[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fthe-republic-of-uganda-collective-bargaining-agreement-between-fresh-handling-ltd-and-the-uganda-horticultural-and-allied-workers-union":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":211,"content_type_view":212,"extra_breadcrumbs":213,"body":215,"body_blocks":226,"related_pages":230},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":209,"translations":210},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"the-republic-of-uganda-collective-bargaining-agreement-between-fresh-handling-ltd-and-the-uganda-horticultural-and-allied-workers-union","b88fab40-05a5-11e3-ab75-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fthe-republic-of-uganda-collective-bargaining-agreement-between-fresh-handling-ltd-and-the-uganda-horticultural-and-allied-workers-union_1\u002Fthe-republic-of-uganda-collective-bargaining-agreement-between-fresh-handling-ltd-and-the-uganda-horticultural-and-allied-workers-union\u002F","Collective Bargaining Agreement between Fresh Handling Ltd and the Uganda Horticultural and Allied Workers Union - 2011","UGA FRESH HANDLING LTD - 2011","Uganda - UGA FRESH HANDLING LTD - 2011","UGA FRESH HANDLING LTD - 2011 - Agriculture, forestry, fishing",{"name":41,"data":42},"The Republic of Uganda Collective Bargaining Agreement Between Fresh Handling Ltd and the Uganda Horticultural And Allied Workers Union.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>THE REPUBLIC OF UGANDA COLLECTIVE BARGAINING AGREEMENT BETWEEN FRESH\nHANDLING LTD AND THE UGANDA HORTICULTURAL AND ALLIED WORKERS UNION ON TERMS AND\nCONDITIONS OF SERVICE FOR THE UNIONISABLE EMPLOYEES OF THE COMPANY\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 1:AFFIRMATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) This Collective Bargaining Agreement is made between Fresh Handling Ltd.\nhere-in-after referred to as “the Company” and Uganda Horticultural and\nAllied Workers’ Union (UHAWU), here-in-after referred to as “the\nUnion”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) This Agreement shall govern the Terms and Conditions of Service of all\nunionisable employees of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) In entering this agreement it is mutually agreed that it is in the\ninterest of Fresh Handling Limited and the Uganda Horticultural and Allied\nWorkers’ Union to have stability of operations and continuous reliable\nemployment for the mutual benefit of employees, management and all\nstakeholders. To attain this objective, it requires expeditious and peaceful\nresolution of issues that may arise in the course of management\u002Femployee\nrelations. Both parties therefore hereby agree to resolve any differences that\nso arise, through the process of collective bargaining and\u002For as may be\notherwise agreed between both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - COMMITMENTS AND OBJECTIVES\u003C\u002Fh2>\n\n\u003Cp>a) In concluding the agreement, both parties hereto agree to be always\nguided by the following:\u003C\u002Fp>\n\n\u003Cp>i. Attaining the improved workers’ working conditions and ensuring the\nprotection of the environment.\u003C\u002Fp>\n\n\u003Cp>ii. Attaining continuous improvement in workers’ earnings and generally to\nsafe guard the social and economic objectives of the workers.\u003C\u002Fp>\n\n\u003Cp>iii. Safe guarding the interests of the Company particularly with regard to\nimprovements in productivity and efficiency.\u003C\u002Fp>\n\n\u003Cp>iv. Taking into account the workers’ standard of living.\u003C\u002Fp>\n\n\u003Cp>v. Enable the Company to create a good working environment for its employees\nand to regulate and promote good working relations with the union, the company\nand all the employees.\u003C\u002Fp>\n\n\u003Cp>vi. To enable Fresh Handling Ltd to attract and retain high quality\nemployees.\u003C\u002Fp>\n\n\u003Cp>vii. To provide a basis for proper Human Resources Management and\ndevelopment.\u003C\u002Fp>\n\n\u003Cp>b)In the event of any difference in the interpretation of any part of this\nagreement, such matters shall be settled through the Grievance Procedure or in\naccordance with the Labour Disputes (Arbitration and Settlement) Act and in\naccordance with any similar legislation which may ensue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)All disputes shall be dealt with in accordance with the machinery laid\ndown in this agreement and the Recognition Agreement between the Company and\nthe Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3:ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>a) All vacancies in the Company shall be advertised internally followed by\nexternal advertising where no suitable candidate has been located through the\ninternal advertisements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) After attending an interview the successful candidate will be engaged\nsubject to passing a pre-placement medical examination by the Company\ndoctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Upon engagement a letter of appointment shall be given to the successful\ncandidate. The letter shall briefly describe the appointee’s duties, salary\nand other terms and conditions of service as appropriate. The appointee shall\nbe expected to notify the Company of his\u002Fher acceptance of the appointment\nwithin two weeks from the date of receiving the letter of appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4:CATEGORIES OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>The categories of employment into the service of the Company are as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Permanent Employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is an employee who has been confirmed in his\u002Fher appointment upon successful\ncompletion of his\u002Fher probation period at a salary within the Company’s\nsalary scales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Contract Employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged for a specific period and terms provided for in the\ncontract. No contract should exceed 6 months without review and renewal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Seconded Employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged under an agreement between the Company and his\u002Fher\nprincipal employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Temporary Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged under a letter of temporary appointment to handle\nwork whose volume or nature in the medium term may not necessitate permanent\nemployment. No contract should exceed 6 months without review and renewal.If\nthere are suitable vacancies, such an employee should be taken on by the\nCompany, subject to successfully passing the requirements of Article 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Casual Employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged under a letter of casual appointment and paid a\nweekly wage to handle work whose volume or nature in the short term would not\nnecessitate permanent employment. No contract should exceed 6 months without\nreview and renewal. If there are suitable vacancies, such an employee should be\ntaken on by the Company, subject to successfully passing the requirements of\nArticle 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5:PROBATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a) A newly recruited employee will be required to serve a probation period\nof six (6) months. During this period the Section Head shall assess the\nemployee’s performance and suitability for confirmation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) During the probationary period either party may terminate employment in\naccordance with the termination clause herein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) If the Company finds it necessary to extend the probation period of the\nemployee, then this period shall not exceed an additional six months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6:CONFIRMATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Human Resources Officer shall seek confirmation of an employee on\nprobation at least one month before the date of expiration of the probation.\nShould the Company not raise any case against the confirmation of an employee\nby the date on which his\u002Fher probation expires, the employee shall be deemed\nconfirmed in his\u002Fher employment and shall start enjoying all benefits due to a\npermanent employee of the Company with effect from the due date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7:INDUCTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) A newly recruited employee shall be given an appropriate induction course\nto be followed by necessary on-the job training and\u002For other courses of\ntraining that will enable the employee to perform his\u002Fher duties\nsatisfactorily.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The Human Resources Officer shall ensure that this procedure is carried\nout promptly before the employee commences his\u002Fher duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8:TRAINING\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>a)The Company shall draw up a Training and Development programme and Policy\nfor all employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)The training programme shall take into consideration the promotional\nrequirements and aspirations of employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9:PROMOTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Upon availability of a vacancy, the Company shall first advertise the same\ninternally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Promotion shall be based on merit and shall be open to all employees of\nthe Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)The Human Resources Officer shall inform the concerned employee about the\npromotion in writing, stating the effective date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10: PERFORMANCE MANAGEMENT PROGRAMME (PMP)\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Company shall institute and maintain a Performance Management\nProgramme (PMP) that shall, among other objectives, aim at improving the\nemployee’s performance and contribution to the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) At the beginning of each year, the Company Objectives shall be cascaded\nthrough the organisation and by end of Q1, all employees will have discussed\nand agreed their objectives for the year with their Supervisor. These\nobjectives will be put on a Staff Appraisal Form\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) At the end of the year, the Supervisor will complete the employee’s\nStaff Appraisal Form and will hold a meeting with the employee where the\nAssessment will be discussed and the employee will be given the opportunity to\ncomment and record in writing on the Appraisal form their views on the\nappraisal. The appraisal shall be used to determine the employees Annual Bonus\nand, if appropriate, any merit increase\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11: GENERAL INCREASE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)All Employees shall receive an annual general increase within their salary\nscales unless stopped for disciplinary action. Any such action taken shall be\nconveyed in writing to the concerned employee. The annual General Increase will\nbe determined by the Company undertaking a market review of the labour rates\nprevailing in the local industry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Merit salary awards for exemplary performance may be granted to an\nemployee at the discretion of the Company and employee shall be informed of any\nsuch merit awards in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12: ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subject to the satisfactory financial performance of the Company, the\nCompany will set aside a sum to be distributed to employees at the end of the\nyear as an Annual Bonus. This bonus shall be distributed on the basis of the\nPMP Appraisal rating, the employee’s individual performance and contribution\nto the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 HOURS AND PLACE OF WORK\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>a) Administration and Finance Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Administration and Finance are required to work a 5 day 40 hour week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Operations Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Operations Staff are required to work a 5 day 48 hour week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Fresh Handling operates in the Aviation transportation industry where\nthe ability to provide continuous 24 hour coverage, 365 days per year may be\nrequired in response to operational needs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) Due to the size of the Company and the varying nature of the business\noperations cycle, the Company and Union recognises that establishing a regular\n24 hour shift pattern is neither efficient nor cost effective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.) To meet the demands of the business, a flexible shift pattern has been\ndesigned as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cp>v.) All Operations staff are rotated through the Early Shift and the\nAfternoon shift on a rolling cycle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Early Shift is from 8am – 5pm with one hour off for lunch\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The Afternoon shift is from 2pm to the time the last plane is loaded and\nhas departed, with one hour off for supper.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi.) Due to the variation in the plane departures, it is not possible to fix\na standard finish time to the Afternoon Shift. However, the Shift Roster will\nensure:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Shift workers, will be rostered according to the operational requirements\nof the Company and shall enjoy two days’ rest per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>b) The standard working hours shall not, on average, be more than ten (10)\nhours per day or forty eight (48) hours per week spread over a 3 week cycle.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) No employee will work more than fifty six (56) hours in any one week\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14: OVERTIME AND PAYMENTS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>a)Hours of work shall be as set out in article 13 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Overtime work is a practice that should be discouraged. However, where an\nemployee works more than an average of 48 hours per week spread over a 3 week\ncycle, overtime payment will be 50% on top of the basic hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15: RATES OF PAY\u002FSALARY SCALES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-PAYSCALES_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-WAGES_determined\" class=\"cbaClause highlight\">\u003Cp>Each employee shall receive the rate of pay corresponding to the salary\nscale of his\u002Fher grade as designated by the Company and the salary scales shall\nbe amended from time to time. (See Appendix A)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16: LEAVE GENERAL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Leave is authorised absence from duty and shall be taken by all staff\nwhenever due. Leave may be classified as: Annual, Sick, Maternity, Paternity,\nCompassionate and Unpaid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)All employees of the Company are entitled to leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Management shall, in consultation with the employees, schedule annual\nleave and display the schedule for information of employees.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17: ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cp>a)Every employee of the Company shall be entitled to a normal annual leave\nof 21 working days per year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)No employee shall be allowed to accumulate leave beyond the year of\nentitlement, except where such accumulation is within the limits of the laws of\nthe country.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18: ANNUAL LEAVE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on annual leave shall be entitled to payment of an\namount of money equal to 50% of his\u002Fher monthly salary in addition to the\nnormal salary payments for that month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19: SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-maxsicknesspaytype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>An employee who, on account of sickness is unable to report on duty for\ncontinuous period shall be entitled to the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Full salary for the first two (2) months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Half salary for the next month following (i) above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) Following (ii) above, Management may consider terminating the\nemployee’s services with the Company on medical grounds after consulting the\nCompany Doctor, an Employee’s nominated Doctor and in the case of any\ndispute, a Government appointed Doctor\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20: SICKNESS WHILE ON LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Sickness contracted during leave, will not affect the leave but at the\nexpiry of the leave the days of absence necessitated by the sickness if\ncertified by the Company Doctor will be treated as sick leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The employee shall be required to produce proof of the sickness while on\nLeave to the Company from an accredited Medical Practitioner\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21: MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv id=\"clause-paidmaternityleavepay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cp>a) Any female employee of the Company shall be entitled to sixty (60)\nworking days with full pay as maternity leave. The leave may be taken fifteen\n(15) days prior to the expected date of delivery or any such date as prescribed\nby the doctor.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>b) Should the employee require her due Annual leave after the expiry of\nmaternity leave, she shall be allowed to take it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Should the employee require additional leave after (a) and (b) above,\nManagement may consider and grant such leave as leave without pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22: PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>A male employee will be entitled to five (5) working days as paternity leave\nwhen his registered spouse delivers or develops complications during her\nconfinement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23: LEAVE FOR SPECIAL REASONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Leave with full pay shall be granted under special circumstances as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Death of a member of immediate family (spouse or child) – five (5)\nworking days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Death of close relative (father, mother, sister, brother,\nfather\u002Fmother-in-law) – three (3) working days\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Marriage – five (5) working days\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Other reasons – the authorised days to be offset from annual leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24: ABSENCE WITHOUT OFFICIAL LEAVE (AWOL)\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) A Company employee shall not absent himself\u002Fherself from duty without\nprior permission or just cause. Should the employee do so, for a continuous\nperiod of seven (7) days he\u002Fshe shall be regarded as having forfeited his\u002Fher\nemployment on the grounds of abscondment with effect from the first day of such\nabsence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Where an employee fails to report on duty after leave or off-duty the\nseven (7) days of absence referred to above shall commence from the date he\u002Fshe\nwas supposed to report for duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25: GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays2\" class=\"cbaClause highlight\">\u003Cp>a)Gazetted Public Holidays shall be with full pay at the expense of the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)In the event of a permanent employee being required to work on a public\nholiday, the Company shall pay him\u002Fher a premium of 50% on top of the normal\nhourly rate for the time worked. At a convenient time the employee will also\ntake a day off in-lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)The following public holidays, plus any other days as may from time to\ntime be declared as so by Government shall be observed by the Company:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• The New Year’s day...................1st January\u003C\u002Fp>\n\n\u003Cp>•NRM Victory day ...........................26th January\u003C\u002Fp>\n\n\u003Cp>•Women’s day.................................. 8th March\u003C\u002Fp>\n\n\u003Cp>•Idd el Adhuha.................................(As shall be gazetted)\u003C\u002Fp>\n\n\u003Cp>•Idd el Fitr.......................................(As shall be\ngazetted)\u003C\u002Fp>\n\n\u003Cp>•Labour day .......................................1st May\u003C\u002Fp>\n\n\u003Cp>•Uganda Martyrs’ day...........................3rd June\u003C\u002Fp>\n\n\u003Cp>•Heroes’ day......................................... 9th June\u003C\u002Fp>\n\n\u003Cp>•Good Friday.............................................. **\u003C\u002Fp>\n\n\u003Cp>• Easter Sunday................................................**\u003C\u002Fp>\n\n\u003Cp>•Easter Monday.............................................. **\u003C\u002Fp>\n\n\u003Cp>•Independence day .....................................9th October\u003C\u002Fp>\n\n\u003Cp>•Christmas day.............................................. 25th\nDecember\u003C\u002Fp>\n\n\u003Cp>•Boxing day ...................................................26th\nDecember\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>**Dates change every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26: DISCIPLINARY POLICY AND PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DISCIPLINARY POLICY\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Both Management and Union believe that as adults, we should self-regulate\nour behaviour and actions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)In order to harmonize our actions however, both Management and the Union\nhave put in place some basic guidelines on what we can do and what we cannot do\nwhile at work. The main theme of these guidelines is the assumption that as\nrational human beings, we are capable of differentiating between individual\nconcerns and organizational interests.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)The immediate supervisor of an employee represents management at that\nlevel. The supervisor therefore has the primary duty of developing, assisting,\ncoaching, counselling and if necessary, disciplining the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)Notwithstanding the foregoing generalities, the Company shall be guided by\nthe following principles in the application of disciplinary measures and\nproceedings:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Disciplinary action to be taken promptly\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The objective of a disciplinary action is to bring about change in the\nundesirable behaviour. It therefore follows that action on the part of the\nsupervisors and the Disciplinary Procedure must be taken promptly and in line\nwith the alleged offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii). Formal Disciplinary Hearings\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Charges for any offence that warrants a disciplinary action other than a\nverbal reprimand must be presented at a Formal Disciplinary Hearing. The\nemployee must be told what alleged offence he\u002Fshe has committed and invited to\nattend a Formal Disciplinary Hearing, together with his\u002Fher TU representative.\nThe HR Officer must be in attendance at the Disciplinary Hearing when the\nemployee is given the opportunity to respond to the charge. Disciplinary action\nwill only be imposed in respect of an offence for which an employee has been\ncharged and found guilty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) Penalties to be Progressive\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Penalties should be commensurate to the seriousness of the offence. However,\nfor minor offences, penalties imposed for disciplinary offences should normally\nbe progressive and severe penalties will not normally be imposed unless the\nemployee concerned has previously received a written warning letter concerning\nhis \u002F her conduct. This shall however not apply to any proven instances of\nGross Misconduct\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.) Right to appeal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every employee shall have the right to appeal to a higher level of\nmanagement any disciplinary charges and to appeal to against any disciplinary\ndecision and penalty imposed upon him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DISCIPLINARY PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disciplinary Offences\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disciplinary Offences can be broadly categorised into Standard Offences and\nGross Misconduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Standard Offence\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Offences such as; short term absence without permission; late coming;\nrefusal to follow a Supervisors Instruction; failure to carry out standard\noperating procedures, horseplay, sexual harassment, offensive behaviour etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) A standard offence would ordinarily attract a Recorded Oral Warning,\nWritten Warning or Suspension without Pay, depending on the severity of the\noffence. However, under the Progressive Disciplinary policy, repeated offences\nwill attract more severe penalties up to and including termination. Up to a\nmaximum of three warnings can be issued and thereafter termination would be\ncontemplated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>b) Gross Misconduct\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) An employee will not be dismissed for a first offence unless that\noffence amounts to gross misconduct. Instances of gross misconduct are:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wilful destruction or theft of property belonging to the Company or another\nemployee; assault; being under the influence of drink or drugs; wilfully\nendangering others; taking part in unauthorised activities when he\u002Fshe should\nhave been working; falsification of records or documents upon which salary or\nother payments are calculated and prolonged unauthorised absence. This list is\nnot exhaustive however and other serious departures from acceptable behaviour\n(including breach of important rules and instructions) may amount to gross\nmisconduct in the circumstances of the case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Disciplinary dismissals whether for one act or an accumulation, will be\nwithout notice or payment in lieu. If an incident has occurred which might\nwarrant dismissal, on its own or when taken with previous offences, an employee\nmay be suspended on half-pay until a decision can be made.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) If a matter involving dishonesty or misconduct is to be the subject of\na prosecution in a Court of Law, the Company may await the outcome before\ndeciding what disciplinary action is appropriate. But the Company may take\ndisciplinary action before Court proceedings are opened or completed if there\nis, in the Company's view, sufficient information about the circumstances of\nthe particular case to arrive at such a decision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.) Conviction in a Court of Law for an offence not directly connected with\nemployment may lead to an employee being dismissed if the matter affects\nhis\u002Fher suitability as an employee of the Company. In any case where a Court\nconviction has been a factor in the Company's decision, the Company will, if a\nsubsequent judicial appeal is successful, and the employee desires, reconsider\nthe case with a view to re-engagement or reinstatement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Disciplinary Actions\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an employee commits an offence, which is not serious enough to warrant\nsummary dismissal from the Company, the following disciplinary actions may be\napplied, depending on the nature of the offence:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) ROW – Recorded Oral Warning – stays on the record for 12 months\nShould an identical or similar minor offence be committed by the same employee\nwithin 12 months then a 1st Written Warning may be issued\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Ist Written Warning – stays on the record for 24 months Should an\nidentical or similar offence be committed by the same employee within 24 months\nthen a 2nd Written Warning may be issued.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.).2nd Written Warning – stays on the record for 24 months Should an\nidentical or similar offence be committed by the same employee within 24 months\nthen a Final Written Warning may be issued\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.) Final Written Warning - Should the employee commit an identical or\nsimilar offence the third time following the 2nd warning, the Human Resources\nOfficer shall issue a final warning letter with a copy to the Union. After the\nfinal warning letter has been issued to the employee and he\u002Fshe commits another\noffence his\u002Fher services with the Company may be terminated by the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v.)Suspension Without Pay – If an employee commits an offence that is\nconsidered very serious, but does not amount to gross misconduct, suspension\nwithout pay my be given for 1, 3 or 5 days\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 27: SUSPENSION FROM DUTY\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Company may suspend any employee from duty on suspecting him\u002Fher to\nhave committed a serious offence that requires investigation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Suspension shall be in writing, specifying the cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) During suspension period an employee shall be paid half of his\u002Fher\nsalary. After completion of the investigations by the Company, if appropriate,\nthe Disciplinary Procedure as contained in Article 26 shall be followed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Whenever an employee on suspension is re-instated, his\u002Fher dues withheld\nbecause of suspension shall be paid to him\u002Fher unless stopped as a result of\ndisciplinary action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e)Should it become necessary to terminate the services of an employee who\nhas been on suspension, the effective date of termination shall be the date\nwhen the suspension started.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) No employee shall suffer suspension for more than thirty (30) days.\nShould the Company fail to come with its final findings and action within two\nmonths of suspension or fail to have any good reason for the delay the employee\nshall immediately be re-instated to his \u002F her duties without loss of any\nbenefit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28: TERMINATION OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Either party may terminate the contract of employment between an employee\non permanent terms and the Company by giving the other party written notice of\nintention to terminate the contract in a manner specified hereunder or by\npayment of the equivalent in lieu of notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Two weeks if the service has lasted less than twelve months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) One month if the service has lasted at least one year but less than five\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Two months if the service has lasted at least five years but less than\nten years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv)Three months if the service has lasted at least ten years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Following reasons shall, inter-alia constitute grounds for termination of\nservices:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Inefficiency in performance of duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Breach of Company Rules and Regulations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) Gross Misconduct (Summary Dismissal)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.) Abscondment (Summary Dismissal)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v.) Failure to obtain the necessary qualifications (after being sponsored by\nthe Company), which are required for proper performance of the job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi.) Voluntary resignation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii.) Medical unfitness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Upon termination of services the employee shall be entitled to the\nfollowing Terminal Benefits:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Salary and due to allowances up to the date of termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Annual leave prorated up to the date of termination. Such payment shall\ninclude all allowances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Terminal Benefits at a rate of a half months salary per each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv) In addition, in case of termination on medical grounds, any additional\nprovisions under Article 32 Retirement will be applicable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29: SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Company may summarily dismiss from its services an employee who shall\nbe guilty of Gross Misconduct as defined in Article 26.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Upon summary dismissal, the employee shall lose all terminal benefits\npayable by the Company except the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Salary and allowances due up to the date of dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Annual leave prorated up to the date of dismissal. Such payment shall\ninclude all allowances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) Any long service awards earned but not yet received by the\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30: GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any employee, or group of employees, may raise an individual or collective\ngrievance with the Company by following the procedure below. However, if the\nissue is already covered under the Collective Bargaining Agreement, the\ngrievance will be rejected, any such cases will be notified to the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Stage 1 - An Employee who wishes to raise an issue in which he is\ndirectly concerned shall first discuss it with this immediate Supervisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Stage 2 - If the issue is not settled to the satisfaction of the Employee\nhe may refer it to his Union Representative, who will discuss it with the\nEmployee's Section Head If the issue is not settled at Stage 2, the Section\nHead will complete a Procedure Report Form and submit it to HR Officer and copy\nthe Union Representative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Stage 3 - If there is no agreement the Employee and Union Representative\nmay then raise the issue with the General Manager .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Stage 4 - If the matter is not resolved after Stage 3, the Union\nRepresentative may refer it to the Joint Negotiating Committee (JNC)\u003C\u002Fp>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Cp>e) Stage 5 - If the matter is not resolved after Stage 4, the Union\nRepresentative may refer the matter to the General Secretary of the Trade\nUnion, who may, if necessary, request a meeting with the appropriate Company\nRepresentatives. The local Union Representatives and the Employee(s) concerned\nwill be invited to attend any such meeting between the General Secretary and\nthe Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Unless otherwise agreed between the parties the Procedure must be\ncompleted within ten working days of its being formally recorded on the\nProcedure Report Form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) If the matter is not resolved after Stage 5, the Procedure will be\nconsidered exhausted and the General Secretary may take up the matter with the\nTrade Disputes (Arbitration and Settlement) Act 2006 and\u002For any other relevant\nstatutes in force at the time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31: STANDARDS OF CORPORATE CONDUCT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fresh Handling Ltd of Uganda is a responsible corporate citizen and, to\nassure that integrity in business practices is never compromised, has\nestablished Standards of Business Conduct. The Company expects employees to act\nin strict compliance with the letter and spirit of the law and of the Company's\npolicy. The Company's commitment to integrity has real substance only when its\nemployees have their personal commitment to integrity. Corporate integrity\nalways begins and ends with the individual. Employees should not only avoid\nun-ethical business practices but also should avoid conduct that might be\nmisinterpreted by others or provides any basis for question as to its\npropriety. Employees may not engage in any act that could possibly be construed\nas giving or receiving a bribe that involves a conflict of interest.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The policy covers giving or receiving gifts or favours, social amenities,\nreporting of certain financial interests, and other relationship matters. If in\nany doubt about any of the matters covered in this document, please seek advice\nfrom your HR Department, a Board Member or the General Manager.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Giving and Receiving of Gifts or Favours\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• No employee may solicit, either directly or in-directly any gift or\nfavour from an organisation with which the Company does Business or that seeks\nto do business with the Company.\u003C\u002Fp>\n\n\u003Cp>• No employee may accept or give a gift that exceeds a maximum value of\nUGX 20,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>• Gifts given or received should bear the giving Company's name, have\npublicity value and be for office use (pens, diaries etc.)\u003C\u002Fp>\n\n\u003Cp>• Gifts received with a value exceeding the established maximums should be\nreturned or submitted to Human Resources for appropriate disposal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Social Amenities\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Business-connected social contacts can be in the best interest of the\nCompany when properly conducted on a limited basis. Examples include the\nacceptance or giving of refreshments or meals before or after a business\nmeeting. Employees should make every effort to ensure that there is not the\nslightest reason for a third party to view the relationship as improper. Prior\napproval of the General Manager is required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Reporting of Certain Financial Interests\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company has no desire to interfere with the personal financial affairs\nof its employees unless an outside interest concerns an organisation with which\nthe Company does business. No employee may, either directly or indirectly, have\na financial interest in an organisation with which the Company does Business\nwithout a special exception. Each employee shall report, for information\npurposes, the details of any financial interest held either directly or\nindirectly by any employee or by any family member in an organisation with\nwhich the Company does business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unauthorised disclosure of confidential information can damage the Company's\ncompetitiveness and reputation. Therefore, no employee may disclose\nconfidential information to any outside organisation or individual prior to\nreceiving proper authorisation. This includes, for example information about a\nsupplier quote, specification, future business plans, pricing, financial data\netc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No employee may perform work or render service for an Organisation with\nwhich the Company does business or that seeks to do business with the Company\nwithout prior written approval of the Board of Directors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Administration\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employees must sign a Standards Of Business Conduct declaration form\nindicating that ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.They have read, understood and agreed to the Company's Standards of\nBusiness Conduct Policy and;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Neither they, nor any member of their family, have any financial interest\nin an organisation with which the Company does business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any such financial interests must be reported and will be reviewed by the\nBoard of Directors for appropriateness. Any employee who knowingly violates\nthis policy shall be subject to disciplinary action, including possible\ndismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The signed form must be returned to the HR Officer and this will be placed\nin your personal dossier. It is Company policy to regularly ask employees to\nreaffirm their acceptance of the Company's Standards of Business Conduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32: RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Retirement shall be considered under the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Voluntary retirement after a minimum service of twenty (20) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Early retirement with benefits will be granted at the discretion of\nManagement. Payments of benefits in this case may be deferred\u002Fdelayed by six\n(6) months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) Retirement on medical grounds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.) Compulsory retirement after an employee has attained the statutory age\nof 60 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Upon retirement for any of the above, the employee shall be entitled to\nthe following benefits:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.) Three months written advance notice or salary and allowances in-lieu of\nnotice of retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.) Annual leave prorated up to the date of retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.) Salary and allowances due up to the date of retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.) Terminal Benefits at a rate of a half months salary per each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v.) Any outstanding long service awards in accordance with Article 33\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33: LONG SERVICE AWARDS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>a) In order to show appreciation for services rendered by an employee and as\nan incentive to employees to work diligently so as to serve the Company for a\nlong time, the Company shall make the following Long Service Awards:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) After five (5) years of service the employee will receive a bicycle or\nits equivalent in value at that time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) After ten (10) years of service the employee shall receive forty (40)\npieces of three (3)-metre pre-painted corrugated iron sheets of gauge twenty\neight (28) and one (1) ton of cement or their equivalent in value at the\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) In addition to the various awards mentioned above the Company shall, at\neach of the stages, issue the employee with a Certificate of Long Service\nstating the period served.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34: TERMINATION BY DEATH & DEATH OF DEPENDANTS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>a) When an employee dies while in the service of the Company, the Company\nshall provide UGX 500,000\u002F= as contribution to funeral and burial expenses.\nThereafter all terms of Article 32 will apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) In the event of death of a registered spouse shall provide the family\nwith a sum of UGX 500,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) In the event of death of a registered child the company shall provide the\nfamily with a sum of UGX 400,000\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) In the event of death of a parent the company shall provide the family\nwith a sum of UGX 300,000\u002F=.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 35: REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) For the purpose of this article “Redundancy” shall mean termination\nof employment of an employee or a group of employees by the Company due to\noperational or financial problems beyond the Company’s control, but including\nrestructuring and reorganisation. Such a step shall normally come as a last\nresort to be taken by the Company only after having failed to avert such\nproblems and after consultation with the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Selection for redundancy will in the main be determined by seniority, but\nwill include an assessment of the relative skills, merit and ability of\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Should it become necessary for the Company to select employees for\nredundancy, no employee shall be at a disadvantage because of his\u002Fher\nmembership to the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Should there be need to fill any vacancy after redundancy, priority in\nrecruitment shall be given to employees who were affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>e) Any employee being declared redundant shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Three months written advance notice or salary and allowances in-lieu of\nnotice of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Annual leave prorated up to the date of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Salary and allowances due up to the date of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi.) Terminal Benefits at a rate of a half months salary per each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Any outstanding long service awards in accordance with Article 33.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36: GROUP ACCIDENT INSURANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>The Company shall provide insurance cover against any injury to all its\nemployees while at work or on Company Business\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37: RIGHT TO STOP AND SEARCH\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Both parties recognise the importance and right of security personnel of\nthe Company to carry out the “Stop And Search” practice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)However, the act of carrying out this practice should be done in the most\nhumane and professional manner possible so as to avoid causing embarrassment to\nthe person being searched.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38: UNIFORM AND PROTECTIVE WEAR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Company shall provide uniforms and\u002For necessary protective wear\u002Fgear\nto all employees whose duties require their use in line with the uniform\npolicy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The number, type and life of uniform and protective wear\u002Fgear shall be\nconsidered according to requirements. Any such items issued shall remain the\nproperty of the Company as provided for under uniform policy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Employees issued with Company uniforms and\u002For protective wear\u002Fgear shall\nbe obliged to respect and keep them in good order and shall ensure that they\nare not abused in any way.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39: MEDICAL BENEFITS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>a) The Company shall provide and maintain free of charge to the employee,\none (1) registered spouse and one (1) registered dependant a designated clinic\nto attend for medical problems. Registration of employee dependants shall be\nreviewed on an annual basis or updated on an as need basis\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) In case the patient’s problems cannot be effectively handled by the\nCompany clinic, the patient shall be referred to a hospital or other medical\ncentre at the Company’s expense by the Company Doctor only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) In case hospitalisation becomes necessary the Company shall, in\nconsultation with the Company Doctors, make arrangements with appropriate\nhospitals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) The Company shall not meet bills related to accommodation in hospitals\nprivately arranged by the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) The Company’s responsibility for medical attention and treatment in\ncase of continuous sickness of an employee shall cover the period of sick leave\nprovided for under Article 19.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) The Company shall refund costs of delivery up to a maximum of 750,000\u002F=\nof the costs incurred by a female or male employee in connection with child\ndelivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40: HEALTH AND SAFETY COMMITTEE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetytraining\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a)A Health and Safety Committee consisting of not more than five (5) members\ndrawn from Management and the Union shall be formed to deal with matters\nconcerning health and safety at work the Union shall be represented by three\n(3) members nominated by the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Among other things the Committee shall be charged with the responsibility\nof drawing up guidelines on Occupational Health of employees and safety at\nworkplace as may be provided for in the Factories Act and other relevant\nGovernment or International regulations\u002Fstatutes.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 41: HIV\u002FAIDS AND THE WORKPLACE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Cp>i) Realising the negative effects HIV\u002FAIDS has caused to humanity world over\nand to Uganda, both the Company and the Union agree to establish and maintain a\nwork place HIV\u002FAIDS policy to protect and safe guard employees against the\nscourge and its related stigma.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) The policy shall:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Establish a non-discriminatory environment in which employees living with\nHIV\u002FAIDS are able to be open about their status without fear of stigma or\nrejection.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Promote the understanding that HIV and Aids shall be treated like any\nlife threatening condition and that employees living with HIV\u002FAIDS have the\nsame rights and obligations.\u003C\u002Fp>\n\n\u003Cp>c) Ensure that where cases of prejudice and victimization occur due to\none’s health status, management shall take disciplinary action against those\nconcerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Ensure that no applicant for employment shall be discriminated against in\nthe selection process on account of his\u002Fher HIV\u002FAIDS status\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) No employee shall be dismissed because he\u002Fshe has been identified as an\nAIDS victim.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) No employee shall be removed from their normal place of work or from\ntheir normal duties, or isolated because on account of their HIV\u002FAIDS\nstatus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Employees affected by HIV\u002FAIDS may under exceptional circumstances, and\nonly on the advice of a medical practitioner be retired on medical grounds or\ntransferred to an alternative section when and if the employee concerned has\nbeen identified as a risk to others in the work place or where his\u002Fher health\ninterests would be better in an alternative function.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Put in place measures including education, training, and awareness\ncreation and counselling to ensure that transmission of HIV\u002FAIDS at the\nworkplace is minimized or avoided.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-discrimination\">\u003Cp>iii) Employees shall be counselled and notified that no HIV\u002FAIDS victim\nshall be treated unfairly with regard to:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Recruitment procedures, advertising and selection and appointment\ncriteria.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Remuneration, employment benefits and terms and conditions of\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Training and development\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Performance evaluation systems, promotion, transfer and demotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Job assignments\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Disciplinary measures.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv) HIV\u002FAIDS testing and confidentiality\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Company shall neither require any employee to be tested for HIV\u002FAIDS\nnor demand that medical examination be taken on any person to ascertain the\nHIV\u002FAIDS status before employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Where testing is done at the initiative of the employee and the employee\ncontacts management for assistance, the company shall engage the services of an\nAIDS resource centre such as TASO, which shall provide the necessary medical\ncare at the company’s cost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)All employees living with HIV or AIDS shall have the right to privacy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) An employee, who may discover that he\u002Fshe is HIV+, is under no obligation\nto inform management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) An employee with symptoms of HIV or full-blown AIDS may be advised to\nseek the services of a Counsellor employed by the Company for advice on the\n‘wellness programme’ entailing diet and life style, which is designed to\nbolster the health and longevity of employees suffering from different\nailments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Any breach of confidentiality in regard to HIV\u002FAIDS or any other health\nstatus shall be followed by an immediate dismissal and possible prosecution of\nthe officer involved.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 42: MEALS PROVISION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight focus\">\u003Cp>a) The Company shall provide meals to employees while on Company duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The meals include break-tea\u002Fcoffee, lunch or supper.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) These meals will be provided at no cost to the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43: STAFF TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>The Company shall provide transport to all its employees reporting for and\noff duty and while on official duties within the vicinity of Entebbe\nMunicipality. The furthest pick up\u002Fdrop off point for transport to and from\nduty will be the Mpala taxi stage on the Kampala to Entebbe highway.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 44: STAND-IN ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-CONSIGN_trigger\" class=\"cbaClause highlight\">\u003Cp>a) Whenever a post falls temporarily vacant for more than 2 weeks, a\ncompetent employee may be asked to stand-in.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) If the position grade is of a higher grade than the individual\nstanding-in, a stand-in allowance will be paid. If the position is one grade\nhigher, the allowance will be 10% of monthly salary, if 2 grades higher, the\nallowance will be 20% of monthly salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) If the vacancy still exists beyond the six months period, the employee\nwho will have acted for that period will be appraised and confirmed in the\nposition or reverted to his\u002Fher former position if found unsuitable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 45: WARM CLOTHING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee proceeding on duty\u002Ftraining to a country where temperate and\ncold climatic conditions prevail shall be given a warm clothing allowance of\nthree hundred US dollars (US $ 300) provided that the allowance shall not have\nbeen given to the employee in the preceding two years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 46: SALARY ADVANCES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003Cp>Salary advances shall be granted at the discretion of management in the\nevent of unplanned or emergency circumstances. The advance shall not exceed one\nmonth’s gross salary and shall be recovered in a maximum of six equal\ninstalments. No advance will be granted while a previous one is not yet fully\nrecovered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTCLE 47: RETENTION OF PARTIALLY INCAPACITATED EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee becomes partially incapacitated arising out of an\noccupational hazard\u002Faccident the Company shall retain the employee in service\nprovided the advice of the Company Doctor is in conformity with such a\ndecision. The employee will have to perform as any other staff in the new\njob.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 48: CHANGE\u002FTRANSFER OF COMPANY\u002FUNION DESIGNATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)In the event of the Union re-registering with the Registrar of Trade\nUnions under another name or transfers its members to another trade union\nduring the term of this agreement, the agreement shall continue to apply and\nremain binding on the successor workers organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)In the event of the Company re-registering under another name or\ntransferring its business or part of it to another employer during the term of\nthe Agreement, the agreement shall continue to apply and remain binding on the\nsuccessor employer. The existing employee shall however retain the option to\ncontinue with a new employer or to be retired on the existing terms.\nThereafter, the employee shall be free to enter a new contract of employment\nwith the incoming employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 49: COMPANY FACILITIES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Company shall be responsible for providing equipment and facilities\nnecessary for the proper conduct of its business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) It is agreed that every worker shall be accountable for the\ntools\u002Ffacilities accorded to him\u002Fher by the Company that are needed for the\nproper conduct of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 50: NEW TECHNOLOGY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Management shall provide all the necessary literature for information on\nthe operation and safety features of any new technology.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Management and Union shall ensure that any new technology is introduced\nfor the sole purpose of improving on the quality and productivity of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Any employees who may be affected by the introduction of new machines will\nbe retrained and deployed in other departments if fit for a new job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 51: CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When an employee retires or leaves the Company services either on his\u002Fher\nown accord or his\u002Fher services being terminated under the provisions of this\nagreement he\u002Fshe shall be issued with a certificate of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 52: RECREATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company shall with time develop recreation activities and sports for its\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 53 - SEXUAL HARRASMENT POLICY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>a) The Company and the Union agree to establish and always maintain a zero\ntolerance policy against sexual harassment in the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) A supervisor, manager, union representative or an employee who seeks for\nsexual intercourse, contact or any other form of sexual activity shall have\ncommitted an offence of sexual harassment if his\u002Fher actions contains any or\nall of the following ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Implied or express promise of preferential treatment in employment\u003C\u002Fp>\n\n\u003Cp>ii) Implied or express threat of detrimental treatment in employment.\u003C\u002Fp>\n\n\u003Cp>iii) Use of language written or spoken of a sexual nature\u003C\u002Fp>\n\n\u003Cp>iv) Uses visual material of a sexual nature or demonstrates behaviour of a\nsexual nature.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Any manager, supervisor, union representative or an employee who sexually\nharasses any company employee shall upon proof be dealt with in accordance with\nthe Disciplinary Procedure. Sexual Harrassment is considered a Serious breach\nof discipline.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)An employee who feels sexually harassed shall have the right to report the\nmatter and have it addressed through the grievance procedure or the\nDisciplinary Procedure established in this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 54 - GENDER AND EQUALITY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>a)Realising the important roles that both the male and female gender play in\nsustainable development, and considering that women have severally been\nmarginalized as a result of the established customs and practices, both the\ncompany and the union agree to establish and maintain a gender and equality\npolicy to ensure proper balance of these roles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Both the union and the company shall establish a joint gender and equality\nsub-committee of the JNC, composed of two representatives each and chaired by a\nneutered technical staff agreeable to both parties to study gender and equality\nissues and to inform\u002Fadvise the JNC accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 55: GENERAL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The Company and the Union agree to adhere to and always make reference to\nthis agreement when handling employee issues.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The Company and the Union desire that every employee of the Company is\nfamiliar with the provisions of this agreement and his\u002Fher rights and duties\nprovided by the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) The Company shall provide a copy of the agreement to each employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 56: MODIFICATION AND AMENDMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) This Agreement that first came into force on the 18th day of April 2011\nand shall remain in force until again amended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Either party wishing to amend or modify the agreement shall give the\nother a one-month written notice detailing the proposed amendment\u002Fmodification.\nIn the event of failure to reach mutual agreement to the proposed\namendment\u002Fmodification of the agreement, either party may refer the matter to\nthe Ministry in charge of labour matters for further action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Notwithstanding the foregoing provisions, the agreement shall remain in\nforce until otherwise agreed upon by both parties, and shall not be affected by\nactions of any third or other party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN WITNESS HEREOF the representative of the parties hereto have set their\nsignatures and seals this 18th day of April 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>FRESH HANDLING LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>THE UGANDA HORTICULTURAL AND ALLIED WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-JOBTYPE_descriptions\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SKILLEVEL_trigger\" class=\"cbaClause highlight\">\u003Cp>APPENDIX \"A\": FHL Job Grades and salay scales\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-PAYSCALES_type\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAYSCALES_amount\" class=\"cbaClause highlight\">\u003Cp>Effective 1 january 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade\u003C\u002Ftd>\n      \u003Ctd>Job Titles\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Salary Ranges\u003C\u002Ftd>\n      \u003Ctd>Midpoint % Progression\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Min\u003C\u002Ftd>\n      \u003Ctd>Mid\u003C\u002Ftd>\n      \u003Ctd>Max\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Cargo Handlers\n\n        \u003Cp>Trainees\u003C\u002Fp>\n\n        \u003Cp>Cleaners\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>200,000\u003C\u002Ftd>\n      \u003Ctd>250,000\u003C\u002Ftd>\n      \u003Ctd>300,000\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Technicians\n\n        \u003Cp>Security Wardens\u003C\u002Fp>\n\n        \u003Cp>Clerks\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>250,000\u003C\u002Ftd>\n      \u003Ctd>325,000\u003C\u002Ftd>\n      \u003Ctd>400,000\u003C\u002Ftd>\n      \u003Ctd>30%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Ramp Drivers\n\n        \u003Cp>Assistant Supervisors\u003C\u002Fp>\n\n        \u003Cp>Mechanics\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>300,000\u003C\u002Ftd>\n      \u003Ctd>425,000\u003C\u002Ftd>\n      \u003Ctd>550,000\u003C\u002Ftd>\n      \u003Ctd>31%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Quality Controllers\n\n        \u003Cp>Cargo Handling Supvrs\u003C\u002Fp>\n\n        \u003Cp>Security Officer\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>350,000\u003C\u002Ftd>\n      \u003Ctd>500,000\u003C\u002Ftd>\n      \u003Ctd>650,000\u003C\u002Ftd>\n      \u003Ctd>18%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Section Heads;Clearing\n\n        \u003Cp>Quality , Maintenance\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>400,000\u003C\u002Ftd>\n      \u003Ctd>650,000\u003C\u002Ftd>\n      \u003Ctd>900,000\u003C\u002Ftd>\n      \u003Ctd>30%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>IT Officer\n\n        \u003Cp>Accounts Assistants\u003C\u002Fp>\n\n        \u003Cp>Operations Officer\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>500,000\u003C\u002Ftd>\n      \u003Ctd>750,000\u003C\u002Ftd>\n      \u003Ctd>1000,000\u003C\u002Ftd>\n      \u003Ctd>15%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Assistant Accountants\u003C\u002Ftd>\n      \u003Ctd>700,000\u003C\u002Ftd>\n      \u003Ctd>950,000\u003C\u002Ftd>\n      \u003Ctd>1,200,000\u003C\u002Ftd>\n      \u003Ctd>26%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-PAYSCALES_type\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAYSCALES_amount\" class=\"cbaClause highlight\">\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Accountant\u003C\u002Ftd>\n      \u003Ctd>900,000\u003C\u002Ftd>\n      \u003Ctd>1,200,000\u003C\u002Ftd>\n      \u003Ctd>1,500,000\u003C\u002Ftd>\n      \u003Ctd>27%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Booking Coordinator\n\n        \u003Cp>Human Resource Officer\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,200,000\u003C\u002Ftd>\n      \u003Ctd>1,500,000\u003C\u002Ftd>\n      \u003Ctd>1,800,000\u003C\u002Ftd>\n      \u003Ctd>25%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"disabilitypay":44,"hourspday_select":48,"maxsicknesspayperc":52,"contracttrialperiod":56,"WAGES_determined":60,"sexualhar":64,"hourspweek_select":68,"equalityotherclause":72,"hourspday":76,"funeralpay":80,"MEALALL_trigger":84,"paidmaternityleavepay":88,"paidmaternityleaveduration":92,"maternityotherclause":94,"SKILLEVEL_trigger":98,"paidmaternityleavepayperc":102,"commutingallowancetype":104,"OVERTIME_trigger":108,"holidaysdays":112,"maxsicknesspaytype":116,"PAYSCALES_trigger":118,"healthcareaccess":120,"holidaysweeks":124,"COMMUTE_trigger":126,"healthandsafetytraining":128,"ANNLEAVE_trigger":132,"healthandsafetypolicy":136,"commutingallowancetype1":138,"PAYSCALES_amount":140,"hourspweek":144,"sicknesspay":147,"JOBTYPE_descriptions":149,"healthinsurance":152,"paidmaternityleaveall":154,"contracttrial":156,"paidpaternityleave":158,"healthcareaccessrelatives":162,"violence":164,"bankholidays2":168,"contractseverancepay1":172,"CONSIGN_trigger":176,"overtimeallowancetype":180,"overtimeallowancetypeperiod":182,"hivpolicy":184,"SENIOR_trigger":188,"mealvouchers":192,"trainingprogrammes":194,"paidmaternityleave":198,"contractseverancepay":201,"PAIDLEAV_trigger":203,"PAYSCALES_type":205,"paidpaternityleaveduration":207},{"bindId":45,"name":46,"text":47},"disabilitypay","The Company shall provide insurance cove","The Company shall provide insurance cover against any injury to all its\nemployees while at work or on Company Business",{"bindId":49,"name":50,"text":51},"hourspday_select","a) Administration and Finance Staff i.) ","a) Administration and Finance Staff\n\n\n\ni.) Administration and Finance are required to work a 5 day 40 hour week\n\n\n\nb) Operations Staff\n\n\n\ni.) Operations Staff are required to work a 5 day 48 hour week\n\n\n\nii.) Fresh Handling operates in the Aviation transportation industry where\nthe ability to provide continuous 24 hour coverage, 365 days per year may be\nrequired in response to operational needs.\n\n\n\niii.) Due to the size of the Company and the varying nature of the business\noperations cycle, the Company and Union recognises that establishing a regular\n24 hour shift pattern is neither efficient nor cost effective.\n\n\n\niv.) To meet the demands of the business, a flexible shift pattern has been\ndesigned as follows:\n\n\n\nv.) All Operations staff are rotated through the Early Shift and the\nAfternoon shift on a rolling cycle.\n\n\n\na) The Early Shift is from 8am – 5pm with one hour off for lunch\n\n\n\nb) The Afternoon shift is from 2pm to the time the last plane is loaded and\nhas departed, with one hour off for supper.\n\n\n\nvi.) Due to the variation in the plane departures, it is not possible to fix\na standard finish time to the Afternoon Shift. However, the Shift Roster will\nensure:\n\n\n\na) Shift workers, will be rostered according to the operational requirements\nof the Company and shall enjoy two days’ rest per week.\n\n\n\nb) The standard working hours shall not, on average, be more than ten (10)\nhours per day or forty eight (48) hours per week spread over a 3 week cycle.\n\n\n\nc) No employee will work more than fifty six (56) hours in any one week",{"bindId":53,"name":54,"text":55},"maxsicknesspayperc","An employee who, on account of sickness ","An employee who, on account of sickness is unable to report on duty for\ncontinuous period shall be entitled to the following:\n\n\n\ni.) Full salary for the first two (2) months.\n\n\n\nii.) Half salary for the next month following (i) above.\n\n\n\niii.) Following (ii) above, Management may consider terminating the\nemployee’s services with the Company on medical grounds after consulting the\nCompany Doctor, an Employee’s nominated Doctor and in the case of any\ndispute, a Government appointed Doctor",{"bindId":57,"name":58,"text":59},"contracttrialperiod","a) A newly recruited employee will be re","a) A newly recruited employee will be required to serve a probation period\nof six (6) months. During this period the Section Head shall assess the\nemployee’s performance and suitability for confirmation.\n\n\n\nb) During the probationary period either party may terminate employment in\naccordance with the termination clause herein.\n\n\n\nc) If the Company finds it necessary to extend the probation period of the\nemployee, then this period shall not exceed an additional six months.",{"bindId":61,"name":62,"text":63},"WAGES_determined","Each employee shall receive the rate of ","Each employee shall receive the rate of pay corresponding to the salary\nscale of his\u002Fher grade as designated by the Company and the salary scales shall\nbe amended from time to time. (See Appendix A)",{"bindId":65,"name":66,"text":67},"sexualhar","a) The Company and the Union agree to es","a) The Company and the Union agree to establish and always maintain a zero\ntolerance policy against sexual harassment in the Company.\n\n\n\nb) A supervisor, manager, union representative or an employee who seeks for\nsexual intercourse, contact or any other form of sexual activity shall have\ncommitted an offence of sexual harassment if his\u002Fher actions contains any or\nall of the following ;\n\n\n\ni) Implied or express promise of preferential treatment in employment\n\nii) Implied or express threat of detrimental treatment in employment.\n\niii) Use of language written or spoken of a sexual nature\n\niv) Uses visual material of a sexual nature or demonstrates behaviour of a\nsexual nature.\n\n\n\nc)Any manager, supervisor, union representative or an employee who sexually\nharasses any company employee shall upon proof be dealt with in accordance with\nthe Disciplinary Procedure. Sexual Harrassment is considered a Serious breach\nof discipline.\n\n\n\nd)An employee who feels sexually harassed shall have the right to report the\nmatter and have it addressed through the grievance procedure or the\nDisciplinary Procedure established in this agreement.",{"bindId":69,"name":70,"text":71},"hourspweek_select","b) The standard working hours shall not,","b) The standard working hours shall not, on average, be more than ten (10)\nhours per day or forty eight (48) hours per week spread over a 3 week cycle.",{"bindId":73,"name":74,"text":75},"equalityotherclause","a)Realising the important roles that bot","a)Realising the important roles that both the male and female gender play in\nsustainable development, and considering that women have severally been\nmarginalized as a result of the established customs and practices, both the\ncompany and the union agree to establish and maintain a gender and equality\npolicy to ensure proper balance of these roles.\n\n\n\nb)Both the union and the company shall establish a joint gender and equality\nsub-committee of the JNC, composed of two representatives each and chaired by a\nneutered technical staff agreeable to both parties to study gender and equality\nissues and to inform\u002Fadvise the JNC accordingly.",{"bindId":77,"name":78,"text":79},"hourspday","v.) All Operations staff are rotated thr","v.) All Operations staff are rotated through the Early Shift and the\nAfternoon shift on a rolling cycle.\n\n\n\na) The Early Shift is from 8am – 5pm with one hour off for lunch\n\n\n\nb) The Afternoon shift is from 2pm to the time the last plane is loaded and\nhas departed, with one hour off for supper.",{"bindId":81,"name":82,"text":83},"funeralpay","a) When an employee dies while in the se","a) When an employee dies while in the service of the Company, the Company\nshall provide UGX 500,000\u002F= as contribution to funeral and burial expenses.\nThereafter all terms of Article 32 will apply.\n\n\n\nb) In the event of death of a registered spouse shall provide the family\nwith a sum of UGX 500,000\u002F=.\n\n\n\nc) In the event of death of a registered child the company shall provide the\nfamily with a sum of UGX 400,000\u002F=\n\n\n\nd) In the event of death of a parent the company shall provide the family\nwith a sum of UGX 300,000\u002F=.",{"bindId":85,"name":86,"text":87},"MEALALL_trigger","a) The Company shall provide meals to em","a) The Company shall provide meals to employees while on Company duty.\n\n\n\nb) The meals include break-tea\u002Fcoffee, lunch or supper.\n\n\n\nc) These meals will be provided at no cost to the employee.",{"bindId":89,"name":90,"text":91},"paidmaternityleavepay","a) Any female employee of the Company sh","a) Any female employee of the Company shall be entitled to sixty (60)\nworking days with full pay as maternity leave. The leave may be taken fifteen\n(15) days prior to the expected date of delivery or any such date as prescribed\nby the doctor.",{"bindId":93,"name":90,"text":91},"paidmaternityleaveduration",{"bindId":95,"name":96,"text":97},"maternityotherclause","b) Should the employee require her due A","b) Should the employee require her due Annual leave after the expiry of\nmaternity leave, she shall be allowed to take it.\n\n\n\nc) Should the employee require additional leave after (a) and (b) above,\nManagement may consider and grant such leave as leave without pay.",{"bindId":99,"name":100,"text":101},"SKILLEVEL_trigger","APPENDIX \"A\": FHL Job Grades and salay s","APPENDIX \"A\": FHL Job Grades and salay scales\n\nEffective 1 january 2011\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      Grade\n      Job Titles\n      Salary Ranges\n      Midpoint % Progression\n    \n    \n      \n      \n      Min\n      Mid\n      Max\n      \n    \n    \n      1\n      Cargo Handlers\n\n        Trainees\n\n        Cleaners\n\n        \n      \n      200,000\n      250,000\n      300,000\n      \n    \n    \n      2\n      Technicians\n\n        Security Wardens\n\n        Clerks\n\n        Drivers\n\n        \n      \n      250,000\n      325,000\n      400,000\n      30%\n    \n    \n      3\n      Ramp Drivers\n\n        Assistant Supervisors\n\n        Mechanics\n\n        \n      \n      300,000\n      425,000\n      550,000\n      31%\n    \n    \n      4\n      Quality Controllers\n\n        Cargo Handling Supvrs\n\n        Security Officer\n\n        \n      \n      350,000\n      500,000\n      650,000\n      18%\n    \n    \n      5\n      Section Heads;Clearing\n\n        Quality , Maintenance\n\n        \n      \n      400,000\n      650,000\n      900,000\n      30%\n    \n    \n      6\n      IT Officer\n\n        Accounts Assistants\n\n        Operations Officer\n\n        \n      \n      500,000\n      750,000\n      1000,000\n      15%\n    \n    \n      7\n      Assistant Accountants\n      700,000\n      950,000\n      1,200,000\n      26%",{"bindId":103,"name":90,"text":91},"paidmaternityleavepayperc",{"bindId":105,"name":106,"text":107},"commutingallowancetype","The Company shall provide transport to a","The Company shall provide transport to all its employees reporting for and\noff duty and while on official duties within the vicinity of Entebbe\nMunicipality. The furthest pick up\u002Fdrop off point for transport to and from\nduty will be the Mpala taxi stage on the Kampala to Entebbe highway.",{"bindId":109,"name":110,"text":111},"OVERTIME_trigger","a)Hours of work shall be as set out in a","a)Hours of work shall be as set out in article 13 of this Agreement.\n\n\n\nb)Overtime work is a practice that should be discouraged. However, where an\nemployee works more than an average of 48 hours per week spread over a 3 week\ncycle, overtime payment will be 50% on top of the basic hourly rate.",{"bindId":113,"name":114,"text":115},"holidaysdays","a)Every employee of the Company shall be","a)Every employee of the Company shall be entitled to a normal annual leave\nof 21 working days per year.\n\n\n\nb)No employee shall be allowed to accumulate leave beyond the year of\nentitlement, except where such accumulation is within the limits of the laws of\nthe country.",{"bindId":117,"name":54,"text":55},"maxsicknesspaytype",{"bindId":119,"name":62,"text":63},"PAYSCALES_trigger",{"bindId":121,"name":122,"text":123},"healthcareaccess","a) The Company shall provide and maintai","a) The Company shall provide and maintain free of charge to the employee,\none (1) registered spouse and one (1) registered dependant a designated clinic\nto attend for medical problems. Registration of employee dependants shall be\nreviewed on an annual basis or updated on an as need basis\n\n\n\nb) In case the patient’s problems cannot be effectively handled by the\nCompany clinic, the patient shall be referred to a hospital or other medical\ncentre at the Company’s expense by the Company Doctor only.\n\n\n\nc) In case hospitalisation becomes necessary the Company shall, in\nconsultation with the Company Doctors, make arrangements with appropriate\nhospitals.\n\n\n\nd) The Company shall not meet bills related to accommodation in hospitals\nprivately arranged by the employee.\n\n\n\ne) The Company’s responsibility for medical attention and treatment in\ncase of continuous sickness of an employee shall cover the period of sick leave\nprovided for under Article 19.\n\n\n\nf) The Company shall refund costs of delivery up to a maximum of 750,000\u002F=\nof the costs incurred by a female or male employee in connection with child\ndelivery.",{"bindId":125,"name":114,"text":115},"holidaysweeks",{"bindId":127,"name":106,"text":107},"COMMUTE_trigger",{"bindId":129,"name":130,"text":131},"healthandsafetytraining","a)A Health and Safety Committee consisti","a)A Health and Safety Committee consisting of not more than five (5) members\ndrawn from Management and the Union shall be formed to deal with matters\nconcerning health and safety at work the Union shall be represented by three\n(3) members nominated by the Union.\n\n\n\nb)Among other things the Committee shall be charged with the responsibility\nof drawing up guidelines on Occupational Health of employees and safety at\nworkplace as may be provided for in the Factories Act and other relevant\nGovernment or International regulations\u002Fstatutes.",{"bindId":133,"name":134,"text":135},"ANNLEAVE_trigger","An employee proceeding on annual leave s","An employee proceeding on annual leave shall be entitled to payment of an\namount of money equal to 50% of his\u002Fher monthly salary in addition to the\nnormal salary payments for that month.",{"bindId":137,"name":130,"text":131},"healthandsafetypolicy",{"bindId":139,"name":106,"text":107},"commutingallowancetype1",{"bindId":141,"name":142,"text":143},"PAYSCALES_amount","Effective 1 january 2011 Grade Job Title","Effective 1 january 2011\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      Grade\n      Job Titles\n      Salary Ranges\n      Midpoint % Progression\n    \n    \n      \n      \n      Min\n      Mid\n      Max\n      \n    \n    \n      1\n      Cargo Handlers\n\n        Trainees\n\n        Cleaners\n\n        \n      \n      200,000\n      250,000\n      300,000\n      \n    \n    \n      2\n      Technicians\n\n        Security Wardens\n\n        Clerks\n\n        Drivers\n\n        \n      \n      250,000\n      325,000\n      400,000\n      30%\n    \n    \n      3\n      Ramp Drivers\n\n        Assistant Supervisors\n\n        Mechanics\n\n        \n      \n      300,000\n      425,000\n      550,000\n      31%\n    \n    \n      4\n      Quality Controllers\n\n        Cargo Handling Supvrs\n\n        Security Officer\n\n        \n      \n      350,000\n      500,000\n      650,000\n      18%\n    \n    \n      5\n      Section Heads;Clearing\n\n        Quality , Maintenance\n\n        \n      \n      400,000\n      650,000\n      900,000\n      30%\n    \n    \n      6\n      IT Officer\n\n        Accounts Assistants\n\n        Operations Officer\n\n        \n      \n      500,000\n      750,000\n      1000,000\n      15%\n    \n    \n      7\n      Assistant Accountants\n      700,000\n      950,000\n      1,200,000\n      26%\n    \n    \n      8\n      Accountant\n      900,000\n      1,200,000\n      1,500,000\n      27%\n    \n    \n      9\n      Booking Coordinator\n\n        Human Resource Officer\n\n        \n      \n      1,200,000\n      1,500,000\n      1,800,000\n      25%",{"bindId":145,"name":70,"text":146},"hourspweek","b) The standard working hours shall not, on average, be more than ten (10)\nhours per day or forty eight (48) hours per week spread over a 3 week cycle.\n\n\n\nc) No employee will work more than fifty six (56) hours in any one week",{"bindId":148,"name":54,"text":55},"sicknesspay",{"bindId":150,"name":100,"text":151},"JOBTYPE_descriptions","APPENDIX \"A\": FHL Job Grades and salay scales\n\nEffective 1 january 2011\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      Grade\n      Job Titles\n      Salary Ranges\n      Midpoint % Progression\n    \n    \n      \n      \n      Min\n      Mid\n      Max\n      \n    \n    \n      1\n      Cargo Handlers\n\n        Trainees\n\n        Cleaners\n\n        \n      \n      200,000\n      250,000\n      300,000\n      \n    \n    \n      2\n      Technicians\n\n        Security Wardens\n\n        Clerks\n\n        Drivers\n\n        \n      \n      250,000\n      325,000\n      400,000\n      30%\n    \n    \n      3\n      Ramp Drivers\n\n        Assistant Supervisors\n\n        Mechanics\n\n        \n      \n      300,000\n      425,000\n      550,000\n      31%\n    \n    \n      4\n      Quality Controllers\n\n        Cargo Handling Supvrs\n\n        Security Officer\n\n        \n      \n      350,000\n      500,000\n      650,000\n      18%\n    \n    \n      5\n      Section Heads;Clearing\n\n        Quality , Maintenance\n\n        \n      \n      400,000\n      650,000\n      900,000\n      30%\n    \n    \n      6\n      IT Officer\n\n        Accounts Assistants\n\n        Operations Officer\n\n        \n      \n      500,000\n      750,000\n      1000,000\n      15%\n    \n    \n      7\n      Assistant Accountants\n      700,000\n      950,000\n      1,200,000\n      26%\n    \n    \n      8\n      Accountant\n      900,000\n      1,200,000\n      1,500,000\n      27%\n    \n    \n      9\n      Booking Coordinator\n\n        Human Resource Officer\n\n        \n      \n      1,200,000\n      1,500,000\n      1,800,000\n      25%",{"bindId":153,"name":46,"text":47},"healthinsurance",{"bindId":155,"name":90,"text":91},"paidmaternityleaveall",{"bindId":157,"name":58,"text":59},"contracttrial",{"bindId":159,"name":160,"text":161},"paidpaternityleave","A male employee will be entitled to five","A male employee will be entitled to five (5) working days as paternity leave\nwhen his registered spouse delivers or develops complications during her\nconfinement.",{"bindId":163,"name":122,"text":123},"healthcareaccessrelatives",{"bindId":165,"name":166,"text":167},"violence","b) Gross Misconduct i.) An employee will","b) Gross Misconduct\n\n\n\ni.) An employee will not be dismissed for a first offence unless that\noffence amounts to gross misconduct. Instances of gross misconduct are:\n\n\n\nWilful destruction or theft of property belonging to the Company or another\nemployee; assault; being under the influence of drink or drugs; wilfully\nendangering others; taking part in unauthorised activities when he\u002Fshe should\nhave been working; falsification of records or documents upon which salary or\nother payments are calculated and prolonged unauthorised absence. This list is\nnot exhaustive however and other serious departures from acceptable behaviour\n(including breach of important rules and instructions) may amount to gross\nmisconduct in the circumstances of the case.",{"bindId":169,"name":170,"text":171},"bankholidays2","a)Gazetted Public Holidays shall be with","a)Gazetted Public Holidays shall be with full pay at the expense of the\nemployer.\n\n\n\nb)In the event of a permanent employee being required to work on a public\nholiday, the Company shall pay him\u002Fher a premium of 50% on top of the normal\nhourly rate for the time worked. At a convenient time the employee will also\ntake a day off in-lieu.\n\n\n\nc)The following public holidays, plus any other days as may from time to\ntime be declared as so by Government shall be observed by the Company:\n\n\n\n• The New Year’s day...................1st January\n\n•NRM Victory day ...........................26th January\n\n•Women’s day.................................. 8th March\n\n•Idd el Adhuha.................................(As shall be gazetted)\n\n•Idd el Fitr.......................................(As shall be\ngazetted)\n\n•Labour day .......................................1st May\n\n•Uganda Martyrs’ day...........................3rd June\n\n•Heroes’ day......................................... 9th June\n\n•Good Friday.............................................. **\n\n• Easter Sunday................................................**\n\n•Easter Monday.............................................. **\n\n•Independence day .....................................9th October\n\n•Christmas day.............................................. 25th\nDecember\n\n•Boxing day ...................................................26th\nDecember\n\n\n\n**Dates change every year.",{"bindId":173,"name":174,"text":175},"contractseverancepay1","e) Any employee being declared redundant","e) Any employee being declared redundant shall be paid as follows:\n\n\n\ni) Three months written advance notice or salary and allowances in-lieu of\nnotice of redundancy.\n\n\n\nii) Annual leave prorated up to the date of redundancy.\n\n\n\niii) Salary and allowances due up to the date of redundancy.\n\n\n\nvi.) Terminal Benefits at a rate of a half months salary per each completed\nyear of service.\n\n\n\ni) Any outstanding long service awards in accordance with Article 33.",{"bindId":177,"name":178,"text":179},"CONSIGN_trigger","a) Whenever a post falls temporarily vac","a) Whenever a post falls temporarily vacant for more than 2 weeks, a\ncompetent employee may be asked to stand-in.\n\n\n\nb) If the position grade is of a higher grade than the individual\nstanding-in, a stand-in allowance will be paid. If the position is one grade\nhigher, the allowance will be 10% of monthly salary, if 2 grades higher, the\nallowance will be 20% of monthly salary.\n\n\n\nc) If the vacancy still exists beyond the six months period, the employee\nwho will have acted for that period will be appraised and confirmed in the\nposition or reverted to his\u002Fher former position if found unsuitable.",{"bindId":181,"name":110,"text":111},"overtimeallowancetype",{"bindId":183,"name":110,"text":111},"overtimeallowancetypeperiod",{"bindId":185,"name":186,"text":187},"hivpolicy","i) Realising the negative effects HIV\u002FAI","i) Realising the negative effects HIV\u002FAIDS has caused to humanity world over\nand to Uganda, both the Company and the Union agree to establish and maintain a\nwork place HIV\u002FAIDS policy to protect and safe guard employees against the\nscourge and its related stigma.\n\n\n\nii) The policy shall:\n\n\n\na) Establish a non-discriminatory environment in which employees living with\nHIV\u002FAIDS are able to be open about their status without fear of stigma or\nrejection.\n\n\n\nb) Promote the understanding that HIV and Aids shall be treated like any\nlife threatening condition and that employees living with HIV\u002FAIDS have the\nsame rights and obligations.\n\nc) Ensure that where cases of prejudice and victimization occur due to\none’s health status, management shall take disciplinary action against those\nconcerned.\n\n\n\nd) Ensure that no applicant for employment shall be discriminated against in\nthe selection process on account of his\u002Fher HIV\u002FAIDS status\n\n\n\ne) No employee shall be dismissed because he\u002Fshe has been identified as an\nAIDS victim.\n\n\n\nf) No employee shall be removed from their normal place of work or from\ntheir normal duties, or isolated because on account of their HIV\u002FAIDS\nstatus.\n\n\n\ng) Employees affected by HIV\u002FAIDS may under exceptional circumstances, and\nonly on the advice of a medical practitioner be retired on medical grounds or\ntransferred to an alternative section when and if the employee concerned has\nbeen identified as a risk to others in the work place or where his\u002Fher health\ninterests would be better in an alternative function.\n\n\n\nh) Put in place measures including education, training, and awareness\ncreation and counselling to ensure that transmission of HIV\u002FAIDS at the\nworkplace is minimized or avoided.\n\n\n\niii) Employees shall be counselled and notified that no HIV\u002FAIDS victim\nshall be treated unfairly with regard to:\n\n\n\na) Recruitment procedures, advertising and selection and appointment\ncriteria.\n\n\n\nb) Remuneration, employment benefits and terms and conditions of\nemployment.\n\n\n\nc) Training and development\n\n\n\nd) Performance evaluation systems, promotion, transfer and demotion.\n\n\n\ne) Job assignments\n\n\n\nf) Disciplinary measures.\n\n\n\niv) HIV\u002FAIDS testing and confidentiality\n\n\n\na) The Company shall neither require any employee to be tested for HIV\u002FAIDS\nnor demand that medical examination be taken on any person to ascertain the\nHIV\u002FAIDS status before employment.\n\n\n\nb)Where testing is done at the initiative of the employee and the employee\ncontacts management for assistance, the company shall engage the services of an\nAIDS resource centre such as TASO, which shall provide the necessary medical\ncare at the company’s cost.\n\n\n\nc)All employees living with HIV or AIDS shall have the right to privacy.\n\n\n\nd) An employee, who may discover that he\u002Fshe is HIV+, is under no obligation\nto inform management.\n\n\n\ne) An employee with symptoms of HIV or full-blown AIDS may be advised to\nseek the services of a Counsellor employed by the Company for advice on the\n‘wellness programme’ entailing diet and life style, which is designed to\nbolster the health and longevity of employees suffering from different\nailments.\n\n\n\nf) Any breach of confidentiality in regard to HIV\u002FAIDS or any other health\nstatus shall be followed by an immediate dismissal and possible prosecution of\nthe officer involved.",{"bindId":189,"name":190,"text":191},"SENIOR_trigger","a) In order to show appreciation for ser","a) In order to show appreciation for services rendered by an employee and as\nan incentive to employees to work diligently so as to serve the Company for a\nlong time, the Company shall make the following Long Service Awards:\n\n\n\ni) After five (5) years of service the employee will receive a bicycle or\nits equivalent in value at that time.\n\n\n\nii) After ten (10) years of service the employee shall receive forty (40)\npieces of three (3)-metre pre-painted corrugated iron sheets of gauge twenty\neight (28) and one (1) ton of cement or their equivalent in value at the\ntime.\n\n\n\niii) In addition to the various awards mentioned above the Company shall, at\neach of the stages, issue the employee with a Certificate of Long Service\nstating the period served.",{"bindId":193,"name":86,"text":87},"mealvouchers",{"bindId":195,"name":196,"text":197},"trainingprogrammes","a)The Company shall draw up a Training a","a)The Company shall draw up a Training and Development programme and Policy\nfor all employees.\n\n\n\nb)The training programme shall take into consideration the promotional\nrequirements and aspirations of employees.",{"bindId":199,"name":90,"text":200},"paidmaternityleave","a) Any female employee of the Company shall be entitled to sixty (60)\nworking days with full pay as maternity leave. The leave may be taken fifteen\n(15) days prior to the expected date of delivery or any such date as prescribed\nby the doctor.\n\n\n\nb) Should the employee require her due Annual leave after the expiry of\nmaternity leave, she shall be allowed to take it.\n\n\n\nc) Should the employee require additional leave after (a) and (b) above,\nManagement may consider and grant such leave as leave without pay.",{"bindId":202,"name":174,"text":175},"contractseverancepay",{"bindId":204,"name":114,"text":115},"PAIDLEAV_trigger",{"bindId":206,"name":142,"text":143},"PAYSCALES_type",{"bindId":208,"name":160,"text":161},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA FRESH HANDLING LTD - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-04-18\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: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of crops, market gardening, horticulture\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        FRESH HANDLING LTD\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Uganda Horticultural and Allied 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 42 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → 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        \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            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 365 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 10.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 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: → Christmas Day (December 25), Togo's Day of the Martyrs \u002F Bolivia'a Andean New Year (21st June), Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), Good Friday\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 10 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 50.0 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\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",[214],{"title":37,"slug":33},[216],{"type":217,"data":218},"call_to_action_body_block",{"title":219,"description":220,"variant":221,"link":222},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":219,"url":223,"description":219,"rel":224,"type":225},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[227],{"type":217,"data":228},{"title":219,"description":220,"variant":221,"link":229},{"title":219,"url":223,"description":219,"rel":224,"type":225},[]]