[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fthe-republic-of-uganda-collective-bargaining-agreement-between-signatory-members-of-uganda-flower-exporters-association-and-uganda-horticultural-and-allied-workers-union-uhawu-":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":223,"content_type_view":224,"extra_breadcrumbs":225,"body":227,"body_blocks":238,"related_pages":242},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":221,"translations":222},{"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-signatory-members-of-uganda-flower-exporters-association-and-uganda-horticultural-and-allied-workers-union-uhawu-","7b7b4c58-066a-11e3-8e31-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fthe-republic-of-uganda-collective-bargaining-agreement-between-signatory-members-of-uganda-flower-exporters-association-and-uganda-horticultural-and-allied-workers-union-uhawu-\u002Fthe-republic-of-uganda-collective-bargaining-agreement-between-signatory-members-of-uganda-flower-exporters-association-and-uganda-horticultural-and-allied-workers-union-uhawu-\u002F","Collective Bargaining Agreement Between Signatory Members Of Uganda Flower Exporters Association and Uganda Horticultural And Allied Workers' Union (UHAWU) - 2010","UGA Uganda Flower Exporters Association - 2010","Uganda - UGA Uganda Flower Exporters Association - 2010","UGA Uganda Flower Exporters Association - 2010 - Agriculture, forestry, fishing",{"name":41,"data":42},"The Republic f Uganda Collective Bargaining Agreement between Uganda Flower Exporters Association and Uganda Horticultural and Allied Workers' Union.html","\n              \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 (CBA) BETWEEN\nSIGNATORY MEMBERS OF UGANDA FLOWER EXPORTERS ASSOCIATION AND UGANDA\nHORTICULTURAL AND ALLIED WORKERS' UNION (UHAWU)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SEPTEMBER 2010\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT BETWEEN MEMBERS OF UGANDA FLOWER EXPORTERS\nASSOCIATION LTD (UFEA) AND HAVING REGISTERED OFFICES WITH THEIR OFFICES LOCATED\nIN VARIOUS AREAS OF THEIR BUSINESSES (HEREIN AFTER REFERRED TO AS \"EMPLOYERS\")\nWHO ARE SIGNATORIES TO THE RECOGNITION AND PROCEDURAL AGREEMENT AND DULY\nINCORPORATED IN UGANDA ON THE ONE PART AND UGANDA HORTICULTURAL ALLIED WORKERS\nUNION (UHAWU) REGISTERED IN UGANDA AND HAVING ITS REGISTERED OFFICES AT KAWUKU\nOF P.O. BOX 37287( HEREIN AFTER REFERRED TO AS THE ”UNION\")ON THE OTHER PART,\nFOR AND ON BEHALF OF WORKERS IN MATTERS OF SALARIES, WAGES, AND TERMS AND\nCONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>This agreement made on this 8th day sept .2010 between members of UFEA\u003C\u002Fp>\n\n\u003Cp>The Uganda Horticultural and Allied Workers Union Whereas:\u003C\u002Fp>\n\n\u003Cp>In entering this agreement both the Union and Employers appreciate that it\nis in their interest to have productive, continuous and reliable employment and\ngood service delivery to all concerned people,\u003C\u002Fp>\n\n\u003Cp>The Employer and the Union hereto are desirous to maintaining good and\nharmonious working relations in the flower industry, by introducing better\narrangement for improvement of working conditions, salaries, wages\u002Fsalaries and\nother benefits; in a fair work environment and settlement of problems\npertaining to work relations and determining ways and means of settling\ndifferences of opinion through collective bargaining.\u003C\u002Fp>\n\n\u003Cp>The Employer and the Union having already signed the recognition and\nprocedural agreement, now wish to sign the Collective Bargaining Agreement\nunder which parties will operate; the parties, NOW DO HEREBY MUTUALLY AGREE AS\nFOLLOWS:\u003C\u002Fp>\n\n\u003Ch2>2. SCOPE OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Cp>(a) This agreement shall govern terms and conditions of service and wages of\nemployees who are represented by the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Management shall maintain an up to date copy of the CBA, which will be\navailable to staff in designated places. On adoption of this CBA, it shall be\nthe responsibility of the Employer and the Union to explain to all concerned\nthe contents of the CBA.\u003C\u002Fp>\n\n\u003Cp>(c) This notwithstanding, it is hereby understood that ignorance of content\nof this CBA shall in no circumstance, be accepted as an excuse for\nnon-compliance by either party.\u003C\u002Fp>\n\n\u003Cp>(d) For purposes of enforcing these CBA regulations, and where this CBA\nremains silent, their interpretation shall be the responsibility of the JNC\nJoint Negotiating Council (JNC) or as shall be represented by the joint\nrepresentatives of the parties\u003C\u002Fp>\n\n\u003Cp>(e) Unless expressly provided in any law or in the recognition agreement or\ntheir amendments and supplements, the regulations contained in this CBA shall\napply to unionized employees.\u003C\u002Fp>\n\n\u003Cp>(f) The company management may at its discretion choose to allow the same\nregulations to apply to non Union members, although this shall not qualify\nUnion representation to such employees.\u003C\u002Fp>\n\n\u003Cp>(g) This CBA shall be effective from the 8th day of Sept 2010 for a period\nof two (2) years and shall continue in force until otherwise amended by the\nparties. Thirty [30] days to the expiry of this agreement, the Union or the\nEmployer may forward a written notice Setting forth the nature of any proposed\namendments and other related matters hereof to the either party. Any other\nmatters that may arise on implementation especially in the initial period after\nsigning this CBA shall be handled at Enterprise\u002Ffarm level by the JNC Joint\nNegotiating Council.\u003C\u002Fp>\n\n\u003Ch2>3.DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>Word used in these regulations shall have the contextual meaning attributed\nto them by definitions given hereunder:\u003C\u002Fp>\n\n\u003Cp>Appointment - Means offer of an office or post of emolument in the service\nof the Employer upon a person.\u003C\u002Fp>\n\n\u003Cp>Appointing Authority - Means the Directors of the farm and any members of\nManagement whom the Directors have delegated at their discretion, the power to\nappoint.\u003C\u002Fp>\n\n\u003Cp>Calendar Month - Means any of the twelve months of the year.\u003C\u002Fp>\n\n\u003Cp>Child- Means a person who is below 18 years of age.\u003C\u002Fp>\n\n\u003Cp>Compassionate Leave - Means such leave not forming part of the accrued\nannual leave, maternity leave, Sick leave, study leave or unpaid leave which\nshall be granted to an employee at the discretion of management in known\nexceptional circumstances such as loss of immediate family member, natural\ncalamities etc.\u003C\u002Fp>\n\n\u003Cp>Dependant - Means a spouse and or biological child below 18 years of age who\nlives with or is catered for by the employee, and is registered by the employee\nwith the Employer as his\u002Fher dependant.\u003C\u002Fp>\n\n\u003Cp>Family - Means, a spouse registered with the company and their biological\nchildren under the Personnel Bio-data file.\u003C\u002Fp>\n\n\u003Cp>Leave - Means a period officially granted to an employee to be off duty for\na specific number of days and for a specific purpose\u003C\u002Fp>\n\n\u003Cp>Leave year - Means 365 or 366 days as the case may be counted from the date\nof first appointment of an employee.\u003C\u002Fp>\n\n\u003Cp>Medical Practitioner - Means qualified Medical Doctor\u002FNurse\u002FClinician, duly\nregistered and licensed to operate as medical personnel.\u003C\u002Fp>\n\n\u003Cp>Promotion - Means the conferment to the employee a higher position within\nthe Organization structure.\u003C\u002Fp>\n\n\u003Cp>Qualification - Means qualification obtained upon examination by a\nrecognized examining body or Institution or the fulfillment of a standard\nrequired by the Employer\u003C\u002Fp>\n\n\u003Cp>Regulations - Means the staff regulations of the Employer and regulations\ncontained in this CBA, its amendments or supplements and any other agreement\nmutually reached between the employee and employer.\u003C\u002Fp>\n\n\u003Cp>Gratuity - it is the Voluntary (deferred) payment in appreciation given to\nan employee under an established scheme in recognition of good conduct by the\nemployee during his\u002Fher term of service.\u003C\u002Fp>\n\n\u003Cp>Severance pay - It is payment made at the end of employment to an employee\nwho has been in continuous service for 6 months or more due to unfair\ndismissal, death in service, terminates the contract because of serious\nincapacity arising from his\u002Fher employment, death, insolvency of the employer\nor termination of contract by the labour officer due to the refusal of the\nemployer to pay the wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Casual\u002Ftemporary\u002Fseasonal\u002FAppointment - is an appointment accorded to a\nworker who is employed when work is available usually either on a temporary\ncontract or on call when required to do a particular service\u002Fjob and shall not\nexceed 6 months.\u003C\u002Fp>\n\n\u003Cp>A Contract - is a formal or written agreement between the employer and\nemployee for performing specified work\u002Ftask in view of which the employer will\npay remuneration or money as per the agreed terms and conditions.\u003C\u002Fp>\n\n\u003Cp>Management - an official\u002Fofficials who has\u002Fhave been entrusted with the\nauthority and responsibility to make decisions and to manage an enterprise or\nthe farm in areas of organizing, planning, controlling, directing farm\nresources, implementing company policies to attain the objectives of the\nemployer and employee.\u003C\u002Fp>\n\n\u003Ch2>4. COMMITMENTS AND OBJECTIVES\u003C\u002Fh2>\n\n\u003Cp>In concluding the agreement, both parties hereto agree to be always guided\nby the, following:\u003C\u002Fp>\n\n\u003Cp>(a) To attain the improved working conditions, workers' earnings, standards\nof living and environmental protection.\u003C\u002Fp>\n\n\u003Cp>(b) To improve productivity and efficiency, regulate and promote good\nworking relationship with a view to attracting and retaining high quality\nemployees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>(c) To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed or colour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) To safeguard the economic and social interests of both the employees and\nthe Employer.\u003C\u002Fp>\n\n\u003Ch2>5. TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>It is understood that this CBA shall form the individual terms and\nconditions of service of employees covered by the recognition agreement\u003C\u002Fp>\n\n\u003Ch2>6. VACANCIES AND MEDICAL EXAMINATION\u003C\u002Fh2>\n\n\u003Ch3>6.1\u003C\u002Fh3>\n\n\u003Cp>Vacancies\u003C\u002Fp>\n\n\u003Cp>Management may give top priority to the existing qualified employees for any\npost that may fall vacant. Where the internal staffs do not qualify, the\nemployer will advertise the vacancy through the media and\u002For do a head hunt\nthrough its partners.\u003C\u002Fp>\n\n\u003Ch3>6.2\u003C\u002Fh3>\n\n\u003Cp>Medical Examination\u003C\u002Fp>\n\n\u003Cp>(a) Employees who are recruited to work in sections which handle\ndistribution and application of chemicals and pesticides for example: spraying,\nstores etc will be subjected to medical examination for cholinesterase tests\nand other tests before deployment; and this shall be done periodically\nthereafter.\u003C\u002Fp>\n\n\u003Cp>(b) Themedical examination report may be shared between the Medical\nPractitioner and the Human Resource Manager with consent of the employee. If\nthe employee does not consent then he\u002Fshe shall forfeit the employment offer (\nthis shall apply to cholinesterase tests).\u003C\u002Fp>\n\n\u003Cp>(c)Any person that falsifies a medical report shall be disqualified from\nemployment forth with and shall never again be considered for employment by the\nEmployer.\u003C\u002Fp>\n\n\u003Ch2>(7). APPOINTMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>(a) Appointment\u003C\u002Fp>\n\n\u003Cp>Employees may be appointed on Permanent or Temporary terms and this shall be\noutlined in the contract of employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Appointment on acting basis\u003C\u002Fp>\n\n\u003Cp>When an employee is required to act in a position higher and above the\nsubstantive one he\u002Fshe shall be given an appointment in writing and be paid\nallowances commensurate with that office in which the employee will be\nacting.\u003C\u002Fp>\n\n\u003Ch2>8. PROBATION PERIOD AND CONFIRMATION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>(a) New employees shall be engaged for a maximum probation period of six\nmonths but it may be extended for a further period of not more than six (6)\nmonths with the agreement of the employee. After successful probationary\nperiod, the employee shall receive a confirmation of employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Upon successful completion of the probationary period, management may in\nwriting confirm the employee in service within a period of one month after the\nexpiry of the probationary period. If after expiry of l(one) month the employee\nremains not confirmed he\u002Fshe shall write to the Human Resource Manager seeking\nconfirmation. The human resources manager shall acknowledge receipt of the\nletter. If there after management does not respond within 4 months then the\nemployee shall be deemed confirmed.\u003C\u002Fp>\n\n\u003Cp>(c) Management may, if it is deemed necessary, waive the whole, or part of\nthe probationary period of any employee if in their view such employee has\nexhibited an outstanding performance in his\u002Fher duties.\u003C\u002Fp>\n\n\u003Cp>(d) Confirmation of an employee in employment shall be counted with effect\nfrom the date stipulated in the confirmation letter.\u003C\u002Fp>\n\n\u003Cp>(e) During the probation period, either party may terminate their service by\ngiving the other fourteen (14) days notice in writing or pays the other an\nequivalent of Seven (7) days in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(f) Management may dismiss the employee on probation without notice in the\nevent of gross misconduct\u003C\u002Fp>\n\n\u003Cp>(g) Inthe event of any unfairness in regard to the dismissal, the Union\nshall maintain the right to raise a case of any such unfair dismissal under the\ngrievance handling procedure provided for by this CBA or any other agreements\nthat may be lawfully entered into as guided by the relevant laws.\u003C\u002Fp>\n\n\u003Ch2>9.TERMINATION NOTICES AND BENEFITS\u003C\u002Fh2>\n\n\u003Ch3>9.1\u003C\u002Fh3>\n\n\u003Cp>Retirement \u002FResignation\u002FTermination\u003C\u002Fp>\n\n\u003Cp>(a) Retirement\u003C\u002Fp>\n\n\u003Cp>(i) An employee may retire as result of age at 50 (fifty) or Medical\nunfitness.\u003C\u002Fp>\n\n\u003Cp>(ii) The employer and or employee shall endeavour to notify either party\nwithin 3 months before the due date of retirement.\u003C\u002Fp>\n\n\u003Cp>(iii) Delayed old age retirement of an employee shall be at the discretion\nof the Employer with the consent of the employee but after the payment of the\nentire employee's old age retirement\u002Fterminal benefits and provided that an\nextension of the contract shall not exceed two years.\u003C\u002Fp>\n\n\u003Cp>(b) Resignation\u002FTermination by a contracted employee with appropriate notice\nEither party will give the other notice or pay in lieu thereof as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) Six (6)months to 1 year's service14 (fourteen) days\u003C\u002Fp>\n\n\u003Cp>(ii) Over one 1 year to 5years' servicel(one) month\u003C\u002Fp>\n\n\u003Cp>(iii) Over five 5 years to 10 years' service2(two) months\u003C\u002Fp>\n\n\u003Cp>(iv) Ten(10) years and above3(three) months\u003C\u002Fp>\n\n\u003Cp>(c) Layoff \u002FRedundancy - The Employer undertakes to give an adequate notice\nof not less than four weeks to the Union with reasons explaining the cause of\nthe intended layoff with an exception of emergencies.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>Severance - Procedure for considering severance pay shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(i) 6 six months to 1 year's service\u003C\u002Fp>\n\n\u003Cp>(ii) lone year to 5 years' in service\u003C\u002Fp>\n\n\u003Cp>(iii) 5 five years to 10 years' in service\u003C\u002Fp>\n\n\u003Cp>5 (five) days per year worked 10 (ten) days per year worked 14 (fourteen)\ndays per year worked\u003C\u002Fp>\n\n\u003Cp>(iv) 10 ten years and above\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>9.2\u003C\u002Fh3>\n\n\u003Cp> worked Termination Procedures\u003C\u002Fp>\n\n\u003Cp>When an employee is discharged under this clause all entitlements and\nbenefits due to him\u002Fher e.g. annual leave, public holidays, overtime and\nrepatriation where applicable shall be paid within 7(seven) days to the\nemployee from the date on which the resignation\u002Ftermination notice expires,\nexcept where the employee is discharged under clause 9.1 (b) which is provided\nas follows: -\u003C\u002Fp>\n\n\u003Cp>Resignation Procedure & Pay: -\u003C\u002Fp>\n\n\u003Cp>(i) If an employee resigns he \u002Fshe shall be paid all outstanding dues within\nseven days after clearance with the company. The employee shall be paid any\nmoney or salary due, including leave not taken within seven (7) days.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee shall hand over to his\u002Fher successor or to such a person\nas management may designate the employer's property in the employee's\npossession entrusted to him\u002Fher. In case the employee does not handover, any\nfinancial benefits due to him\u002Fher may be withheld pending such handing over,\nand may be appropriated towards making good the property not handed over,\nnegligently damaged or lost.\u003C\u002Fp>\n\n\u003Cp>(iii) The employee shall account for all funds drawn from the employer for\nany business and Clear his\u002Fher loans, advance payments and other bills indebted\nto the employer.\u003C\u002Fp>\n\n\u003Cp>(iv) Surrender the staff Identity Card and records in his\u002Fher possession\u003C\u002Fp>\n\n\u003Cp>(v) Fill a staff clearance form signed by various section heads approved by\nmanagement upon which payment shall be made.\u003C\u002Fp>\n\n\u003Cp>(vi) The employee will not seek employment or be employed by any other\nemployer who is signatory of this CBA if she \u002Fhe has not fulfilled the\ntermination requirements.\u003C\u002Fp>\n\n\u003Cp>(b) Lay off\u002F Redundancy Procedures.\u003C\u002Fp>\n\n\u003Cp>(c)\u003C\u002Fp>\n\n\u003Cp>(i)The layoff may be effected under the principle of \"first in last out\"\n(FILO) or \"last in first out\" (LIFO) provided all things are equal in line of\ncompetence and performance, discipline, skill, ability to do the job and work\nrecord will apply.\u003C\u002Fp>\n\n\u003Cp>(ii)During the period of notice the employee shall as far as it is\npracticable be entitled to at least one - half day off per week for the purpose\nof seeking new employment without loss of pay; this shall not be applicable\nwhere the employee is paid in lieu of notice. The employee shall have the\nopti\u003C\u002Fp>\n\n\u003Cp>(iii)on of accruing the half day offs within the notice and taking them at\nonce.\u003C\u002Fp>\n\n\u003Cp>(iv)An offer of re-engagement to an employee laid off may be made by\nManagement in the event of a suitable vacancy arising within 6 (six) months of\nthe date of the employee's lay off. The onus of leaving a forwarding address\nlies with the employee and if a reply from the employee is not received within\n15 (fifteen) days from the date of the Management's notification, the vacancy\nmay be filled from other sources\u002Fdepartments.\u003C\u002Fp>\n\n\u003Ch3>9.3 \u003C\u002Fh3>\n\n\u003Cp>Terminal Benefits\u003C\u002Fp>\n\n\u003Cp>An employee on termination shall be entitled to the following benefits:\u003C\u002Fp>\n\n\u003Cp>(a) Certificate of service if so requested for by the employee\u003C\u002Fp>\n\n\u003Cp>(b) Payment of outstanding overtime, days worked and annual leave accrued\nand not taken.\u003C\u002Fp>\n\n\u003Cp>(c)Repatriation allowance that shall be equivalent to actual fares of public\ntransport to the nearest principal town in the District of origin in Uganda and\nobtaining at the time shall be applicable where an employee is recruited at a\nplace more than 100 km from his his\u002Fher home to the place of engagement. Where\nan employee has been in employment for at least 10 years he\u002Fshe shall be\nrepatriated at the cost of the company irrespective of the place of\nrecruitment.\u003C\u002Fp>\n\n\u003Cp>(d) Retirement Benefits\u003C\u002Fp>\n\n\u003Cp>(i) An employee having served the Employer shall be entitled to l(one)\nweek's pay times the number of years worked in regard to old age of 50 years\nand any other benefits in clause 9.2.\u003C\u002Fp>\n\n\u003Cp>(ii) If the retirement is on Medical grounds as a result of physical\nincapacity not occasioned by his\u002Fher own serious and willful misconduct, the\nschedule for severance pay shall apply\u003C\u002Fp>\n\n\u003Ch3>10. OBLIGATIONS, DUTY PERFORMANCE AND CONDUCT \u003C\u002Fh3>\n\n\u003Ch3>10.1\u003C\u002Fh3>\n\n\u003Cp>Conduct of Employee:\u003C\u002Fp>\n\n\u003Cp>(a) All employees shall be required to conduct themselves well while on duty\nso as not to bring the Employer or company into disrepute.\u003C\u002Fp>\n\n\u003Cp>(b) It shall constitute grounds for disciplinary action if an employee's\nconduct while on duty is deemed to have brought the Employer into disrepute.\u003C\u002Fp>\n\n\u003Cp>(c) An employee renders him\u002Fherself liable to disciplinary action if he\u002Fshe\nacts in contravention of the provisions of this CBA or any other mutual\nagreements e.g. employment contracts, entered into between the worker and\nemployer.\u003C\u002Fp>\n\n\u003Ch3>10.2\u003C\u002Fh3>\n\n\u003Cp> Obligations and Duty Performance.\u003C\u002Fp>\n\n\u003Cp>(a) An employee, in addition to normal duties set out in the job description\nmay be reasonably assigned any other related duties by the Director(s) or any\nmember of\u003C\u002Fp>\n\n\u003Cp>Management or Immediate Supervisor, provided that such duties are compatible\nwith proper operation(s) of the company.\u003C\u002Fp>\n\n\u003Cp>(b) All employees shall be obliged to obey, and uphold all the rules and\nregulations as provided for in this CBA or any other agreements that may be\nmutually entered into.\u003C\u002Fp>\n\n\u003Cp>(c)All employees are expected to exercise utmost prudence in all matters\npertaining to official business and as provided for in this CBA and shall be\nobliged to obey\u002Fabide lawful instructions from his\u002Fher superiors.\u003C\u002Fp>\n\n\u003Ch3>10.3.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp> Hours of Work\u003C\u002Fp>\n\n\u003Cp>(a) The normal standard working hours per week, shall be a maximum of 48\n(forty eight) hours excluding meal time for all workers.\u003C\u002Fp>\n\n\u003Cp>(b) Any extra time worked shall be considered as overtime and shall be paid\nfor as indicated in clause 10.6 of this agreement.\u003C\u002Fp>\n\n\u003Cp>(c) In case there is need for the Employer to regulate daily or weekly hours\nof work in order to suit peculiar work requirements such schedules shall not\nexceed fifty six hours per week where there is a peak season or for\nemergencies, more hours may be required and shall be paid over time.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>(d) Each week shall include a period of one rest day of not less than 24\nhours (twenty four) hours after a continuous service for six consecutive\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>10.4\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Leave For Union Business \u002F Education\u003C\u002Fp>\n\n\u003Cp>(a) Leave to attend Union business \u002Feducation shall be applicable to the\nUnion members and such leave shall be on full pay provided that the employer\nhas granted prior permission. Such permission shall not be unreasonably\nwithheld.\u003C\u002Fp>\n\n\u003Cp>(b) The employee seeking such leave will give the employer at least seven\n(7) days' notice but in case of an emergency meeting, a notice of 48 hours\nshall be given.\u003C\u002Fp>\n\n\u003Cp>(c) Confirmation of all leave granted by the Company to any of its\nemployee(s) under this clause shall be given to the employee(s) in writing.\u003C\u002Fp>\n\n\u003Cp>(d) Any employee(s) granted leave under this clause shall not accept\nemployment elsewhere during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>10.5\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>Public Holidays:\u003C\u002Fp>\n\n\u003Cp>(a) All Uganda gazetted public and other recognized public holidays as may\nappear in the Uganda gazette from time to time, shall be considered public\nholiday(s).\u003C\u002Fp>\n\n\u003Cp>(b) Payment for work on holiday will be made as per current laws under in\nthe employment Act 2006.\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 Employer.\u003C\u002Fp>\n\n\u003Cp>New Year----------------------1st january\u003C\u002Fp>\n\n\u003Cp>NRM victory day------------26th January\u003C\u002Fp>\n\n\u003Cp>Women day----------------------8 march\u003C\u002Fp>\n\n\u003Cp>Idd el Adhuha--------------------as shall be gazetted\u003C\u002Fp>\n\n\u003Cp>Idd el Fitr -------------------------------as shall be gazetted\u003C\u002Fp>\n\n\u003Cp>Labour day-----------------------------1st May\u003C\u002Fp>\n\n\u003Cp>Uganda Matyrs day--------------------------3th June\u003C\u002Fp>\n\n\u003Cp>Heroes day------------------------------------------9th June\u003C\u002Fp>\n\n\u003Cp>Good friday-----------------------------------------**\u003C\u002Fp>\n\n\u003Cp>Easter Monday-----------------------------------**\u003C\u002Fp>\n\n\u003Cp>Independence day---------------------------9th October\u003C\u002Fp>\n\n\u003Cp>Christmas day------------------------------------25 december\u003C\u002Fp>\n\n\u003Cp>Boxing day-----------------------------------------26 December\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>**Dates change every year.\u003C\u002Fp>\n\n\u003Cp>Payment for work done on a public holiday during the normal working hours\nshall be calculated at the ratio of 1:2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>10.6\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime\u003C\u002Fp>\n\n\u003Cp>(a) Overtime should be pre-authorized in writing by the head of department\nin conjunction with the Human Resource\u002FSection Manager.\u003C\u002Fp>\n\n\u003Cp>(b) Overtime worked shall be paid on 1.5 (one and a half) times of the\nnormal hourly rate of gross pay if the overtime is on normal working days.\u003C\u002Fp>\n\n\u003Cp>(c) Overtime worked on gazetted public holidays shall be calculated at 2\n(two) times gross hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) Overtime can be paid and or compensated.\u003C\u002Fp>\n\n\u003Cp>(e) Overtime rates shall apply only where at least 30 minutes have been\nworked in excess of one's normal working times.\u003C\u002Fp>\n\n\u003Cp>(f) Overtime claim (if not paid) shall be made within one week for every\ncompletion of periodical payment received by the employee or on receipt of a\npay slip.\u003C\u002Fp>\n\n\u003Ch3>10.7\u003C\u002Fh3>\n\n\u003Cp> Non-Company Work:\u003C\u002Fp>\n\n\u003Cp>(a) An employee shall, in the performance of his\u002Fher duties, neither seek\nnor accept instructions, or undue influence, from anybody or authority external\nto the company in regard to any matter concerning the company.\u003C\u002Fp>\n\n\u003Cp>(b) Employees shall always take care that their private interests do not\nconflict with the interests of the company and that they do not do private work\nduring normal working hours.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>11. OCCUPATIONAL HEALTH, SAFETY AND WELFARE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(a) The Employer shall provide suitable uniforms, protective gears and\nclothing as provided for by this CBA and the Occupational Safety and Health Act\n2006\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) There shall be an Occupational Safety and Health Committee comprised of\nnot more than 9(nine) members selected with an equal representation of\nmanagement and the Union from different departments. Management shall appoint\nthe Chairperson in consultation with the union which shall regularly review all\nmatters relating to health and safety.\u003C\u002Fp>\n\n\u003Cp>(c) The purpose of the committee shall be\u003C\u002Fp>\n\n\u003Cp>(i) Monitor the implementation of the OSH standards\u003C\u002Fp>\n\n\u003Cp>(ii) Suggest to management the type of Personal Protective equipments to be\nprocured\u003C\u002Fp>\n\n\u003Cp>(iii) Initiate and propose amendments on workplace OSH policies subject for\napproval by the JNC\u003C\u002Fp>\n\n\u003Cp>(d) The Employer shall maintain and where practical improve all existing\ndevices and PPEs for the purpose of promoting healthy and safe working\nconditions.\u003C\u002Fp>\n\n\u003Cp>(e) The Employer shall insure all its workers as provided for in the\nworkers' compensation Act 2000.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>(f) Failure to apply and put on protective clothing\u002Fequipment (PPEs) by the\nemployee shall be subjected to disciplinary action.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. IDENTIFICATION\u003C\u002Fh2>\n\n\u003Cp>Identity cards: All Employees shall be issued with the Employers'\nidentification cards and shall wear and produce them on request while at work\nand any functions at the farm. The Identity cards remain the property of the\nEmployer and shall be returned on termination of services and before the\npayment of terminal benefits. An employee who looses his indentity card as a\nresult of careless handling shall be required to pay for it.\u003C\u002Fp>\n\n\u003Ch2>13. DISCIPLINE\u003C\u002Fh2>\n\n\u003Ch3>13.1\u003C\u002Fh3>\n\n\u003Cp>Disciplinary Code\u003C\u002Fp>\n\n\u003Cp>a) It is the intention of the Management and the Union that disciplinary'\naction shall have the goal of correcting or improving performance and conduct\nwhere breaches of discipline do not warrant instant dismissals as laid down in\nthis CBA.\u003C\u002Fp>\n\n\u003Cp>b) All disciplinary actions shall be issued by the respective disciplinary\nofficial to the concerned employee and a copy shall be recorded in the\nemployee's personal file and be prepared by the Human Resource Department in\nconjunction with the relevant Departmental Heads. An employee shall be required\nto sign any Such disciplinary action before being filed.\u003C\u002Fp>\n\n\u003Cp>c) If the employee refuses to sign, this is gross misconduct and will amount\nto suspension of 3 days. If the employee still refuses to sign then he\u002Fshe\nshall be terminated. However, the employee shall have a right to appeal to the\nHuman Resource department and to be accompanied by a Shop steward.\u003C\u002Fp>\n\n\u003Cp>d) The employee shall also ensure that the Manager that issued him\u002Fher with\nthe letter of disciplinary action acknowledges receipt of his\u002Fher defense\nletter.\u003C\u002Fp>\n\n\u003Cp>e)An employee who having received a letter containing any disciplinary\naction and considers the accusation therein as untrue, shall have the right to\nappeal to the Human Resource department and to be accompanied by a shop steward\nand at this stage the matters shall be recognized as a grievance.\u003C\u002Fp>\n\n\u003Ch3>13.2\u003C\u002Fh3>\n\n\u003Cp>Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>(a) To ensure that all disciplinary actions are carried out in a fair, just,\nconsistent and professional manner, there shall be established a disciplinary\ncommittee comprising of the Chairperson who shall be the Human Resources\nManager, together with two (2) representatives from management and two (2) from\nthe Union. Where any 3 members are present, they shall form a quorum. This will\ninclude; the Chairperson, one member from the Union and one from Management.\u003C\u002Fp>\n\n\u003Ch3>13.3\u003C\u002Fh3>\n\n\u003Cp>Disciplinary Action\u002FProcedure\u003C\u002Fp>\n\n\u003Cp>Without prejudice to any criminal or civil liability, an employee shall have\ncommited an offence and shall render him\u002Fherself liable to disciplinary action\ncorresponding with the following:\u003C\u002Fp>\n\n\u003Cp>(a) Verbal Warning\u002FCaution - A minor misconduct will result in a verbal\nwarning. A record of the verbal warning shall be kept by the immediate\nsupervisor. Minor misconduct shall include: -\u003C\u002Fp>\n\n\u003Cp>(i) Late reporting on duty.\u003C\u002Fp>\n\n\u003Cp>(ii) Absence from duty without permission or for no just cause.\u003C\u002Fp>\n\n\u003Cp>(iii) Leaving place of work without permission.\u003C\u002Fp>\n\n\u003Cp>(iv) Minor incompetence, inefficiency\u002Fineffectiveness.\u003C\u002Fp>\n\n\u003Cp>(v) Negligence of duty leading to minor loss or damage of company\nproperty.\u003C\u002Fp>\n\n\u003Cp>(b) Written Warnings\u003C\u002Fp>\n\n\u003Cp>(i) First written warning - If an employee commits the same offence\npreviously verbally warned or any misconduct, a written warning letter shall be\nissued.\u003C\u002Fp>\n\n\u003Cp>(ii) Second written warning - Further misconduct of a similar nature shall\nresult in a second written warning being issued to the employee.\u003C\u002Fp>\n\n\u003Cp>(iii) Third written warning - Further misconduct shall result in a third and\nfinal warning. At this stage the employee must be informed that any further\nbreach will lead to suspension or termination of his\u002Fher contract of\nservice.\u003C\u002Fp>\n\n\u003Ch3>13.4\u003C\u002Fh3>\n\n\u003Cp>Written Warnings shall be issued on account of:\u003C\u002Fp>\n\n\u003Cp>(i) Continuous absenteeism without permission.\u003C\u002Fp>\n\n\u003Cp>(ii) Neglect of work for which one has been employed.\u003C\u002Fp>\n\n\u003Cp>(iii) Failure to perform respective duties.\u003C\u002Fp>\n\n\u003Cp>(iv) Continuous late reporting on duty.\u003C\u002Fp>\n\n\u003Cp>(v) Smoking in green houses \u002F prohibited areas.\u003C\u002Fp>\n\n\u003Cp>(vi) In case of Incompetence and inefficiency of the employee.\u003C\u002Fp>\n\n\u003Cp>(vii) False accusation or insults against fellow employees or member of\nmanagement.\u003C\u002Fp>\n\n\u003Cp>(viii) Conduct of employee in a manner that is prejudicial\u002Fharmful to the\nimage of the employer.\u003C\u002Fp>\n\n\u003Cp>(xi) Damage of employer's property out of negligence.\u003C\u002Fp>\n\n\u003Cp>(x) Negligence of production protocols or instructions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note: The Employer shall ensure that all production protocols are known to\nthe employee.\u003C\u002Fp>\n\n\u003Ch3>13.5\u003C\u002Fh3>\n\n\u003Cp>Suspension\u003C\u002Fp>\n\n\u003Cp>(a) Suspension - Should an employee be found to have committed any of the\nfollowing offences he\u002Fshe shall be liable to suspension without pay for 3\ndays:\u003C\u002Fp>\n\n\u003Cp>(i) Failure to comply with an order or refusal by an employee to execute a\nreasonable order given by the employer and \u002For his\u002Fher representative without\njust cause.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee reporting on duty under the influence of alcohol and toxic\ndrugs.\u003C\u002Fp>\n\n\u003Cp>(iii) Sleeping on duty.\u003C\u002Fp>\n\n\u003Cp>(iv) Direct refusal to carry out lawful order or instruction - in the event\nthat the employee has a reasonable justification to believe that there is\neminent danger to his\u002Fher life; he\u002F she shall not be subjected to suspension\nand shall inform management about the danger immediately.\u003C\u002Fp>\n\n\u003Cp>(v) Negligence of duty leading to damage or loss of company property.\u003C\u002Fp>\n\n\u003Cp>(b) Suspension under investigation\u003C\u002Fp>\n\n\u003Cp>(i) Where it requires Management to make investigations in case of\nmisconduct, an employee may be suspended. Such suspension shall be in writing\nand copied to the Branch Secretary.\u003C\u002Fp>\n\n\u003Cp>(ii) Suspension under this clause shall not exceed 2 (two) weeks. The salary\nof the employee on suspension shall be reduced by half. After 2(two) weeks, if\nthe investigations into the employee's case is not yet completed, the\nsuspension period will be extended in writing for another 2 (two) weeks. After\nthe 2 (two) weeks extension, if the employee is not proven guilty of the\noffence , he\u002Fshe shall be assumed to have no case to answer and therefore , he\n\u002Fshe shall resume duties with full pay as from the day of suspension.\u003C\u002Fp>\n\n\u003Cp>(m) Further notwithstanding lesser severe punishments shall be applied and\nmay include demotion, Stoppage of increment.\u003C\u002Fp>\n\n\u003Ch3>13.6\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp> Gross Misconduct\u002FInstant Dismissal\u003C\u002Fp>\n\n\u003Cp>Should the employee commit any of the following offences in the list below,\nor persistence in committing less serious acts he\u002Fshe shall be liable to\ninstant dismissal by management: -\u003C\u002Fp>\n\n\u003Cp>(a) Theft.\u003C\u002Fp>\n\n\u003Cp>(b) Fraud.\u003C\u002Fp>\n\n\u003Cp>(c) Fighting while on duty.\u003C\u002Fp>\n\n\u003Cp>(d) Gross insubordination within ones normal scope of duties.\u003C\u002Fp>\n\n\u003Cp>(e) Persistent sleeping on duty.\u003C\u002Fp>\n\n\u003Cp>(f) Drunkenness or use of toxic drugs on duty.\u003C\u002Fp>\n\n\u003Cp>(g) Prolonged absenteeism without any cause.\u003C\u002Fp>\n\n\u003Cp>(h) Willful damage of company property.\u003C\u002Fp>\n\n\u003Cp>(i) Fighting at the place of work.\u003C\u002Fp>\n\n\u003Cp>(j) Divulging confidential company information.\u003C\u002Fp>\n\n\u003Cp>(k) Physical assault to others.\u003C\u002Fp>\n\n\u003Cp>(I) Falsification of information\u002Fdocuments.\u003C\u002Fp>\n\n\u003Cp>(m) Bringing dangerous weapons into the company.\u003C\u002Fp>\n\n\u003Cp>(n) Sexual harassment.\u003C\u002Fp>\n\n\u003Cp>(o) Sexual immorality on company premises.\u003C\u002Fp>\n\n\u003Cp>(p) Tampering with the clocking system.\u003C\u002Fp>\n\n\u003Cp>(q) Unauthorized starting\u002Fstopping of machine in operation without just\ncause, (r) Conviction of any criminal charges by any court of law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(s) Unlawful industrial action. (Industrial action or strike and any action\nthat contravenes article 76 of the Employment Act 2006 and Article 28 of the\nLabour disputes (arbitration and settlement) Act 2006 will be regarded as\nunlawul\u003C\u002Fp>\n\n\u003Cp>(t) Willfully endangering of the safety of the Employer, a fellow employee\nor a member of the public.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note: Before reaching a decision to dismiss\u002Fterminate, the employer shall\nconsider any\u003C\u002Fp>\n\n\u003Cp>representations and defense prepared by the employee.\u003C\u002Fp>\n\n\u003Ch3>13.7\u003C\u002Fh3>\n\n\u003Cp>Abscondment From Duty - An employee shall be considered to have absconded\nfrom duty after absenting himself or herself from duty for 3 (Three)\nconsecutive days without permission from his\u002Fher employer or Supervisor or\nwithout a justifiable cause or reason. The employee in question forfeits\nhis\u002Fher termination notice dues.\u003C\u002Fp>\n\n\u003Ch3>13.8\u003C\u002Fh3>\n\n\u003Cp>Notwithstanding, the provisions preceding sub clauses of this Paragraph;\nnothing in this agreement shall preclude any employee involved, from raising\nthe matter of such warning, suspension or dismissals under the grievance\nhandling procedure established in this CBA. In case where the action of the\nEmployer will be proven to constitute an act of wrongful repudiation of\ncontract by the employer, the employee involved shall be re-instated without\nloss of pay or seniority rights.\u003C\u002Fp>\n\n\u003Ch3>13.9\u003C\u002Fh3>\n\n\u003Cp>Due to gross misconduct, the employee entitlements shall include: leave days\nearned, salary arrears and overtime.\u003C\u002Fp>\n\n\u003Ch2>14. EXPIRY OF DISCIPLINARY ACTION\u003C\u002Fh2>\n\n\u003Cp>An offence or infringement of disciplinary rules shall be disregarded after\nthe expiry of two years (24 months) in which that employee has not committed\nany further disciplinary breach\u002Foffence.\u003C\u002Fp>\n\n\u003Ch2>15. GRIEVANCE HANDLING PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Should any difference arise between the Employer and the Union or any\nemployee or employees as to the meaning, application or the alleged violation\nor abuse of the provisions of this agreement, there shall be no slow-down or\nsuspension of work on account of such differences, but an earnest effort shall\nbe made to settle such differences in the manner prescribed below.\u003C\u002Fp>\n\n\u003Cp>Step (1):\u003C\u002Fp>\n\n\u003Cp>(a) An employee having a difference shall first take up such a difference\nwith his\u002Fher immediate Head or supervisor.\u003C\u002Fp>\n\n\u003Cp>(b) The employee shall have the right to be accompanied and assisted by\nhis\u002Fher Union Shop Steward\u002Fbranch official while meeting the immediate Head or\nsupervisor of his\u002Fher department of work.\u003C\u002Fp>\n\n\u003Cp>(c) Failing settlement, the difference shall be considered a Grievance and\nthe following other steps shall be taken.\u003C\u002Fp>\n\n\u003Cp>Step (2):\u003C\u002Fp>\n\n\u003Cp>(a)The Union Shop steward\u002FBranch official and the employee(s) concerned\nshall take the grievance up with the Human Resources Manager or his\u002Fher\nrepresentative within three days after the decision of the Head or Supervisor\nof the employees' department. In all cases copies of the employee's defense\nletters shall be given to the union for record purposes and the concerned\nmanager shall acknowledge receipt of the same\u003C\u002Fp>\n\n\u003Cp>(b)The Human Resources Manager or his\u002Fher representative shall give a\ndecision in writing as soon as possible, in any case not later than 3 days from\nthe date the grievance was registered.\u003C\u002Fp>\n\n\u003Cp>Step (3): Failing settlement under step 2 above, the grievance shall be\ntaken up by the\u003C\u002Fp>\n\n\u003Cp>Disciplinary Committee.\u003C\u002Fp>\n\n\u003Cp>Step (4): Failing settlement under step 3, the grievance shall be referred\nto in case of the Union to the Union headquarters that will seek audience of\nthe employer or incase of the employer to the Employer's Association for a\npossible resolution\u003C\u002Fp>\n\n\u003Cp>Step (5): Failing settlement under step 4, either party shall refer the\ngrievance as legally provided for in Article 12 the Employment Act 2006 and the\nLabour and arbitration act 2006\u003C\u002Fp>\n\n\u003Ch2>16. INDEMNIFICATION AND LEGAL PROCEEDINGS AGAINST EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>An employee, against whom legal proceedings have been instituted as a result\nof his\u002Fher official designation, or of an act done or committed in his\u002Fher\nofficial duties, shall be indemnified and the Employer shall meet all costs\nincluding the legal expenses connected with the case.\u003C\u002Fp>\n\n\u003Ch2>17. LEAVE\u003C\u002Fh2>\n\n\u003Ch3>17.1\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>Annual Leave\u003C\u002Fp>\n\n\u003Cp>(a)Having worked for six continuous months, an employee shall be entitled to\ntwenty one (21) working days leave annually which will be earned on a monthly\nbasis.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b)The annual leave shall be taken every calendar year following the\nemployer's annual leave roster for employees that shall be compiled before the\nend of the year preceding one's leave commencement. Leave dates shall be fixed\nwith knowledge of beneficiary employee.\u003C\u002Fp>\n\n\u003Cp>(c)An employee intending to proceed on leave shall submit his or her\napplication to the Human Resources Manager for approval through his\u002Fher\nimmediate supervisor\u002Fmanager at least a week before the commencement date\u003C\u002Fp>\n\n\u003Cp>(d)Leave must be taken in the year it applies unless agreed by the Employer\nin writing. If not taken, it will be forfeited.\u003C\u002Fp>\n\n\u003Cp>(e)In case of an emergence, an employee may be recalled to duty before the\nexpiry of his\u002Fher leave except in case of maternity \u002Fpaternity leave, in which\ncase the balance of the leave days due will be carried forward or computed.\u003C\u002Fp>\n\n\u003Ch3>17.2\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>Sick Pay\u003C\u002Fp>\n\n\u003Cp>An employee who has completed not less than one month of continuous work for\nthe Employer and who is incapable of work because of sickness or injury\ncertified to a medical practitioner shall be entitled to sick pay as\nfollows:\u003C\u002Fp>\n\n\u003Cp>(a) Sick Pay and benefits will be paid for the first month of absence at the\nnormal rate herein stipulated and in accordance with the Article 55 of the\nEmployment Act 2006. Half payment for the second month's absence as a result of\nsickness and thereafter termination shall be considered under medical\ngrounds.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) For the employee to be entitled to sick pay the employee shall notify\nthe employer, or cause to be notified within 24 hours, his\u002Fher absence and the\nreason for it and to provide to the employer, for every period in which sick\npay is claimed, a certificate signed by a Qualified Registered Medical\nPractitioner certifying his\u002Fher incapacity to work and the duration of that\nincapacity). The certificate shall be subject to verification.\u003C\u002Fp>\n\n\u003Cp>(c) For period of sickness lasting more than one week, a further medical\ncertificate from the same Qualified Registered Medical Practitioner will be\nrequired, on the same basis, for each additional week or part thereof claimed\nas sick pay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(d) The Employer, at his discretion, may require that the employee present\nhimself\u002Fherself to a Qualified Registered Medical Practitioner of the Employers\nchoice whenever a period of sickness occurs for medical examination either in\naddition to the certificate already presented or as an alternative to the\nEmployee securing a certificate from his\u002Fher own Qualified Registered Medical\nPractitioners. The Employer shall be responsible for costs only for the visit\nand issue of this certificate and any subsequent certificate but not for\ntreatment of any sickness, unless arising directly from the employee's work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>17.3\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>Sick Leave Due To Industrial Accidents\u002FDiseases\u003C\u002Fp>\n\n\u003Cp>(a) In case of absence from duty as a result of an accident at the work\nplace, full salary\u002Fwages will be paid until the employee returns to work or\nuntil the Workers' Compensation Act is fully complied with. All treatment must\nbe registered by a Qualified Registered Medical practitioner.\u003C\u002Fp>\n\n\u003Cp>(b) Incase of proved industrial diseases that are acquired in the course of\nemployment, full salary\u002Fwages will be paid until the employee returns to work\nor until the Workers' Compensation Act is fully complied with.\u003C\u002Fp>\n\n\u003Cp>(c) In case of industrial disease but not yet proved or still under\ninvestigation, this case will be treated as normal sickness and if it is proved\nto be true then payment for the unpaid months will be made from the time sick\npay was made and reinstated to work\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(d) Industrial accidents and illness are covered by Worker's Compensation\ninsurance pursuant to the requirements of the applicable laws.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>17.4\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>Maternity Leave\u003C\u002Fp>\n\n\u003Cp>A female employee shall, as a consequence of pregnancy have: -\u003C\u002Fp>\n\n\u003Cp>(a)The right to a period of sixty (60) working days leaves from work on full\nwages hereafter referred to as \"maternity leave\", of which at least four weeks\nshall follow the childbirth or miscarriage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(b)The right to return to the job which she held immediately before her\nmaternity leave or to a reasonably suitable alternative job on terms and\nconditions not less favorable than those which would have applied had she not\nbeen absent on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(c)In the event of sickness arising out of pregnancy or confinement,\naffecting either the mother or the baby, and making the mother's return to work\ninadvisable, the right to return mentioned in (ii) above shall be available\nwithin eight weeks after the date of childbirth or miscarriage.\u003C\u002Fp>\n\n\u003Cp>(d)Her entitlement to the above rights (a), (b), (c) shall apply if she\ngives not less than seven days notice in advance or a shorter period as may be\nreasonable in the circumstance, of her intention to return to work.\u003C\u002Fp>\n\n\u003Cp>(e)The notices referred to shall be in writing if the employer so\nrequests\u003C\u002Fp>\n\n\u003Cp>(f)To exercise the above right mentioned, if requested by the employer,\nproduce a certificate as to her medical condition from a Qualified Medical\nPractitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>(g)To perform work which excludes dispensing, distribution and application\nof chemicals, spraying and perform lighter duties if recommended by a medical\npractitioner as long as the employee informs the employer inform\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Ch3>17.5\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cp>Paternity Leave\u003C\u002Fp>\n\n\u003Cp>A male employee shall, immediately after delivery or miscarriage of a\nregistered wife, have the right to a period of four working days leave from\nwork yearly herein referred to as Paternity leave. He shall be entitled to the\npayment of his full wages and return to the job which he held before his\npaternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>17.6\u003C\u002Fh3>\n\n\u003Cp>Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>(a)In exceptional circumstances and upon application in writing, an employee\nmay be granted compassionate leave for a period agreed upon between the\nemployee and management according to the circumstances in each case. This will\nbe upon management discretion depending on the case in reference.\u003C\u002Fp>\n\n\u003Cp>(b)Close relative in this case shall include the employees registered\nspouse, (husband or wife), biological child, father and mother. In other\ncircumstances, the employee may be allowed to proceed on annual leave or an\nunpaid compassionate leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>17.7\u003C\u002Fh3>\n\n\u003Cp>Leave Without Pay\u003C\u002Fp>\n\n\u003Cp>(a)Leave without pay may be granted to an employee by mutual agreement\nbetween the employee or the Union acting on behalf of the employee and\nManagement.\u003C\u002Fp>\n\n\u003Cp>(b)An employee granted a leave without pay shall resume his\u002Fher job upon\nreturn without demotion or loss of seniority\u003C\u002Fp>\n\n\u003Ch3>17.8\u003C\u002Fh3>\n\n\u003Cp>Study Leave\u003C\u002Fp>\n\n\u003Cp>At the discretion of management, an employee may be granted a study leave\nwith or without pay for such period as it may deem fit.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch2>18 .DEATH OF EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>(a)In the event of death of an employee where an employee dies at the place\nof work the employer shall notify the death to the next of kin and to the\ndistrict labour officer who shall notify the commissioner for labour The\ncompany shall provide the following:\u003C\u002Fp>\n\n\u003Cp>(i) A Coffin\u003C\u002Fp>\n\n\u003Cp>(ii) Transport for the employee's body up to the place of burial.\u003C\u002Fp>\n\n\u003Cp>(in) One Hundred Fifty Thousand (150,000\u002F=) shillings for food and related\nexpenses.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee dies at the place of work payments shall be paid to\nthe legal heirs\u003C\u002Fp>\n\n\u003Cp>(c) In case of death of his\u002Fher dependant i.e. Spouse, child the assistance\nwill be as follows;\u003C\u002Fp>\n\n\u003Cp>(i) Registered Spouse - One Hundred Thousand (150,000\u002F= )\u003C\u002Fp>\n\n\u003Cp>(ii) Registered Child- Fifty Thousand (50,000\u002F=)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19. HIV\u002FAIDS POLICY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Employer and the Union recognizes the seriousness of the HIV\u002FAIDS\nepidemic and its impact on the workplace. The Employer and the Union supports\nnational efforts to reduce the spread of infection and minimize the impact of\nthe disease and shall endeavor to put in place a work place policy in\ncompliance with the national HIV\u002FAIDS policy and in consultation with the Union\nand the employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20 SEXUAL HARRASSMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Both the Employer and the Union agree to put in place a sexual harassment\npolicy and to institute any other measures aimed at elimination or prevention\nof sexual harassment occurrence at the work place.\u003C\u002Fp>\n\n\u003Ch3>20.1\u003C\u002Fh3>\n\n\u003Cp>An employee shall be sexually harassed in that employee's employment if that\nemployee's employer, or a representative of that employer -\u003C\u002Fp>\n\n\u003Cp>i).directly or indirectly makes a request of that employee for sexual\nintercourse, sexual contact or any other form of sexual activity that\ncontains:\u003C\u002Fp>\n\n\u003Cp>ii).an implied or express promise of preferential treatment in\nemployment;\u003C\u002Fp>\n\n\u003Cp>iii).an implied or express threat of detrimental treatment in employment;\u003C\u002Fp>\n\n\u003Cp>iv).an implied or express treatment about the present or future employment\nstatus of the employee;\u003C\u002Fp>\n\n\u003Cp>v).uses language whether written or spoken of a sexual nature;\u003C\u002Fp>\n\n\u003Cp>vi).Uses visual material of a sexual nature; or\u003C\u002Fp>\n\n\u003Cp>vii).shows physical behavior of a sexual nature which directly or indirectly\nsubjects the employee to behavior that is unwelcome or offensive to that\nemployee and that, either by its nature or through repetition, has a\ndetrimental effect on that employee's employment, job performance, or job\nsatisfaction.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>20.2\u003C\u002Fh3>\n\n\u003Cp>if an employee is sexually harassed in any way described in (20.1) above by\nthe employer or employer's representative, the employee is entitled to lodge a\ncomplaint to the established grievance handling procedure under this CBA\u003C\u002Fp>\n\n\u003Ch3>20.3\u003C\u002Fh3>\n\n\u003Cp>For purposes of this section, an employer's representative is a person who\nis employed by that employer, who either has authority over the employee\nalleging sexual harassment or is in a position of authority over other\nemployees in the work place of the employee alleging sexual harassment.\u003C\u002Fp>\n\n\u003Ch3>20.4\u003C\u002Fh3>\n\n\u003Cp>Every employer who employs more than twenty five employee is required to\nhave in place measures to prevent sexual harassment occurring at their work\nplace\u003C\u002Fp>\n\n\u003Ch3>20.5\u003C\u002Fh3>\n\n\u003Cp>Any Manager, supervisor, Union leader or an employee who sexually harasses\nany employee\u002Femployer shall upon proof be dealt with in accordance with this\nagreement and any other laws that are in force.\u003C\u002Fp>\n\n\u003Ch3>20.6\u003C\u002Fh3>\n\n\u003Cp>ANY EMPLOYER WHO lodges false allegations of sexual harassment should be\ndealt with in accordance with the procedure on gross misconduct\u003C\u002Fp>\n\n\u003Ch2>21- CHILD LABOUR\u003C\u002Fh2>\n\n\u003Cp>a) The company shall not engage in employment of children below the ages of\n18, with the exception of students aged 16 years and above who may be on\nvacation and are employed for a short seasonal employment under supervision.\u003C\u002Fp>\n\n\u003Cp>(b) During the recruitment process, the company will endeavor to ascertain\nthe applicants' age.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who falsifies his \u002F her age, he\u002Fshe henceforth shall be\ndiscontinued immediately.\u003C\u002Fp>\n\n\u003Ch2>22. GENDER AND EQUALITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqofficer\">\u003Cp>(a) Both the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by the a person\nagreeable to both parties to study, inform\u002Fadvice and make recommendations to\nthe JNC.\u003C\u002Fp>\n\n\u003Cp>(b) To implement this, the parties shall establish a joint committee\ncomposed of five(5) people in equal proportions of the two representatives each\nand with a chairperson that shall be greed upon by both parties\u003C\u002Fp>\n\n\u003Cp>(c) The work of the committee shall be:\u003C\u002Fp>\n\n\u003Cp>(i) Formulate a gender and equality workplace policy or approval by the\nJNC\u003C\u002Fp>\n\n\u003Cp>(ii) Monitor the implementation of the policy or any gender and equality\nstandard\u003C\u002Fp>\n\n\u003Cp>(iii) Propose any amendments that may necessary\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>(iv) Perform any other duties that shall promote adequate promotion of\nboth\u003C\u002Fp>\n\n\u003Cp>gender and that shall enhance equal treatment of I persons irrespective of\ngender, race, color, religion, political affiliation\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003C\u002Fdiv>\n\n\u003Ch2>22. DISPUTE RESOLUTION\u003C\u002Fh2>\n\n\u003Cp>In the event of any difference in the interpretation of any part of this\nagreement, such matters shall be settled through the JNC or in accordance with\nthe Labour Disputes\u003C\u002Fp>\n\n\u003Cp>(Arbitration and Settlement) Act, 2006 and in accordance with any similar\nlegislation which may arise.\u003C\u002Fp>\n\n\u003Cp>All disputes shall be dealt with in accordance with the machinery laid down\nin this agreement and the Recognition Agreement between the Employer and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Name of Employer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fiduga Jacques\u003C\u002Fp>\n\n\u003Cp>Managing Director\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wejul Brenda\u003C\u002Fp>\n\n\u003Cp>Human Resource manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Joseph Bainndemu\u003C\u002Fp>\n\n\u003Cp>Spokesperson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Brenda Wajuli\u003C\u002Fp>\n\n\u003Cp>Joint Employers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Isaac G. Mauabi\u003C\u002Fp>\n\n\u003Cp>Chairperson JNC\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Juliet Nusora\u003C\u002Fp>\n\n\u003Cp>Executive Director, UFEA\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>UHAWU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Barasa S.\u003C\u002Fp>\n\n\u003Cp>General Sectary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Barasa Stephen \u003C\u002Fp>\n\n\u003Cp>Spokesperson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wanzusi Rober\u003C\u002Fp>\n\n\u003Cp>Joint Secretary Union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"sicknesspay":44,"disabilitypay":48,"hourspday_select":52,"paidmaternityleavepayperc":56,"paidmaternityleaveduration":60,"maxsicknesspay":63,"WAGES_determined":65,"alternatives":69,"sexualhar":73,"childcareexcludedtrigger":77,"dayspweek":81,"hourspweek_select":83,"childcare":85,"paidpaternityleavepayperc":89,"equalityotherclause":93,"hourspday":97,"funeralpay":99,"eqpromotion":103,"contracttrialperiod":107,"maternityotherclause":111,"maxsicknesspayperc":115,"OVERTIME_trigger":117,"holidaysdays":121,"holidaysweeks":125,"healthcareaccess":127,"healthinsurance":131,"protectiveclothing":135,"healthandsafetypolicy":139,"overtimeallowanceperc1":143,"hourspweek":145,"paidpaternityleavepay":147,"contracttrial":149,"schedulesrestpw":151,"PAIDLEAV_trigger":155,"dayspweek_select":157,"paidmaternityleaveall":159,"TRADEUNLEAV_trigger":161,"SCHEDULE_trigger":165,"paidpaternityleave":167,"eqpay":171,"sicknessmaxdaysnr":175,"eqofficer":177,"gender":179,"violence":181,"code_application":185,"contractseverancepay1":189,"bankholidays1":193,"overtimeallowancetype":197,"overtimeallowancetypeperiod":199,"hivpolicy":201,"paidmaternityleavepay":205,"sicknessmaxdays":207,"paidmaternityleave":209,"contractseverancepay":211,"jobsecuritymothers":213,"paidpaternityleaveduration":217,"deathrelatives":219},{"bindId":45,"name":46,"text":47},"sicknesspay","Sick Pay An employee who has completed n","Sick Pay\n\nAn employee who has completed not less than one month of continuous work for\nthe Employer and who is incapable of work because of sickness or injury\ncertified to a medical practitioner shall be entitled to sick pay as\nfollows:\n\n(a) Sick Pay and benefits will be paid for the first month of absence at the\nnormal rate herein stipulated and in accordance with the Article 55 of the\nEmployment Act 2006. Half payment for the second month's absence as a result of\nsickness and thereafter termination shall be considered under medical\ngrounds.",{"bindId":49,"name":50,"text":51},"disabilitypay","Sick Leave Due To Industrial Accidents\u002FD","Sick Leave Due To Industrial Accidents\u002FDiseases\n\n(a) In case of absence from duty as a result of an accident at the work\nplace, full salary\u002Fwages will be paid until the employee returns to work or\nuntil the Workers' Compensation Act is fully complied with. All treatment must\nbe registered by a Qualified Registered Medical practitioner.\n\n(b) Incase of proved industrial diseases that are acquired in the course of\nemployment, full salary\u002Fwages will be paid until the employee returns to work\nor until the Workers' Compensation Act is fully complied with.\n\n(c) In case of industrial disease but not yet proved or still under\ninvestigation, this case will be treated as normal sickness and if it is proved\nto be true then payment for the unpaid months will be made from the time sick\npay was made and reinstated to work\n\n(d) Industrial accidents and illness are covered by Worker's Compensation\ninsurance pursuant to the requirements of the applicable laws.",{"bindId":53,"name":54,"text":55},"hourspday_select"," Hours of Work (a) The normal standard w"," Hours of Work\n\n(a) The normal standard working hours per week, shall be a maximum of 48\n(forty eight) hours excluding meal time for all workers.\n\n(b) Any extra time worked shall be considered as overtime and shall be paid\nfor as indicated in clause 10.6 of this agreement.\n\n(c) In case there is need for the Employer to regulate daily or weekly hours\nof work in order to suit peculiar work requirements such schedules shall not\nexceed fifty six hours per week where there is a peak season or for\nemergencies, more hours may be required and shall be paid over time.\n\n(d) Each week shall include a period of one rest day of not less than 24\nhours (twenty four) hours after a continuous service for six consecutive\ndays.",{"bindId":57,"name":58,"text":59},"paidmaternityleavepayperc","Maternity Leave A female employee shall,","Maternity Leave\n\nA female employee shall, as a consequence of pregnancy have: -\n\n(a)The right to a period of sixty (60) working days leaves from work on full\nwages hereafter referred to as \"maternity leave\", of which at least four weeks\nshall follow the childbirth or miscarriage.",{"bindId":61,"name":58,"text":62},"paidmaternityleaveduration","Maternity Leave\n\nA female employee shall, as a consequence of pregnancy have: -\n\n(a)The right to a period of sixty (60) working days leaves from work on full\nwages hereafter referred to as \"maternity leave\", of which at least four weeks\nshall follow the childbirth or miscarriage.\n\n(b)The right to return to the job which she held immediately before her\nmaternity leave or to a reasonably suitable alternative job on terms and\nconditions not less favorable than those which would have applied had she not\nbeen absent on maternity leave.",{"bindId":64,"name":46,"text":47},"maxsicknesspay",{"bindId":66,"name":67,"text":68},"WAGES_determined","(a) Appointment Employees may be appoint","(a) Appointment\n\nEmployees may be appointed on Permanent or Temporary terms and this shall be\noutlined in the contract of employment.",{"bindId":70,"name":71,"text":72},"alternatives","(g)To perform work which excludes dispen","(g)To perform work which excludes dispensing, distribution and application\nof chemicals, spraying and perform lighter duties if recommended by a medical\npractitioner as long as the employee informs the employer inform",{"bindId":74,"name":75,"text":76},"sexualhar","Both the Employer and the Union agree to","Both the Employer and the Union agree to put in place a sexual harassment\npolicy and to institute any other measures aimed at elimination or prevention\nof sexual harassment occurrence at the work place.\n\n20.1\n\nAn employee shall be sexually harassed in that employee's employment if that\nemployee's employer, or a representative of that employer -\n\ni).directly or indirectly makes a request of that employee for sexual\nintercourse, sexual contact or any other form of sexual activity that\ncontains:\n\nii).an implied or express promise of preferential treatment in\nemployment;\n\niii).an implied or express threat of detrimental treatment in employment;\n\niv).an implied or express treatment about the present or future employment\nstatus of the employee;\n\nv).uses language whether written or spoken of a sexual nature;\n\nvi).Uses visual material of a sexual nature; or\n\nvii).shows physical behavior of a sexual nature which directly or indirectly\nsubjects the employee to behavior that is unwelcome or offensive to that\nemployee and that, either by its nature or through repetition, has a\ndetrimental effect on that employee's employment, job performance, or job\nsatisfaction.",{"bindId":78,"name":79,"text":80},"childcareexcludedtrigger","(a) This agreement shall govern terms an","(a) This agreement shall govern terms and conditions of service and wages of\nemployees who are represented by the Union.",{"bindId":82,"name":54,"text":55},"dayspweek",{"bindId":84,"name":54,"text":55},"hourspweek_select",{"bindId":86,"name":87,"text":88},"childcare","(a)In exceptional circumstances and upon","(a)In exceptional circumstances and upon application in writing, an employee\nmay be granted compassionate leave for a period agreed upon between the\nemployee and management according to the circumstances in each case. This will\nbe upon management discretion depending on the case in reference.\n\n(b)Close relative in this case shall include the employees registered\nspouse, (husband or wife), biological child, father and mother. In other\ncircumstances, the employee may be allowed to proceed on annual leave or an\nunpaid compassionate leave.",{"bindId":90,"name":91,"text":92},"paidpaternityleavepayperc","Paternity Leave A male employee shall, i","Paternity Leave\n\nA male employee shall, immediately after delivery or miscarriage of a\nregistered wife, have the right to a period of four working days leave from\nwork yearly herein referred to as Paternity leave. He shall be entitled to the\npayment of his full wages and return to the job which he held before his\npaternity leave.",{"bindId":94,"name":95,"text":96},"equalityotherclause","(a) Both the Employer and the Union shal","(a) Both the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by the a person\nagreeable to both parties to study, inform\u002Fadvice and make recommendations to\nthe JNC.\n\n(b) To implement this, the parties shall establish a joint committee\ncomposed of five(5) people in equal proportions of the two representatives each\nand with a chairperson that shall be greed upon by both parties\n\n(c) The work of the committee shall be:\n\n(i) Formulate a gender and equality workplace policy or approval by the\nJNC\n\n(ii) Monitor the implementation of the policy or any gender and equality\nstandard\n\n(iii) Propose any amendments that may necessary\n\n(iv) Perform any other duties that shall promote adequate promotion of\nboth\n\ngender and that shall enhance equal treatment of I persons irrespective of\ngender, race, color, religion, political affiliation",{"bindId":98,"name":54,"text":55},"hourspday",{"bindId":100,"name":101,"text":102},"funeralpay","18 .DEATH OF EMPLOYEE (a)In the event of","18 .DEATH OF EMPLOYEE\n\n(a)In the event of death of an employee where an employee dies at the place\nof work the employer shall notify the death to the next of kin and to the\ndistrict labour officer who shall notify the commissioner for labour The\ncompany shall provide the following:\n\n(i) A Coffin\n\n(ii) Transport for the employee's body up to the place of burial.\n\n(in) One Hundred Fifty Thousand (150,000\u002F=) shillings for food and related\nexpenses.\n\n(b) Where an employee dies at the place of work payments shall be paid to\nthe legal heirs\n\n(c) In case of death of his\u002Fher dependant i.e. Spouse, child the assistance\nwill be as follows;\n\n(i) Registered Spouse - One Hundred Thousand (150,000\u002F= )\n\n(ii) Registered Child- Fifty Thousand (50,000\u002F=)",{"bindId":104,"name":105,"text":106},"eqpromotion","(iv) Perform any other duties that shall","(iv) Perform any other duties that shall promote adequate promotion of\nboth\n\ngender and that shall enhance equal treatment of I persons irrespective of\ngender, race, color, religion, political affiliation",{"bindId":108,"name":109,"text":110},"contracttrialperiod","(a) New employees shall be engaged for a","(a) New employees shall be engaged for a maximum probation period of six\nmonths but it may be extended for a further period of not more than six (6)\nmonths with the agreement of the employee. After successful probationary\nperiod, the employee shall receive a confirmation of employment.",{"bindId":112,"name":113,"text":114},"maternityotherclause","(c)In the event of sickness arising out ","(c)In the event of sickness arising out of pregnancy or confinement,\naffecting either the mother or the baby, and making the mother's return to work\ninadvisable, the right to return mentioned in (ii) above shall be available\nwithin eight weeks after the date of childbirth or miscarriage.\n\n(d)Her entitlement to the above rights (a), (b), (c) shall apply if she\ngives not less than seven days notice in advance or a shorter period as may be\nreasonable in the circumstance, of her intention to return to work.\n\n(e)The notices referred to shall be in writing if the employer so\nrequests\n\n(f)To exercise the above right mentioned, if requested by the employer,\nproduce a certificate as to her medical condition from a Qualified Medical\nPractitioner.",{"bindId":116,"name":46,"text":47},"maxsicknesspayperc",{"bindId":118,"name":119,"text":120},"OVERTIME_trigger","Overtime (a) Overtime should be pre-auth","Overtime\n\n(a) Overtime should be pre-authorized in writing by the head of department\nin conjunction with the Human Resource\u002FSection Manager.\n\n(b) Overtime worked shall be paid on 1.5 (one and a half) times of the\nnormal hourly rate of gross pay if the overtime is on normal working days.\n\n(c) Overtime worked on gazetted public holidays shall be calculated at 2\n(two) times gross hourly rate.",{"bindId":122,"name":123,"text":124},"holidaysdays","Annual Leave (a)Having worked for six co","Annual Leave\n\n(a)Having worked for six continuous months, an employee shall be entitled to\ntwenty one (21) working days leave annually which will be earned on a monthly\nbasis.",{"bindId":126,"name":123,"text":124},"holidaysweeks",{"bindId":128,"name":129,"text":130},"healthcareaccess","(d) The Employer, at his discretion, may","(d) The Employer, at his discretion, may require that the employee present\nhimself\u002Fherself to a Qualified Registered Medical Practitioner of the Employers\nchoice whenever a period of sickness occurs for medical examination either in\naddition to the certificate already presented or as an alternative to the\nEmployee securing a certificate from his\u002Fher own Qualified Registered Medical\nPractitioners. The Employer shall be responsible for costs only for the visit\nand issue of this certificate and any subsequent certificate but not for\ntreatment of any sickness, unless arising directly from the employee's work.",{"bindId":132,"name":133,"text":134},"healthinsurance","(d) Industrial accidents and illness are","(d) Industrial accidents and illness are covered by Worker's Compensation\ninsurance pursuant to the requirements of the applicable laws.",{"bindId":136,"name":137,"text":138},"protectiveclothing","(a) The Employer shall provide suitable ","(a) The Employer shall provide suitable uniforms, protective gears and\nclothing as provided for by this CBA and the Occupational Safety and Health Act\n2006",{"bindId":140,"name":141,"text":142},"healthandsafetypolicy","11. OCCUPATIONAL HEALTH, SAFETY AND WELF","11. OCCUPATIONAL HEALTH, SAFETY AND WELFARE\n\n(a) The Employer shall provide suitable uniforms, protective gears and\nclothing as provided for by this CBA and the Occupational Safety and Health Act\n2006\n\n(b) There shall be an Occupational Safety and Health Committee comprised of\nnot more than 9(nine) members selected with an equal representation of\nmanagement and the Union from different departments. Management shall appoint\nthe Chairperson in consultation with the union which shall regularly review all\nmatters relating to health and safety.\n\n(c) The purpose of the committee shall be\n\n(i) Monitor the implementation of the OSH standards\n\n(ii) Suggest to management the type of Personal Protective equipments to be\nprocured\n\n(iii) Initiate and propose amendments on workplace OSH policies subject for\napproval by the JNC\n\n(d) The Employer shall maintain and where practical improve all existing\ndevices and PPEs for the purpose of promoting healthy and safe working\nconditions.\n\n(e) The Employer shall insure all its workers as provided for in the\nworkers' compensation Act 2000.\n\n(f) Failure to apply and put on protective clothing\u002Fequipment (PPEs) by the\nemployee shall be subjected to disciplinary action.",{"bindId":144,"name":119,"text":120},"overtimeallowanceperc1",{"bindId":146,"name":54,"text":55},"hourspweek",{"bindId":148,"name":91,"text":92},"paidpaternityleavepay",{"bindId":150,"name":109,"text":110},"contracttrial",{"bindId":152,"name":153,"text":154},"schedulesrestpw","(d) Each week shall include a period of ","(d) Each week shall include a period of one rest day of not less than 24\nhours (twenty four) hours after a continuous service for six consecutive\ndays.",{"bindId":156,"name":123,"text":124},"PAIDLEAV_trigger",{"bindId":158,"name":54,"text":55},"dayspweek_select",{"bindId":160,"name":58,"text":62},"paidmaternityleaveall",{"bindId":162,"name":163,"text":164},"TRADEUNLEAV_trigger","Leave For Union Business \u002F Education (a)","Leave For Union Business \u002F Education\n\n(a) Leave to attend Union business \u002Feducation shall be applicable to the\nUnion members and such leave shall be on full pay provided that the employer\nhas granted prior permission. Such permission shall not be unreasonably\nwithheld.\n\n(b) The employee seeking such leave will give the employer at least seven\n(7) days' notice but in case of an emergency meeting, a notice of 48 hours\nshall be given.\n\n(c) Confirmation of all leave granted by the Company to any of its\nemployee(s) under this clause shall be given to the employee(s) in writing.\n\n(d) Any employee(s) granted leave under this clause shall not accept\nemployment elsewhere during such period.",{"bindId":166,"name":153,"text":154},"SCHEDULE_trigger",{"bindId":168,"name":169,"text":170},"paidpaternityleave","17.5 Paternity Leave A male employee sha","17.5\n\nPaternity Leave\n\nA male employee shall, immediately after delivery or miscarriage of a\nregistered wife, have the right to a period of four working days leave from\nwork yearly herein referred to as Paternity leave. He shall be entitled to the\npayment of his full wages and return to the job which he held before his\npaternity leave.",{"bindId":172,"name":173,"text":174},"eqpay","(c) To ensure the principle of equal wor","(c) To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed or colour.",{"bindId":176,"name":46,"text":47},"sicknessmaxdaysnr",{"bindId":178,"name":95,"text":96},"eqofficer",{"bindId":180,"name":173,"text":174},"gender",{"bindId":182,"name":183,"text":184},"violence"," Gross Misconduct\u002FInstant Dismissal Shou"," Gross Misconduct\u002FInstant Dismissal\n\nShould the employee commit any of the following offences in the list below,\nor persistence in committing less serious acts he\u002Fshe shall be liable to\ninstant dismissal by management: -\n\n(a) Theft.\n\n(b) Fraud.\n\n(c) Fighting while on duty.\n\n(d) Gross insubordination within ones normal scope of duties.\n\n(e) Persistent sleeping on duty.\n\n(f) Drunkenness or use of toxic drugs on duty.\n\n(g) Prolonged absenteeism without any cause.\n\n(h) Willful damage of company property.\n\n(i) Fighting at the place of work.\n\n(j) Divulging confidential company information.\n\n(k) Physical assault to others.\n\n(I) Falsification of information\u002Fdocuments.\n\n(m) Bringing dangerous weapons into the company.\n\n(n) Sexual harassment.\n\n(o) Sexual immorality on company premises.\n\n(p) Tampering with the clocking system.\n\n(q) Unauthorized starting\u002Fstopping of machine in operation without just\ncause, (r) Conviction of any criminal charges by any court of law.",{"bindId":186,"name":187,"text":188},"code_application","(f) Failure to apply and put on protecti","(f) Failure to apply and put on protective clothing\u002Fequipment (PPEs) by the\nemployee shall be subjected to disciplinary action.",{"bindId":190,"name":191,"text":192},"contractseverancepay1","Severance - Procedure for considering se","Severance - Procedure for considering severance pay shall be as follows:\n\n(i) 6 six months to 1 year's service\n\n(ii) lone year to 5 years' in service\n\n(iii) 5 five years to 10 years' in service\n\n5 (five) days per year worked 10 (ten) days per year worked 14 (fourteen)\ndays per year worked\n\n(iv) 10 ten years and above",{"bindId":194,"name":195,"text":196},"bankholidays1","Public Holidays: (a) All Uganda gazetted","Public Holidays:\n\n(a) All Uganda gazetted public and other recognized public holidays as may\nappear in the Uganda gazette from time to time, shall be considered public\nholiday(s).\n\n(b) Payment for work on holiday will be made as per current laws under in\nthe employment Act 2006.\n\n(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 Employer.\n\nNew Year----------------------1st january\n\nNRM victory day------------26th January\n\nWomen day----------------------8 march\n\nIdd el Adhuha--------------------as shall be gazetted\n\nIdd el Fitr -------------------------------as shall be gazetted\n\nLabour day-----------------------------1st May\n\nUganda Matyrs day--------------------------3th June\n\nHeroes day------------------------------------------9th June\n\nGood friday-----------------------------------------**\n\nEaster Monday-----------------------------------**\n\nIndependence day---------------------------9th October\n\nChristmas day------------------------------------25 december\n\nBoxing day-----------------------------------------26 December\n\n\n\n**Dates change every year.\n\nPayment for work done on a public holiday during the normal working hours\nshall be calculated at the ratio of 1:2.",{"bindId":198,"name":119,"text":120},"overtimeallowancetype",{"bindId":200,"name":119,"text":120},"overtimeallowancetypeperiod",{"bindId":202,"name":203,"text":204},"hivpolicy","The Employer and the Union recognizes th","The Employer and the Union recognizes the seriousness of the HIV\u002FAIDS\nepidemic and its impact on the workplace. The Employer and the Union supports\nnational efforts to reduce the spread of infection and minimize the impact of\nthe disease and shall endeavor to put in place a work place policy in\ncompliance with the national HIV\u002FAIDS policy and in consultation with the Union\nand the employees.",{"bindId":206,"name":58,"text":59},"paidmaternityleavepay",{"bindId":208,"name":46,"text":47},"sicknessmaxdays",{"bindId":210,"name":58,"text":62},"paidmaternityleave",{"bindId":212,"name":191,"text":192},"contractseverancepay",{"bindId":214,"name":215,"text":216},"jobsecuritymothers","(b)The right to return to the job which ","(b)The right to return to the job which she held immediately before her\nmaternity leave or to a reasonably suitable alternative job on terms and\nconditions not less favorable than those which would have applied had she not\nbeen absent on maternity leave.",{"bindId":218,"name":169,"text":170},"paidpaternityleaveduration",{"bindId":220,"name":87,"text":88},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UGA Uganda Flower Exporters Association - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-09-08\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-09-07\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → 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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Uganda Flower Exporters Association\n            \u003C\u002Fdiv>\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        \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): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX 150000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 8.5 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 4 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → Insufficient data days\n            \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Yes\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: → Yes\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: → No\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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 365 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 180 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\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            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\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: → 3.5 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Sunday (first Sunday after the full moon following 21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), Madaraka Day \u002F International Children’s Day \u002F Indonesia's Pancasila Day  (1st June), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 7.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \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            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[226],{"title":37,"slug":33},[228],{"type":229,"data":230},"call_to_action_body_block",{"title":231,"description":232,"variant":233,"link":234},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":231,"url":235,"description":231,"rel":236,"type":237},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[239],{"type":229,"data":240},{"title":231,"description":232,"variant":233,"link":241},{"title":231,"url":235,"description":231,"rel":236,"type":237},[]]