[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fthe-collective-bargaining-agreement-between-the-uganda-private-security-association-and-the-amalgamated-transport-and-general-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":66,"content_type_view":67,"extra_breadcrumbs":68,"body":70,"body_blocks":81,"related_pages":85},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":64,"translations":65},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"the-collective-bargaining-agreement-between-the-uganda-private-security-association-and-the-amalgamated-transport-and-general-workers-union","9cc5267e-f2cc-11e2-a7b7-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fthe-collective-bargaining-agreement-between-the-uganda-private-security-association-and-the-amalgamated-transport-and-general-workers-union\u002Fthe-collective-bargaining-agreement-between-the-uganda-private-security-association-and-the-amalgamated-transport-and-general-workers-union\u002F","Collective Bargaining Agreement Between The Uganda Private Security Association And The Amalgamated Transport And General Workers’ Union - 2006","UGA Uganda Private Security Association (UPSA) - 2006","Uganda - UGA Uganda Private Security Association (UPSA) - 2006","UGA Uganda Private Security Association (UPSA) - 2006 - Security, cleaning, homework",{"name":41,"data":42},"The Collective Bargaining Agreement Between The Uganda Private Security Association And The Amalgamated Transport And General Workers’ Union.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>THE COLLECTIVE BARGAINING AGREEMENT BETWEEN THE UGANDA PRIVATE SECURITY\nASSOCIATION AND THE AMALGAMATED TRANSPORT AND GENERAL WORKERS’ UNION ON TERMS\nAND CONDITIONS OF SERVICE FOR WORKERS EMPLOYED BY THE UGANDA PRIVATE SECURITY\nINDUSTRY\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Revision 6th November 2006\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Ch2>ARTICLE 38: LONG SERVICE AWARDS\u003C\u002Fh2>\n\n\u003Cp>Long service awards will be at the discretion of the Company, incremental of\nfive years thereafter.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39: DEATH AND BEREAVEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-funeralpay\">\u003Cp>a)If an employee dies while on duty, the Company minimum of UGX 200,000 to\ncover other burial expenses.\u003C\u002Fp>\n\n\u003Cp>b)If an employee dies while in employment, the Company shall give a\nfacilitation of not less than UGX 500,000\u002F= to cover burial expenses.\u003C\u002Fp>\n\n\u003Cp>c)The estate of an employee who dies while in the following:\u003C\u002Fp>\n\n\u003Cp>i.Cash in lieu of earned annual leave\u003C\u002Fp>\n\n\u003Cp>ii.Salary and outstanding payments due at the time of death\u003C\u002Fp>\n\n\u003Cp>iii.Severance allowance at a rate of fifteen (15) days basic salary per\ncompleted year of service with the company or part thereof calculated at the\nemployee’s salary scale at the time of death.\u003C\u002Fp>\n\n\u003Cp>iv.Any other pending entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch2>ARTICLE 40: MEDICAL BENEFITS\u003C\u002Fh2>\n\n\u003Cp>a)The company shall provide medical services to all its employees when\ninjured on duty.\u003C\u002Fp>\n\n\u003Cp>b) UPSA Member Company of the employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Ch2>ARTICLE 41: HIV\u002FAIDS\u003C\u002Fh2>\n\n\u003Cp>Both parties are aware of and recognize the economic and social impact of\nHIV\u002FAIDS on the work scene. It is therefore, in the interest of both parties\nthat the issue is handled in an effective manner. Steps that discourage the\nspread of HIV among the employees and encourage those that are already infected\nto lead a life where they can still be useful to the employing organization\nmust be put in place. This can be achieved through a negotiated document on the\npolicy and approach to HIV\u002FAIDS at the work places that will spell out how the\ntwo parties can complement each other while fighting the HIV\u002FAIDS scourge. See\nappendix “C”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 42: HELTH AND SAFETY COMMITTEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The Company and recognize the importance of developing and maintaining\nhealth and safe working conditions in all places of work, and of keeping the\ncleanliness and safety standards in these places under constant review. This\ngoal can best be achieved through joint involvement of the Company management\nand the union at all levels.\u003C\u002Fp>\n\n\u003Cp>a) A Health and Safety Committee to deal with matters concerning the\nworkplace and consisting of seven members drawn from Company management shall\nbe formed. The Union shall nominate represent it on the committee. The Company\nshall nominate and Safety officer who shall chair the meetings of the\ncommittee\u003C\u002Fp>\n\n\u003Cp>b) Among other things the committee shall be charged with up guidelines on\noccupational health and safety of employees shall be in conformity with\ninternational convention\u002Finstruments on health and safety at places of work,\nthe Occupational Health and Safety Act being in force at the time and any other\nrelevant laws\u002For statutes in force.\u003C\u002Fp>\n\n\u003Cp>c) The committee shall seek guidance from the government or any occupational\nhealth and safety experts to determine the appropriate standards for each\nworkplace and recommend them to management for appropriate action.\u003C\u002Fp>\n\n\u003Cp>d) All employees will be required to follow agreed safe working practices,\ninstructions and rules with the internet of avoiding risk or injury to\nthemselves or others. This shall where necessary be done through education and\ntraining.\u003C\u002Fp>\n\n\u003Cp>e) The Union shall at acceptable times have access to the workplace to carry\nout health and safety inspections and conduct interviews.\u003C\u002Fp>\n\n\u003Cp>f) The committee will meet at least once every three month to review the\nhealth and safety situation in the Company.\u003C\u002Fp>\n\n\u003Cp>g) The provisions of Factories Act or any other relevant law inforce,\nnotwithstanding, every work place including the client’s premises may\noffer\u002Fprovide adequate accessible facilities for the convenience of employees,\nespecially the guards. Such facilities shall include toilets and water for\ndrinking and washing hands.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 43: RECREATION FACILITIES\u003C\u002Fh2>\n\n\u003Cp>a). The company shall provide uniforms and\u002For necessary protective\nwear\u002Fgears to all employees whose duties require their use in line with the\nuniform and\u002For safety and health policies. The company shall hold back a\nrefundable deposit for the cost of uniform.\u003C\u002Fp>\n\n\u003Cp>b).As a general rule, uniforms shall be replaced at least annually or as the\nsituation may warrant. However uniforms will be replaced in conformity with the\nOccupational, Health and Safety Regulations.\u003C\u002Fp>\n\n\u003Cp>c). Employees will be expected to respect and abide by all uniform\nregulations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix C: PROPOSED POLICY ON IIIV\u002FAIDS PREVENTION AND CARE FOR EMPLOYEES\nOF THE PRIVATE SECURITY INDUSTRY IN UG DA\u003C\u002Fh2>\n\n\u003Ch3>1. Preamble\u003C\u002Fh3>\n\n\u003Cp>AIDS is now considered a leading cause of death in many Africa countries.\nThis has had an effect of greatly decreasing the life expectancy at birth and\nincreasing child mortality, although due to the high fertility rates the\npopulation still continues to grow. It is expected that the age and sex\ndistribution of the labour force in many African countries will change due to\nthe rising number of widows and orphans seeking a livelihood and the large\nnumber of people with AIDS in the age group 20-4 9 years. This is likely to\nresult in the early entry of children into the active labour force, the early\nwithdrawal of people with AIDS and the retention of older people in the labour\nforce due to economic need.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AIDS- related illnesses and deaths of workers affect employers both by in\ncasing their costs and reducing revenues. They have to spend more on health\ncare, burial, training and recruitment of replacement employees. Revenues may\nbe decreased due to absenteeism because of illness or attendance at funerals,\nas I as time spent on training. Labour turn over may lead to a less experienced\nand therefore less productive workforce. Cases arc on record where, in some\norganizations granting of annual leave to employees had to be suspended\nresulting into attendant high operating costs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AIDS is therefore, a big threat not only to individual human’s life, but\nalso to the well being of the community, employers and the country at large. It\nis therefore, necessary that everything possible be done to stem the effects f\nof this pandemic to society. As stakeholders in the workplace scene the union\nand the association must contribute to this endeavour. The private security\nindustry is one of the most highly labour intensive industries in the country.\nThe odd hours that the bigger portion of the employees in the industry work, is\na contributing factor to the spread of HIV employees in the industry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is with the foregoing in mind that the following policy or code of\nconduct on HIV\u002FAIDS for the industry shall apply. This code is aimed at\nreducing\u002Feliminating the spread of HIV and the stigmas associated with AIDS. It\nalso aims at rationalizing the way HIV positive persons will be helped to cope\nwith life so that they may lead a more positive and productive life for the\nbenefit of both themselves and the employing organization.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Information, Education and Prevention\u003C\u002Fh3>\n\n\u003Cp>a. Information and education on HIV\u002FAIDS, being vital in the prevention of\ninfection and in the care for the infected, shall be freely available to all\nemployees at work places. The information provided shall be factual and will be\ntransmitted in languages and modes that the employees can easily understand.\u003C\u002Fp>\n\n\u003Cp>b. Awareness programmes at workplaces shall be developed jointly between\ncompany and the union.\u003C\u002Fp>\n\n\u003Cp>c. Provision shall be made for availability of free condoms and femidoms to\nemployees who may wish to use them.\u003C\u002Fp>\n\n\u003Cp>c) Identification, training and equipping of peer educators and counselors\nto help in the campaign against HIV\u002FAIDS shall be made through consultations\nbet the company and the union.\u003C\u002Fp>\n\n\u003Cp>d)Identification, training and equipping of peer educators and counselors to\nhelp in the campaign against HIV\u002FAIDS shall be made through consultations\nbetween the company and the union.\u003C\u002Fp>\n\n\u003Ch3>3. Testing and Confidentiality\u003C\u002Fh3>\n\n\u003Cp>a) Pre-employment tests for HIV and\u002For questioning about the zero status of\na candidate for purposes of determining employment shall not be allowed.\u003C\u002Fp>\n\n\u003Cp>b) There shall be no compulsory HIV testing of employees under any\ncircumstances\u003C\u002Fp>\n\n\u003Cp>c) Workers wil1, however, be encouraged to undergo voluntary HIV testing\nunder proper counseling and guidance.\u003C\u002Fp>\n\n\u003Cp>d) Workers will not be obliged to reveal their HIV status to the employer\nbut may voluntarily do so.\u003C\u002Fp>\n\n\u003Cp>4.Employment Protection\u003C\u002Fp>\n\n\u003Cp>a)No employee shall in any way be discriminated against as a result of his\nher HIV status.\u003C\u002Fp>\n\n\u003Cp>b). HIV\u002FAIDS status of an employee shall not in itself constitute a ground\nfor any form of termination of employment, except on voluntary basis.\u003C\u002Fp>\n\n\u003Ch3>5. Occupational Benefits\u003C\u002Fh3>\n\n\u003Cp>a) There shall be no loss of any employment benefits by an employee because\nof\u003C\u002Fp>\n\n\u003Cp>his\u002Fher HIV status.\u003C\u002Fp>\n\n\u003Cp>b)All the necessary counseling for employees and affected family members\nshall\u003C\u002Fp>\n\n\u003Cp>provided.\u003C\u002Fp>\n\n\u003Cp>c). Terminal benefits of employees who die while in or who voluntarily\nretire from\u003C\u002Fp>\n\n\u003Cp>the organization’s service shall be paid promptly.\u003C\u002Fp>\n\n\u003Ch3>6). Workers in Risky Occupations\u003C\u002Fh3>\n\n\u003Cp>a) Latex\u002Frubber hand gloves and other protective wear that can be used by\nthose assisting accident victims shall be carried in all company motor vehicles\nas part of the First Aid Kit.\u003C\u002Fp>\n\n\u003Ch3>7. Responsibilities of the Parties\u003C\u002Fh3>\n\n\u003Cp>a. The company shall:\u003C\u002Fp>\n\n\u003Cp>i. Maintain HIV\u002FAIDS affected employees in their usual jobs for as long as\nthey are able to perform those duties. Alternative jobs within the\norganization, as an alternative to voluntary retirement on medical grounds\nshall be provided where the employees are no longer able to cope with\nphysically or mentally demanding work.\u003C\u002Fp>\n\n\u003Cp>ii. Encourage and fully participate in bilateral\u002Ftripartite dialogue\u003C\u002Fp>\n\n\u003Cp>ii. Provide First Aid training for 100:1 employees\u003C\u002Fp>\n\n\u003Cp>b) The union shall:\u003C\u002Fp>\n\n\u003Cp>i. Develop and carry out HIV\u002FAIDS awareness campaigns\u003C\u002Fp>\n\n\u003Cp>ii. The union shall provide counseling services for the families of\nemployees who declare their zero positive status.\u003C\u002Fp>\n\n\u003Cp>iii. Encourage behavior change and self-policing among employees, especially\nthrough role model paying.\u003C\u002Fp>\n\n\u003Cp>iv.Evaluate and monitor all arrangements put in place concerning HIV\u002FAIDS at\nthe workplaces.\u003C\u002Fp>\n\n\u003Cp>v.Encourage and actively participate in bilateral\u002Ftripartite dialogue,\u003C\u002Fp>\n\n\u003Cp>vi.Carry out networking and advocacy work on HIV\u002FAIDS\u003C\u002Fp>\n\n\u003Ch3>8.SCOPE AND APPLICATION\u003C\u002Fh3>\n\n\u003Cp>This policy shall be read and applied in conformity with ILO\u002FHIV\u002FAIDS Code\nof practice and “World or work” and any other national policies on HIV\u002FAIDS\nas shall be in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fthe-collective-bargaining-agreement-between-the-uganda-private-security-association-and-the-amalgamated-transport-and-general-workers-union\u002Fthe-collective-bargaining-agreement-between-the-uganda-private-security-association-and-the-amalgamated-transport-and-general-workers-union\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            ",{"disabilitypay":44,"hivpolicy":48,"SENIOR_trigger":52,"healthandsafetypolicy":56,"funeralpay":60},{"bindId":45,"name":46,"text":47},"disabilitypay","ARTICLE 40: MEDICAL BENEFITS a)The compa","ARTICLE 40: MEDICAL BENEFITS\n\na)The company shall provide medical services to all its employees when\ninjured on duty.\n\nb) UPSA Member Company of the employees.",{"bindId":49,"name":50,"text":51},"hivpolicy","ARTICLE 41: HIV\u002FAIDS Both parties are aw","ARTICLE 41: HIV\u002FAIDS\n\nBoth parties are aware of and recognize the economic and social impact of\nHIV\u002FAIDS on the work scene. It is therefore, in the interest of both parties\nthat the issue is handled in an effective manner. Steps that discourage the\nspread of HIV among the employees and encourage those that are already infected\nto lead a life where they can still be useful to the employing organization\nmust be put in place. This can be achieved through a negotiated document on the\npolicy and approach to HIV\u002FAIDS at the work places that will spell out how the\ntwo parties can complement each other while fighting the HIV\u002FAIDS scourge. See\nappendix “C”",{"bindId":53,"name":54,"text":55},"SENIOR_trigger","ARTICLE 38: LONG SERVICE AWARDS Long ser","ARTICLE 38: LONG SERVICE AWARDS\n\nLong service awards will be at the discretion of the Company, incremental of\nfive years thereafter.",{"bindId":57,"name":58,"text":59},"healthandsafetypolicy","The Company and recognize the importance","The Company and recognize the importance of developing and maintaining\nhealth and safe working conditions in all places of work, and of keeping the\ncleanliness and safety standards in these places under constant review. This\ngoal can best be achieved through joint involvement of the Company management\nand the union at all levels.\n\na) A Health and Safety Committee to deal with matters concerning the\nworkplace and consisting of seven members drawn from Company management shall\nbe formed. The Union shall nominate represent it on the committee. The Company\nshall nominate and Safety officer who shall chair the meetings of the\ncommittee\n\nb) Among other things the committee shall be charged with up guidelines on\noccupational health and safety of employees shall be in conformity with\ninternational convention\u002Finstruments on health and safety at places of work,\nthe Occupational Health and Safety Act being in force at the time and any other\nrelevant laws\u002For statutes in force.\n\nc) The committee shall seek guidance from the government or any occupational\nhealth and safety experts to determine the appropriate standards for each\nworkplace and recommend them to management for appropriate action.\n\nd) All employees will be required to follow agreed safe working practices,\ninstructions and rules with the internet of avoiding risk or injury to\nthemselves or others. This shall where necessary be done through education and\ntraining.\n\ne) The Union shall at acceptable times have access to the workplace to carry\nout health and safety inspections and conduct interviews.\n\nf) The committee will meet at least once every three month to review the\nhealth and safety situation in the Company.\n\ng) The provisions of Factories Act or any other relevant law inforce,\nnotwithstanding, every work place including the client’s premises may\noffer\u002Fprovide adequate accessible facilities for the convenience of employees,\nespecially the guards. Such facilities shall include toilets and water for\ndrinking and washing hands.",{"bindId":61,"name":62,"text":63},"funeralpay","a)If an employee dies while on duty, the","a)If an employee dies while on duty, the Company minimum of UGX 200,000 to\ncover other burial expenses.\n\nb)If an employee dies while in employment, the Company shall give a\nfacilitation of not less than UGX 500,000\u002F= to cover burial expenses.\n\nc)The estate of an employee who dies while in the following:\n\ni.Cash in lieu of earned annual leave\n\nii.Salary and outstanding payments due at the time of death\n\niii.Severance allowance at a rate of fifteen (15) days basic salary per\ncompleted year of service with the company or part thereof calculated at the\nemployee’s salary scale at the time of death.\n\niv.Any other pending entitlement.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Uganda Private Security Association (UPSA) - 2006\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2006-11-06\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Security, cleaning, homework\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Private security activities\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: → Uganda Private Security Association (UPSA)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Amalgamated Transport and General Workers′ Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \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: → No\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \n         \n\n        \n        \n\n        \n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Allowance for seniority: →  % of basic wage\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → UGX  per month\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\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",[69],{"title":37,"slug":33},[71],{"type":72,"data":73},"call_to_action_body_block",{"title":74,"description":75,"variant":76,"link":77},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":74,"url":78,"description":74,"rel":79,"type":80},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[82],{"type":72,"data":83},{"title":74,"description":75,"variant":76,"link":84},{"title":74,"url":78,"description":74,"rel":79,"type":80},[]]