burial and an official benevolence of one\nmonth’s consolidated pay to the deceased’s employee.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of an employee’s death who has been serving away from\nhis\u002Fher home within Uganda, free transport for the deceased’s family and\npersonal effects back to their home of origin shall be provided by the\nemployer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19. PROMOTION\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 qualification.\u003C\u002Fp>\n\n\u003Ch2>20. JOB VACANCIES\u003C\u002Fh2>\n\n\u003Cp>(a) Notice of job vacancy in any wage grade within the Centre will be posted\non the Centre’s Notice Board where such shall be displayed for at least five\nworking days, thus providing the opportunity for any employee so interested to\nsubmit his or her application for due consideration.\u003C\u002Fp>\n\n\u003Cp>(b)It is recognized that the Centre reserves the sole right to appoint from\nexisting staff, or to recruit through established channels.\u003C\u002Fp>\n\n\u003Ch2>21. ABSENTEEISM\u003C\u002Fh2>\n\n\u003Cp>Any worker who abandons or absents him\u002Fherself from work without reasons,\nshall be deemed to be absent within the meaning of this Clause.\u003C\u002Fp>\n\n\u003Cp>Causes as indicated below: -\u003C\u002Fp>\n\n\u003Cp>1. Serious illness of employee’s immediate family; wife\u002Fhusband or\nchildren, provided the employee submits a medical certificate signed by a\nregistered medical practitioner or evidence acceptable to the Centre.\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 acceptable to\nthe Centre.\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\nemployer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. WARNINGS\u003C\u002Fh2>\n\n\u003Cp>(a) If an employee is deemed to be guilty of committing an offence, not\namounting to “Gross Misconduct” then he\u002Fshe shall be served with a written\nwarning.\u003C\u002Fp>\n\n\u003Cp>(b) The Union shop-steward shall receive a copy of all warnings given;\nwhilst a copy of the third warning notice shall be sent by Centre to the Union\nHead Office.\u003C\u002Fp>\n\n\u003Cp>(c) IF an employee is served with three warnings as described in (a) above\nwithin a period of one calendar year, then the employee shall be subject to\nhaving his services terminated on the service of the fourth notice.\u003C\u002Fp>\n\n\u003Cp>(d) Warning (s) shall be kept but not to count on an employee’s record\nupon the expiry of one calendar year.\u003C\u002Fp>\n\n\u003Cp>(e) Warning(s) served prior to this commencement of this Agreement for the\npurpose of implementing paragraphs (e) and (d) of this Clause shall not be\ncounted.\u003C\u002Fp>\n\n\u003Ch2>23. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>An employee when suspended from duty pending investigations shall be\nentitled to half of his\u002Fher consolidated pay. When after investigation, the\nmatter leading to suspension has been proved unjustifiable, the employee\nconcerned, shall resume his\u002Fher duties and the Centre shall pay the other\u003C\u002Fp>\n\n\u003Cp>half. The period of suspension shall not exceed 21 days.\u003C\u002Fp>\n\n\u003Ch2>24. TERMINATION OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>(a) An employee’s service may be terminated for: -\u003C\u002Fp>\n\n\u003Cp>(i) Reasons defined as “Gross Misconduct”.\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) Willfully, by willful breach of duty causing loss or damage tothe\nemployer’s property or by such willful breach of duty, causing loss, damage\nor exposing to serious risk to the lives of other employees.\u003C\u002Fp>\n\n\u003Cp>iv) Without just cause, and on his own accord, abandons or is absent from\u003C\u002Fp>\n\n\u003Cp>work for a period of 07 consecutive working days.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is dismissed under this heading, the employee shall be\npaid up to and including the date of such dismissal.\u003C\u002Fp>\n\n\u003Cp>(c) Where it has been proved that the dismissal of any employee was\nwrongfully and unjustifiably effected, then the employee shall be reinstated\nwithout loss of pay; benefits and seniority rights. However, in the event, the\ndismissal is proved justifiable; the employee shall lose his\u002Fher employment.\u003C\u002Fp>\n\n\u003Ch2>25. RETIREMENT BENEFITS\u003C\u002Fh2>\n\n\u003Cp>(a) Retirement shall be considered under the followings;\u003C\u002Fp>\n\n\u003Cp>(i) Compulsory retirementafter an employee has attained 60 years of age.\nThereafter, the employee may be engaged on contractual basis.\u003C\u002Fp>\n\n\u003Cp>(ii) Compulsory Retirement in the public interest be it either forced or\npremature retirement.\u003C\u002Fp>\n\n\u003Cp>(iii) Retirement on medical grounds\u003C\u002Fp>\n\n\u003Cp>(b) Upon retirement on any of the above, employees shall be entitled to the\nfollowing benefits: -\u003C\u002Fp>\n\n\u003Cp>(i) Three months’ written advance Notice or consolidated salary and\nrelated allowance in lieu of Notice.\u003C\u002Fp>\n\n\u003Cp>(ii) Annual Leave pro-rated up to the date of retirement.\u003C\u002Fp>\n\n\u003Cp>(iii) Salary and due allowances up to the date of retirement.\u003C\u002Fp>\n\n\u003Cp>(iv) Three months consolidated pay to facilitate in transportation of the\nemployee, his\u002Fher family and properly to place of origin.\u003C\u002Fp>\n\n\u003Cp>(v) Three months consolidated pay for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>II. Termination \u002FResignation Benefits\u003C\u002Fp>\n\n\u003Cp>An employee whose services are terminated by either the employer or self\n(resignation) after continuous service of five (05) years, except for gross\nmisconduct, shall be entitled to benefits as stipulated under clause 26 above\npart (b) (ii), (iii) and (iv).\u003C\u002Fp>\n\n\u003Cp>(c) Re-engagement\u003C\u002Fp>\n\n\u003Cp>An offer of re-engagement to any employee declared redundant will be made by\nthe Centre in the event of a suitable vacancy arising in a year’s time\nthereafter. The onus of providing a forwarding address to the Centre rests with\nthe employee and if a reply to the Centre’s offer is not received within\nfifteen days of the Centre’s communication, the vacancy shall be filled\nthrough normal sources.\u003C\u002Fp>\n\n\u003Cp>(d) Top Seniority\u003C\u002Fp>\n\n\u003Cp>Shop-stewards during the period in which the are actively serving as\nShop-stewards will automatically assume top-seniority, in which case, if any\nredundancy\u002Flay-off occurs no shop-stewards, in spite of the actual period c\ntime has worked with the Centre, shall be laid off until every employee he\u002Fshe\nrepresents in the Centre has been declared redundant except where the\nShop-steward’s job is no longer required.\u003C\u002Fp>\n\n\u003Ch2>26. LAY OFF\u003C\u002Fh2>\n\n\u003Cp>(a) “Where of necessity the Employer is obliged to lay-off employees, the\nprinciples of Last-in-first-out” is accepted within the particular category\nof workers affected subject of other factors such as relative skill and ability\nbeing equal. As much notice as possible will be given to the Union and the\nEmployee(s) concerned by the Centre, indicating the cause and extent of any\nintended “Lay-off.”\u003C\u002Fp>\n\n\u003Cp>(b) The period of Lay-off shall not normally exceed one month, however,\nshould circumstances prevail where by a return to normal work cannot be\naffected within that time, then the Centre shall, depending on circumstance\nprevailing be at liberty to invoke provisions of the redundancy clause”.\u003C\u002Fp>\n\n\u003Ch2>27. SEVERANCE PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(i) Severance pay shall be applicable only to those employees whose service\nare terminated on grounds of redundancy.\u003C\u002Fp>\n\n\u003Cp>(ii) Only those employees who have\u003C\u002Fp>\n\n\u003Cp>completed one or more years of service shallbe considered eligible for\u003C\u002Fp>\n\n\u003Cp>severance pay.\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\">\u003Cp>(iv) Employees who are declared redundant shall be entitled to their accrued\nbenefits and shall additionally be compensated at the rate of two months’\nconsolidated salary for each year worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\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 employer to the Fund\nhe may elect to draw either the amount contributed by employer to the Fund he\nmay elect to draw either the amount contributed by employer to the Fund,\nsubject 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>\u003C\u002Fdiv>\n\n\u003Ch2>28. HEALTHY AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) The employer and the union undertake to cooperate towards the objective\nto elimination or controlling accidents and health hazards and will encourage\nemployees to compy with safety and health stands in reaching this objective.\u003C\u002Fp>\n\n\u003Cp>b) The Employer and the Union shall establish a joint health and safety\ncommittee. Union representation shall consist of four representatives one of\nwhom will be from the Union Head Office.\u003C\u002Fp>\n\n\u003Cp>(c) The Union safety representative will not suffer loss of wages for any\nschedule time lost in the performance of safety functions.\u003C\u002Fp>\n\n\u003Cp>(d) First aid facilities or equipment shall be provided by the employer to\nthe employee to the extent necessary to provide adequate first\u003C\u002Fp>\n\n\u003Cp>aid for employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(e) The employer shall furnish required protective clothing equipment and\ndevices necessary to protect employees from vocational illness and injury.\u003C\u002Fp>\n\n\u003Cp>(f) Plans to implement significant changes in the work processes or the\nintroduction of new machinery shall be discussed and agreed upon by the joint\nManagement Union Safety and Health Committees. The employees who are to work on\nthe changed or new process or the new machinery shall be fully instructed on\nthe risks involved and the precautions to be taken.\u003C\u002Fp>\n\n\u003Cp>g) The Employer and the Union shall establish a joint health and safety\ncommittee. Union representation shall consist of four representatives one of\nwhom will be from the Union Head Office.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) The Union safety representative will not suffer loss of wages for any\nschedule time lost in the performance of safety functions.\u003C\u002Fp>\n\n\u003Cp>(d) First aid facilities or equipment shall be provided by the employer to\nthe employee to the extent necessary to provide adequate first aid for\nemployees.\u003C\u002Fp>\n\n\u003Cp>(e) The employer shall furnish required protective clothing equipment and\ndevices necessary to protect employees from vocational illness and injury.\u003C\u002Fp>\n\n\u003Cp>(f) Plans to implement significant changes in the work processes or the\nintroduction of new machinery shall be discussed and agreed upon by the joint\nManagement Union Safety and Health Committees. The employees who are to work on\nthe changed or new process or the new machinery shall be fully instructed on\nthe risks involved and the precautions to be taken.\u003C\u002Fp>\n\n\u003Cp>(g) if an employee sustains an injury in the execution of duties provided\nthat injury is not caused by his\u002Fher negligence or due to the effect of\nintoxicants, the employer shall be liable to meet all treatment cost and shall\ncompensate the injured employee in full, on amount assessed by the Ministry of\nLabour for the degree of incapacitation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>34. HIV\u002FAIDS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-hivpolicy\">\u003Cp>The centre shall minimize and manage the spread and consequences of HIV\u002FAIDS\ndisease within the work place and not to discriminate against employees who are\ninfected by HIV\u002FAIDs.\u003C\u002Fp>\n\n\u003Cp>- The Centre shall not require an HIV\u002FAIDs Test at the time of\nrecruitment.\u003C\u002Fp>\n\n\u003Cp>- The Centre shall provide health information to all employees on HIV\u002FAIDs,\nits magnitude, impact and preventive measures.\u003C\u002Fp>\n\n\u003Cp>- The Centre shall allow the employees infected with HIV\u002FAIDs to continue to\nwork as long as they are able to perform the essential functions of their\njobs.\u003C\u002Fp>\n\n\u003Cp>- The Centre shall implement nondiscriminatory policies, procedures and\npractices in managing individuals who have HIV\u002FAIDs.\u003C\u002Fp>\n\n\u003Cp>- The Centre shall handle individuals who have HIV\u002FAIDs in the same manner\nas those with any other progressive or debilating illness and with all the\nsupport that this entails.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>35. DEFINITION OF CLERICAL WORK\u003C\u002Fh2>\n\n\u003Cp>Except for a non-clerical employee making entries in his Delivery Book, as\nand when necessary, he shall not be deemed to be performing clerical work\nunless he is required by Management to put pen to paper or to use a\ncomputer\u002Ftypewriter in connection with the employer’s business.\u003C\u002Fp>\n\n\u003Ch2>36. CHANGE OF UNION\u002FCENTER’S DESIGNATION\u003C\u002Fh2>\n\n\u003Cp>(i) In the event that the Union re-registers with the Registrar of Trade\nUnions under another name, the Union undertakes that this Agreement shall\ncontinue to apply and remain binding on the Union.\u003C\u002Fp>\n\n\u003Cp>(ii) In the event that the Centre re-registers under another name, the\ncentre undertakes that this Agreement shall continue to apply and remain\nbinding on the centre.\u003C\u002Fp>\n\n\u003Ch2>37. BETTER TERMS AND CONDITIONS\u003C\u002Fh2>\n\n\u003Cp>It is mutually agreed that no clause within this Agreement shall prejudice\nany employee enjoying better terms. This Agreement covers all Unionisable\nemployees of the Centre.\u003C\u002Fp>\n\n\u003Ch2>38. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On leaving the service of the employer an Employee subject to this Agreement\nwill be entitled to a Certificate of Service. Such certificate will confine\nitself to the following information only:-\u003C\u002Fp>\n\n\u003Cp>- Name and address of Employer \u003C\u002Fp>\n\n\u003Cp>- Name of Employer\u003C\u002Fp>\n\n\u003Cp>- Date of commencement and Termination of Service \u003C\u002Fp>\n\n\u003Cp>- Type of work performed\u003C\u002Fp>\n\n\u003Ch2>39. \u003C\u002Fh2>\n\n\u003Cp>This Agreement shall operate following the provisions of the Trade Union Law\nin force and above all strictly avoiding violating the provisions of the\nRepublic of Uganda’s Constitution in force particularly Article 2 (1) and (2)\nof the said Constitution and parties agree in case any provision within this\nAgreement is inconsistent with any of the provisions of the Republic of\nUganda’s Constitution the provision of the Republic of Uganda Constitution\nshall prevail.\u003C\u002Fp>\n\n\u003Ch2>40. DURATION AND EFFECTIVE\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into effect on the 1st January 2015 and shall\nremain in force until it is replaced by another one agreed upon by both\nparties. In any case, however, a period of three years from its effective date\nhas to elapse before it is replaced.\u003C\u002Fp>\n\n\u003Cp>In the event of either party wishing to vary or rescind any clause of this\nAgreement, it shall be binding to the party concerned to give to the other\nparty one month’s notice in writing of its desire to make such amendment to\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>WITNESS OUR HANDS ARE SET HERETO ON THE 25th DAY OF June 2015.\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF: UGANDA NATIONAL CULTURAL CENTRE\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF: NATIONAL UNION OF CLERICAL OF UGANDA NATIONAL\nCOMMERCIAL, PROFESSIONALCULTURAL CENTRE\u003C\u002Fp>\n\n\u003Cp>AND TECHNICAL EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>DATE: 25\u002F08\u002F2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"maxsicknesspay":52,"hourspweek_select":56,"childcare":60,"funeralpay":64,"maternityotherclause":68,"pensionfund":72,"OVERTIME_trigger":76,"ADMINISTRATIVE_trigger":80,"healthcareaccess":84,"SUNDAY_trigger":88,"protectiveclothing":92,"healthandsafetypolicy":96,"contracttrial":100,"sicknesspay":103,"dayspweek_select":106,"paidmaternityleaveall":110,"SCHEDULE_trigger":114,"paidpaternityleave":116,"longtermillness":120,"schedulesrestpw":124,"overtimeallowancetype_general":126,"contractseverancepay1":129,"bankholidays1":133,"hivpolicy":137,"paidmaternityleavepay":141,"sicknessmaxdays":143,"paidmaternityleave":145,"contractseverancepay":148,"PAIDLEAV_trigger":152},{"bindId":45,"name":46,"text":47},"disabilitypay","2. Accident\u002Finjury\u002Fillness - sustained b","2. Accident\u002Finjury\u002Fillness - sustained by employee, provided a Medical\nCertificate is signed by a Registered Practitioner or evidence acceptable to\nthe Centre.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) There shall be a probationary period","(a) There shall be a probationary period of service for all employees not\nexceeding six months. During the probationary service, the following\ntermination conditions shall apply:-",{"bindId":53,"name":54,"text":55},"maxsicknesspay","(a) Leave on account of sickness will be","(a) Leave on account of sickness will be granted as follows:-\n\n(i) The first three months as full consolidated pay per month; subsequently\nanother months will be at half pay.",{"bindId":57,"name":58,"text":59},"hourspweek_select","The weekly hours of work for all employe","The weekly hours of work for all employees covered by this Agreement shall\nbe forty (40) hours and the daily scheduled hours of work shall be as\nfollows;\n\nWatchmen shall be rostered and have their starting and closing time\nstaggered as according to the needs of the centre.\n\nSaturdays, Sundays and gazetted Public holidays are to be regarded as rest\ndays although these may be varied from time to time according to relevant\nGovernment announcements.",{"bindId":61,"name":62,"text":63},"childcare","The Centre will sympathetically consider","The Centre will sympathetically consider special leave on compassionate\ngrounds provided satisfactory reasons of necessity for such leave are made\navailable to the Centre. Such leave when granted shall be on full pay or\ndeductible from annual leave.",{"bindId":65,"name":66,"text":67},"funeralpay","(a) If an employee of the UNCC dies, a g","(a) If an employee of the UNCC dies, a gratuity equivalent to 2 months\nconsolidated salary for every year of service, regardless of the length of\nservice, shall be paid to the deceased’s family. The employer shall provide a\ncoffin or substitute in case of a Muslim employee, burial materials, and\ntransport for the body and immediate family. The employer shall also pay an\nofficial benevolence of two and half months consolidated salary of the deceased\nto the deceased’s family.\n\n(b) In case of an employee loses a member of immediate family namely a\nspouse, biological child, father\u002Fmother, the employer shall provide a coffin,\ntransport for the body to place of burial and an official benevolence of one\nmonth’s consolidated pay to the deceased’s employee.\n\n(c) In the event of an employee’s death who has been serving away from\nhis\u002Fher home within Uganda, free transport for the deceased’s family and\npersonal effects back to their home of origin shall be provided by the\nemployer.",{"bindId":69,"name":70,"text":71},"maternityotherclause","(c) Maternity leave shall not commence p","(c) Maternity leave shall not commence prior to six weeks before expected\nconfinement date, and on the date requested by the employee, except in case of\na Doctor’s recommendation. The balance of such maternity leave due shall be\nutilized after delivery.",{"bindId":73,"name":74,"text":75},"pensionfund","(v) Where a redundant employee is a memb","(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 employer to the Fund\nhe may elect to draw either the amount contributed by employer to the Fund he\nmay elect to draw either the amount contributed by employer to the Fund,\nsubject 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.",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","(a) Payment for overtime worked in exces","(a) Payment for overtime worked in excess of hours detailed in Clause No. 4\nshall be in the following scale:-\n\n- Monday to Friday times 1.5 per hour\n\n- Saturdays, Sundays and Public Holidays times 2.5 hour.\n\n(b) Overtime payments shall only apply where an employee has worked at least\nfifteen minutes extra and such overtime working shall, in all cases, be firstly\napproved by the immediate superior of the employee concerned. Overtime so\nworked shall, for the purpose of calculation, be reckoned from the normal\ncessation of work.\n\n(c) Recognising that overtime work is voluntary any employee having agreed\nto work over time shall be obliged to honour his\u002Fher undertaking so to do,\nexcept in circumstances beyond his\u002Fher control.",{"bindId":81,"name":82,"text":83},"ADMINISTRATIVE_trigger","3. Court Proceedings Provided Magistrate","3. Court Proceedings\n\nProvided Magistrate’s warrant or Police Certificate is presented to\nemployer.",{"bindId":85,"name":86,"text":87},"healthcareaccess","(a)The Centre shall provide free Medical","(a)The Centre shall provide free Medical Treatment to all employees covered\nby this Agreement.\n\n(b)The payment \u002Frefund arrangement shall be against production of Medical\nbills, receipts chits or evidence of acceptable nature.\n\n(c)The total medical allowance will go up to a tune of 1,200,000\u002F= per a\nwhole year.",{"bindId":89,"name":90,"text":91},"SUNDAY_trigger","- Saturdays, Sundays and Public Holidays","- Saturdays, Sundays and Public Holidays times 2.5 hour.",{"bindId":93,"name":94,"text":95},"protectiveclothing","(e) The employer shall furnish required ","(e) The employer shall furnish required protective clothing equipment and\ndevices necessary to protect employees from vocational illness and injury.\n\n(f) Plans to implement significant changes in the work processes or the\nintroduction of new machinery shall be discussed and agreed upon by the joint\nManagement Union Safety and Health Committees. The employees who are to work on\nthe changed or new process or the new machinery shall be fully instructed on\nthe risks involved and the precautions to be taken.\n\ng) The Employer and the Union shall establish a joint health and safety\ncommittee. Union representation shall consist of four representatives one of\nwhom will be from the Union Head Office.",{"bindId":97,"name":98,"text":99},"healthandsafetypolicy","(a) The employer and the union undertake","(a) The employer and the union undertake to cooperate towards the objective\nto elimination or controlling accidents and health hazards and will encourage\nemployees to compy with safety and health stands in reaching this objective.\n\nb) The Employer and the Union shall establish a joint health and safety\ncommittee. Union representation shall consist of four representatives one of\nwhom will be from the Union Head Office.\n\n(c) The Union safety representative will not suffer loss of wages for any\nschedule time lost in the performance of safety functions.\n\n(d) First aid facilities or equipment shall be provided by the employer to\nthe employee to the extent necessary to provide adequate first\n\naid for employees.\n\n(e) The employer shall furnish required protective clothing equipment and\ndevices necessary to protect employees from vocational illness and injury.\n\n(f) Plans to implement significant changes in the work processes or the\nintroduction of new machinery shall be discussed and agreed upon by the joint\nManagement Union Safety and Health Committees. The employees who are to work on\nthe changed or new process or the new machinery shall be fully instructed on\nthe risks involved and the precautions to be taken.\n\ng) The Employer and the Union shall establish a joint health and safety\ncommittee. Union representation shall consist of four representatives one of\nwhom will be from the Union Head Office.\n\n(c) The Union safety representative will not suffer loss of wages for any\nschedule time lost in the performance of safety functions.\n\n(d) First aid facilities or equipment shall be provided by the employer to\nthe employee to the extent necessary to provide adequate first aid for\nemployees.\n\n(e) The employer shall furnish required protective clothing equipment and\ndevices necessary to protect employees from vocational illness and injury.\n\n(f) Plans to implement significant changes in the work processes or the\nintroduction of new machinery shall be discussed and agreed upon by the joint\nManagement Union Safety and Health Committees. The employees who are to work on\nthe changed or new process or the new machinery shall be fully instructed on\nthe risks involved and the precautions to be taken.\n\n(g) if an employee sustains an injury in the execution of duties provided\nthat injury is not caused by his\u002Fher negligence or due to the effect of\nintoxicants, the employer shall be liable to meet all treatment cost and shall\ncompensate the injured employee in full, on amount assessed by the Ministry of\nLabour for the degree of incapacitation.",{"bindId":101,"name":50,"text":102},"contracttrial","(a) There shall be a probationary period of service for all employees not\nexceeding six months. During the probationary service, the following\ntermination conditions shall apply:-\n\n(i) Up to one month’s service, 3 working days’ notice,\n\n(ii) Between one and two months service, 7 working days’ notice.\n\n(iii) Between two months and three months service fifteen (15) working\ndays’ notice or payment in lieu.\n\n(b) The probationary service of any employee may be extended by the Centre\nfor a further period of one month and the Union will be informed.\n\n(c) 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.",{"bindId":104,"name":54,"text":105},"sicknesspay","(a) Leave on account of sickness will be granted as follows:-\n\n(i) The first three months as full consolidated pay per month; subsequently\nanother months will be at half pay.\n\n(b) All claims for sick pay shall be supported by a Registered Doctor's\nCertificate\n\n(c) The centre reserves the right to request any employee to undergo a\nMedical Examination by a Doctor of its choice and its expense.\n\n(d) An employee is entitled to resume work within 180 days of the\ncommencement if his\u002Fher sick leave and thereafter, it will be at the discretion\nof the UNCC to terminate the services.\n\n(e) It is agreed that an employee on sick leave will continue to enjoy his\nrights in respect of service seniority and continuity of service for annual\nleave purpose.",{"bindId":107,"name":108,"text":109},"dayspweek_select","Saturdays, Sundays and gazetted Public h","Saturdays, Sundays and gazetted Public holidays are to be regarded as rest\ndays although these may be varied from time to time according to relevant\nGovernment announcements.",{"bindId":111,"name":112,"text":113},"paidmaternityleaveall","(a) Female employees will be entitled to","(a) Female employees will be entitled to 60 working days of Maternity Leave\non full pay.",{"bindId":115,"name":108,"text":109},"SCHEDULE_trigger",{"bindId":117,"name":118,"text":119},"paidpaternityleave","(d) Paternity Leave:- Fathers will be en","(d) Paternity Leave:- Fathers will be entitled to four (4) working days’\nleave once a year when they have a new born baby to his recognized wife.",{"bindId":121,"name":122,"text":123},"longtermillness","(d) An employee is entitled to resume wo","(d) An employee is entitled to resume work within 180 days of the\ncommencement if his\u002Fher sick leave and thereafter, it will be at the discretion\nof the UNCC to terminate the services.",{"bindId":125,"name":108,"text":109},"schedulesrestpw",{"bindId":127,"name":78,"text":128},"overtimeallowancetype_general","(a) Payment for overtime worked in excess of hours detailed in Clause No. 4\nshall be in the following scale:-\n\n- Monday to Friday times 1.5 per hour",{"bindId":130,"name":131,"text":132},"contractseverancepay1","(iv) Employees who are declared redundan","(iv) Employees who are declared redundant shall be entitled to their accrued\nbenefits and shall additionally be compensated at the rate of two months’\nconsolidated salary for each year worked.",{"bindId":134,"name":135,"text":136},"bankholidays1","(a) Public Holidays promulgated by Law, ","(a) Public Holidays promulgated by Law, or appearing from time to time in\nthe Government Gazette shall be recognized.\n\n(b) The Centre undertakes to consider any application for religious\nholidays, or other specific festival holidays. The question for payment of\nwages for holidays shall be also considered by the centre when granting such a\nholiday.",{"bindId":138,"name":139,"text":140},"hivpolicy","The centre shall minimize and manage the","The centre shall minimize and manage the spread and consequences of HIV\u002FAIDS\ndisease within the work place and not to discriminate against employees who are\ninfected by HIV\u002FAIDs.\n\n- The Centre shall not require an HIV\u002FAIDs Test at the time of\nrecruitment.\n\n- The Centre shall provide health information to all employees on HIV\u002FAIDs,\nits magnitude, impact and preventive measures.\n\n- The Centre shall allow the employees infected with HIV\u002FAIDs to continue to\nwork as long as they are able to perform the essential functions of their\njobs.\n\n- The Centre shall implement nondiscriminatory policies, procedures and\npractices in managing individuals who have HIV\u002FAIDs.\n\n- The Centre shall handle individuals who have HIV\u002FAIDs in the same manner\nas those with any other progressive or debilating illness and with all the\nsupport that this entails.",{"bindId":142,"name":112,"text":113},"paidmaternityleavepay",{"bindId":144,"name":54,"text":55},"sicknessmaxdays",{"bindId":146,"name":112,"text":147},"paidmaternityleave","(a) Female employees will be entitled to 60 working days of Maternity Leave\non full pay.\n\n(b) Any days when an employee is sick during pregnancy according to Medical\nCertificate will be deductible from sick Leave.\n\n(c) Maternity leave shall not commence prior to six weeks before expected\nconfinement date, and on the date requested by the employee, except in case of\na Doctor’s recommendation. The balance of such maternity leave due shall be\nutilized after delivery.",{"bindId":149,"name":150,"text":151},"contractseverancepay","(i) Severance pay shall be applicable on","(i) Severance pay shall be applicable only to those employees whose service\nare terminated on grounds of redundancy.\n\n(ii) Only those employees who have\n\ncompleted one or more years of service shallbe considered eligible for\n\nseverance pay.\n\n(iii) Only those employees covered by the Agreement will be eligible for\nseverance pay.\n\n(iv) Employees who are declared redundant shall be entitled to their accrued\nbenefits and shall additionally be compensated at the rate of two months’\nconsolidated salary for each year worked.",{"bindId":153,"name":154,"text":155},"PAIDLEAV_trigger","(a) An employee shall be entitled to Ann","(a) An employee shall be entitled to Annual Leave in the scale of thirty\n(30) calendar days per annum excluding public holidays.\n\n(b) The leave year commences on one’s anniversary date of joining the\nCentre’s services for the first year, subsequently Annual Leave shall, be\nbased on a calendar year from January - December.\n\n(c) Salaries\u002Fwages and any allowances due to the employee for the annual\nleave period will be to the worker ona day prior to the commencement of such\nleave. Annual leave will be paid for at current basis rates.\n\n(d) Days of sickness as detailed in clause No. 7 herein of this Agreement\nshall not be accounted as days of leave, provided always that the employee\nshall present to the Centre a duly certified medical certificate in respect of\neach day of sickness.\n\n(e) The centre will be prepared to consider any financial loss which an\nemployee may sustain, if through no reason of his own, departure on leave has\nbeen delayed or cancelled by the Centre. In any case of such claim, the\nemployee where possible will be required to furnish receipts and\u002For evidence of\nan acceptable nature in support of such claim.\n\n(f) If an employee’s part leave has been withheld by the Centre, he\u002Fshe\nwill be entitled to the benefits therein when the remaining part is granted.\n\n(g) The centre undertakes to bear traveling expenses in a manner previously\nspecified to any employee who may be recalled to duty whilst on authorized\nleave.\n\n(h) If Leave is not taken during the year in which it is earned, it shall be\nforfeited unless the employee could not take it at the request of the UNCC and\nin such case, it maybe computed into cash or taken at a later date convenient\nto the UNCC.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Uganda National Cultural Centre - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-12-31\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: → 2015-08-25\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Entertainment, culture, sports\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Performing arts, Support activities to performing arts\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public 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                        Uganda National Cultural Centre\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        \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: → 180 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \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                        \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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 300 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 60 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            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 250 %\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",[161],{"title":37,"slug":33},[163],{"type":164,"data":165},"call_to_action_body_block",{"title":166,"description":167,"variant":168,"link":169},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":166,"url":170,"description":166,"rel":171,"type":172},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[174],{"type":164,"data":175},{"title":166,"description":167,"variant":168,"link":176},{"title":166,"url":170,"description":166,"rel":171,"type":172},[]]